Warning signs the gap needs a formal review
- Your scope, experience and performance are similar, but the difference is substantial.
- You took on more responsibility without a compensation review.
- Your manager cannot explain the salary band or how pay decisions are made.
- Strong performance repeatedly earns praise but never changes pay or progression.
Three practical actions
- Check the comparison. Compare scope, level, location, tenure, specialist skills and measurable outcomes—not title alone.
- Build your pay case. Summarize your responsibilities, three strong results, any expanded scope and a credible market range.
- Request a decision. Ask for an adjustment or a written path with the decision owner, required evidence and review date.
A conversation script
“I’d like to review whether my compensation is aligned with my current scope and results. I’m responsible for [examples], and over the last [period] I delivered [outcomes]. Based on comparable roles and the level of work I’m performing, I’d like to discuss adjusting my pay to [range]. What is the decision process and timing?”
Leah almost opened the meeting by naming her coworker.
Instead, she brought a one-page record of her expanded responsibilities and results. Her manager could not approve an increase immediately, but confirmed the salary band, requested HR review and set a decision date. The useful shift was from private resentment to a documented pay decision.
Is the bigger problem pay, recognition or career growth?
The free WorkLens Workplace & Career Check helps you see which part of your work situation needs attention first.
Check whether recognition is your biggest workplace pressureExplore the five WorkLens areas
One difficult situation can involve more than one workplace pattern. Continue with the area that feels closest to your experience.