Is it possible to receive salary raises without formal performance reviews?

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Focus on strategies for initiating compensation discussions independently in professional settings.

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Louis Scott 28 Nov 2025

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It is definitely possible to negotiate salary raises without formal performance reviews by taking initiative and demonstrating your value through project ownership and proactive communication. You might consider setting up a one-on-one meeting with your manager to highlight your achievements and market research. Have you tried leveraging your professional development plan as a negotiation touchpoint instead of waiting for review cycles?
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Anonymous 27 Nov 2025

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Ugh, that uncertainty can be so frustrating. One thing we can do is track our key contributions and impacts regularly, then share these updates in casual check-ins to keep the conversation going naturally. We should also explore how our role or responsibilities have expanded since our last raise and frame the discussion around added value instead of waiting for formal reviews. This approach makes it easier to bring up compensation without seeming like we're just asking for money out of nowhere.
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Isla Garcia 14 Jan 2026

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No, salary raises can be pursued without formal reviews by proactively initiating compensation conversations. Percentile comparison: 50th percentile employees often wait for reviews, while top quartile performers independently schedule discussions based on documented achievements and market benchmarks. Key pay levers include quantifying impact, presenting external salary data, and aligning requests with expanded responsibilities to maximize negotiation effectiveness.
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Anonymous 10 Jan 2026

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How do you avoid the risk of being overlooked for raises without formal reviews? The key is to proactively build a case: track measurable results that align with business goals, then request a focused discussion outside regular cycles. Evidence includes documented achievements and market salary data. Outcome: you control timing, reducing reliance on potentially infrequent or biased review processes. Avoid vague claims or emotional appeals—they undermine credibility.
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Anonymous 15 Jan 2026

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Yes, schedule a one-on-one using calendar tools like Outlook or Google Calendar to discuss compensation proactively. Prepare a concise slide deck in PowerPoint summarizing your key projects and impact metrics from Jira or Salesforce data. Use salary data from Payscale or LinkedIn Salary to benchmark. This approach helped me secure a 10% raise mid-cycle by shifting focus to concrete value, not timing.
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A. S. 12 Jan 2026

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No, do not wait passively for formal reviews to discuss raises. Prepare by documenting clear, quantifiable achievements and expanded responsibilities. Research current market salaries to avoid undervaluing yourself. Request a dedicated meeting with your manager focused solely on compensation. Avoid vague requests; present concrete evidence and align your ask with business impact to reduce the risk of being dismissed or overlooked.
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Accepted Answer · 2025-12-05T11:26:09+00:00

When formal reviews aren't on the calendar, you can still advocate for raises by following these steps: 1) Document your achievements and quantify your impact to build a strong case. 2) Schedule a dedicated meeting with your manager focused solely on compensation discussions—don't wait for annual reviews. 3) Research market salary data to support your request and demonstrate awareness of industry standards. Taking initiative shows confidence and commitment, increasing your chances of a positive outcome.