15—Lever #1: Your Income (Part Three—Asking for a Raise)
Navigating salary discussions with confidence in God, humility, and grace
We’ve looked at income and its role in our lifetime net worth. It’s not insignificant, as our Financial Life Equation (FLE) shows:
Future wealth = Starting wealth (Wt )+ Sum of all income (∑It+i ) – Sum of all taxes – Sum of all giving – Sum of all living expenses + Sum of interest earned – Sum of interest paid
As I’ve said, our current wealth (Wt ) and income (∑It+i ) are the foundation for everything else in our FLE. Most of us would like to increase our income over time, and raises and promotions (and occasionally job changes) are often how that happens.
As an IT manager in the banking industry for over 30 years, I’ve had my fair share of salary discussions. These ranged from negotiating offers with new hires to performance reviews, awarding merit raises, and sometimes bonus and stock awards to high-performing employees. I mostly enjoyed them, but not always.
Occasionally, an employee would come to me with this (not usually in these exact words or nearly as direct): "I think I'm underpaid compared to my peers and others in similar roles in the industry. My performance is good, and I'd like a raise. If I don’t get it, I may have to move on."
Often, they'd offer some data or stats (most use Google and job search data) and sometimes provide anecdotal information like, "I 'heard' that so and so the company is hiring [fill in the blank], and they are paying X dollars for people like me. Or they would even tell me that a co-worker told them how much they earn—in confidence, of course (which didn’t apply to conversations with their manager, I guess).
(Side note: I once worked for a senior director who wanted to post everyone's salaries in our department for “transparency.” I wasn’t sure about the wisdom of doing that, but it never happened. I also worked with people who were once managers or senior managers who wanted to return to an individual contributor role but retained a high salary; typically, they were “red-lined,” meaning no raises.)
Of course, the anecdote could be true, or only partially true—the people that [fill in the blank] company is paying X dollars to may not be exactly like you.
These conversations are not "inappropriate," and most managers don’t think they are motivated mainly by entitlement or greed right off the bat.
As with many things in life, a lack of timing and tact can be a mistake that employees—especially younger, newer ones—make. But it can also be something else altogether: a misunderstanding of how compensation works in the real world.
If you're a young professional just starting out or even a few years into your career, understanding the realities of compensation is crucial. As Christians who want to be good witnesses in the workplace, attitude and approach matter greatly. Jesus’s word in Matthew 5:15-16 tells us what it means to be “salt and light” in the workplace: “Neither do people light a lamp and put it under a basket. Instead, they set it on a stand, and it gives light to everyone in the house. In the same way, let your light shine before others, so that they may see your good works and give glory to your Father who is in heaven.” (ESV)
If you want to ask for more money, you also need to consider your motives. It’s not “wrong to ask,” but it can be if you do it out of a “desire for riches” rather than out of need and the desire to use it to bless others. It would be wise to heed the warning that Paul gave Timothy: “But those who desire to be rich fall into temptation, into a snare, into many senseless and harmful desires that plunge people into ruin and destruction.” (I Timothy 6:9, ESV)
Note the words “snare,” “harmful desires,” and “ruin and destruction.” Wow, that’s strong stuff. But Paul wants us to know that a wrongly motivated, insatiable desire for more is a dark and dangerous path to follow in this life.
On that happy note, here are some things to keep in mind:
Google can't tell you your value to a current or prospective employer. Suppose you use it to get some salary benchmarks, as many people do. You may not realize that a simple internet search can’t factor in all the nuances of corporate compensation for your situation.
A Google search might show an average salary, but averages don't account for factors like location, industry, or the company's size. For instance, an IT professional in San Francisco may command a vastly different salary than someone in a similar role in Charlotte, which will differ from Fayetteville due to cost-of-living differences and regional demand.
Plus, your base salary is just part of your total compensation. Many larger companies invest significantly in benefits—health insurance, retirement plan contributions, and sometimes bonuses. These somewhat hidden components often make up a substantial portion of your overall comp package, and your company may offer a better package than others, even if their pay scales are slightly lower.
I have a friend who just started a new job, and one of the perks is a free lunch cafe on-site.
(There will be more about total compensation in future articles.)
Here's the reality: Most companies use structured salary ranges based on market research. And many use professional external HR firms to source that information. Where you fall in that range depends on your experience, education, and the role's demands.
If you are relatively new to a role, starting at the lower end is typical early in your career. It's not a reflection of your potential but rather a baseline for growth. When asking for a raise, focus on your value to the company rather than comparisons from Google. If you have a salary discussion, show how you've contributed and how your skills have grown— it's a much stronger case.
Finally, be careful with the "recruiter called me and said that I might be able to get as much as X dollars at XYZ company" strategy. You may get to find out if that’s true—sooner than you wanted. Managers don’t like to feel they're being manipulated.
Experience takes time—there are no shortcuts. When you’re young and just starting, it’s crucial to demonstrate your willingness to serve the company, customers, and co-workers by doing the small things. Jesus’ words are very instructive here. Mark 9:35 says, “And he sat down and called the twelve. And he said to them, “If anyone would be first, he must be last of all and servant of all.” (ESV)
Jesus also reminds us of this in Luke 16:10, and his words apply in many areas of life, including work: “One who is faithful in a very little is also faithful in much, and one who is dishonest in a very little is also dishonest in much.” (ESV)
Many young professionals think, "I've learned this skill through courses or quick on-the-job learning, so I'm ready for the next level." Faithfulness in the little things may mean sticking with some job roles longer than you would prefer.
There's more to experience than just acquiring technical skills. Building strong relationships with coworkers and customers (if you have them) takes time. These connections are often as valuable as technical expertise. Good relationships foster trust and collaboration, which are key to long-term success. Familiarity with a company's culture, business cycles, and processes—including those outside your area—adds depth to your knowledge and work experience.
Mistakes in the workplace teach lessons that no course or training can. Over time, these lessons make you a better, more reliable professional. For instance, handling a challenging project or navigating a complex customer issue provides insights you can't learn from textbooks or webinars. It also demonstrates that you have valuable skill set dimensions beyond your job's basics.
Two to five years of experience is valuable, but it's not the same as being a seasoned veteran. Embrace the learning process and recognize that time is an essential growth component. The longer you spend in a field, the more you understand its intricacies, nuances, and demands.
Supervision, coaching, and guidance cost time, and time is money. Young employees may work hard, and their work output may be excellent, but they usually require a lot of attention from more experienced coworkers and managers. Depending on your position and progress, you may need frequent feedback, regular one-on-ones, and detailed work reviews to help you grow.
This guidance is necessary and invaluable, but it's also a significant investment of your manager's time and energy, representing a cost to the organization. Most managers will not give employees who need a disproportionate amount of their time large salary increases early on; they want to see you become more independent.
As you gain experience, you'll need less guidance, and your ability to work independently will increase. This is what most managers of newer employees are looking for. Senior positions command higher salaries because they require less supervision and deliver more individual value.
When I discuss how to handle challenging career and workplace discussions with people, I often stress the importance of humility. But humility is not passivity; wanting to be humble doesn't mean you shouldn't exhibit godly ambition or advocate for yourself in the workplace.
Still, it’s essential to approach salary discussions humbly, considering where you stand relative to everything I mentioned above. Be prepared and focused, research wisely, look beyond averages, and use reliable salary survey tools. Sites like Glassdoor or industry-specific reports can provide more context, but remember to consider regional and industry-specific factors.
Highlight specific accomplishments and how they've positively impacted the company. For example, did you streamline a process, saving the company time or money? Did you lead a successful project that exceeded expectations? Concrete examples strengthen your case and demonstrate your value. But make sure you have your facts straight and give others the credit they deserve for your success; don’t let arrogance or pride trip you up: “Pride goes before destruction, and a haughty spirit before a fall.” (Proverbs 16:18, ESV)
In your annual performance review, ask what you need to do instead of asking for a raise or promotion. Let your manager set the bar for you, recognizing it's not a promise.
Recognize that growth and compensation take time, and consistently delivering value will pay off in the long run. Be patient but also proactive. Regularly discuss your career goals with your manager and seek feedback on improving. Look for education, training, and new work challenges to enhance your skills. This positions you for raises, promotions, and increased responsibility. As Proverbs 22:29 says, “Do you see a man skillful in his work? He will stand before kings; he will not stand before obscure men.” (ESV)
You may not “stand before kings,” but as a retired IT manager who has had his fair share of career ups and downs, I can attest that those who embrace learning, build strong relationships, make positive contributions, and are respectful and professional toward others will prosper financially and eventually find themselves in a place of positive, productive influence in their companies.
Success doesn’t come from shortcuts but from a commitment to growth, resilience, and delivering value every step of the way. Most importantly, trust that God will be with you as you go: “Let your work be shown to your servants, and your glorious power to their children. Let the favor of the Lord our God be upon us, and establish the work of our hands upon us; yes, establish the work of our hands” (Psalm 90:16-17, ESV)!
For reflection: What is your level of contentment with your current job salary? If you’re feeling unsettled, have you asked the Lord whether there is some inequity or you are just feeling discontent? Make a humble assessment of your performance, with input from others if necessary, do some additional research if needed, and then decide on a course of action. Be open to the possibility that the Lord may say, “be patient for now; trust me and wait to see what I will do when the time is right.”
Verse: “Trust in the Lord with all your heart, and do not lean on your own understanding. In all your ways acknowledge him, and he will make straight your paths” (Proverbs 3:5-6, ESV).