How can taking on / at / in responsibilities outside your job description strengthen your case for a raise?

In your experience, how do employees know if they measure on / at / up in their company? What strategies can help someone demonstrate they meet or exceed expectations?

If an employee consistently pursues / completes / meets performance goals but never exceeds them, should they still expect a salary increase? Why or why not?

Have you ever had to level for / in / with your manager or a colleague about your career goals or expectations? How did honesty affect the outcome?

In what situations could submitted / submitting / submit a written proposal for a raise be more effective than discussing it informally?

Have you ever had a manager gone / go / went out of their way to help you advance or achieve a goal? How did that affect your motivation and loyalty to the company?

What strategies can help you confidently suggest / name / give a number during a salary negotiation without underselling yourself or appearing unrealistic?

What’s the most effective way to prove / proof / proving your worth to a company before negotiating for better pay?

Why is exceeding / raising / stretching expectations often a more persuasive argument for a raise than simply meeting your targets?

What signs might show that a colleague or employee is on their way out / by / through the door? How should a manager respond in such situations?

Can you think of ways to take / do / have a litmus test in your workplace to gauge how your contributions are valued without directly asking for a raise?

In what situations might it be considered unwise to request / talk about / ask for a raise, even if you feel you deserve one?

How can you present the results you’ve achieved / delivered / produced in a way that maximizes your chances of securing a higher salary?