Asking for a rise is a daunting enterprise at any time – even more so when you have been instructed not to mention it. It’s unlikely you’ll suffer seriously for bringing it up against your boss’s wishes but careful consideration can pay off. First, is there a time of year when everyone’s pay is formally reviewed? Or are people reviewed annually? If either of these is the case, you need an exceptional reason to insist that part of the appraisal is devoted to salary. How you approach your appraisal speaks volumes about your commitment and attitude – do you really want to give the impression of being solely motivated by money, with little regard for the quality of your work?
If you absolutely must bring up your raise, inform your manager in advance. You needn’t ask permission – but nor should you be over-assertive or appear to miss the point of the appraisal. You might want to paraphrase the following: ‘I’m looking forward to my appraisal and have made some notes about aspects of my job I’d like to discuss, so that afterwards, I can go forward with a clear idea of what’s expected of me in order to advance my career. One of these is my salary – but I appreciate the main objective is to talk about what I’ve been doing and what I’ve achieved, as well as how you think I might improve my performance or learn more.’
Most managers dislike talking about salaries as much as their staff – it may not even be mentioned prior to the appraisal. If it is, and it’s clear that money talk will be unwelcome, then play safe – ask for a separate meeting at another time. But arm yourself in the appraisal with lots of evidence that justifies your proposed rise – your achievements, how you’ve added value, and any extra responsibility you’re willing to shoulder.