I assume you're referring to approaching management for raises outside of the normal review cycle. At my company, this is always a tough sell. In the cases where we do grant mid-cycle increases, it's generally because someone has made a good case that their salary is out of whack with the market, or that they've taken on significant additional responsibilities that would deserve an increase. If you can bring forward specific evidence on one of these fronts, and make it clear that you're looking to stay with the company long-term, you'll increase your odds. At worst, you may put yourself in better position come review time. In the rare cases where we grant mid-cycle increases, it's for employees that we feel have long term potential at the company. I don't know how unique an approach I've suggested, but I hope that helps. Good luck.

I assume you're referring to approaching management for raises outside of the normal review cycle. At my company, this is always a tough sell. In the cases where we do grant mid-cycle increases, it's generally because someone has made a good case that their salary is out of whack with the market, or that they've taken on significant additional responsibilities that would deserve an increase. If you can bring forward specific evidence on one of these fronts, and make it clear that you're looking to stay with the company long-term, you'll increase your odds. At worst, you may put yourself in better position come review time. In the rare cases where we grant mid-cycle increases, it's for employees that we feel have long term potential at the company. I don't know how unique an approach I've suggested, but I hope that helps. Good luck.