Promotion Salary Negotiation

Negotiating Salary for an Internal Promotion

When you're promoted internally, the compensation discussion can feel awkward because you already work there and presumably know the pay structure. However, promotions are one of the best opportunities to negotiate significant increases. Don't assume the company will automatically pay you fairly — they'll often offer the minimum bump they think you'll accept. Before accepting a promotion offer, research what the market pays for your new role (not your old one). If you're moving from Marketing Coordinator to Marketing Manager, look up manager-level comp, not coordinator-level. Use this data to anchor your request: "I'm thrilled about the promotion to Marketing Manager. Based on my research, market rates for this role in our area are $75K-$85K. Given my performance and contributions, I was hoping we could target the $80K range."

Document your achievements and contributions in your current role to strengthen your case. Don't just focus on tenure ("I've been here three years") — emphasize measurable impact. "Over the past year, I've increased lead gen by 35%, managed our largest campaign with a $200K budget, and mentored two junior team members. I'm excited to take on the management responsibilities, and I believe my track record demonstrates readiness for this role at a competitive compensation level." This positions your ask as earned, not entitled.

Timing matters significantly. The best moment to negotiate is when you first receive the promotion offer, not three months later after you've already accepted and started the new role. Once you've said yes, your leverage drops dramatically. When they extend the promotion, respond with enthusiasm but request time to review: "I'm honored and excited about this opportunity. Can I take a day to review the offer and get back to you?" This gives you space to research, prepare, and formulate a thoughtful counter without appearing ungrateful or demanding in the moment.

Be prepared to walk if the compensation gap is too large. If the promotion comes with significantly more responsibility but only a token 5% raise that doesn't align with market rates, you need to decide whether the title and experience are worth the underpayment. Some promotions are stepping stones worth taking even at subpar comp; others are traps that overwork and underpay you. Trust your judgment. If you decline the promotion due to compensation, be professional: "I appreciate the offer, but the compensation doesn't align with the increased scope and market rates. I'd love to revisit this in the future if there's more flexibility." This leaves the door open while setting a boundary. Your career is a marathon — don't accept undervalued promotions just to check a box.