Step 1: Preparation (This Week)

• Compile your 6 biggest achievements from past year
• Quantify impact: Saved $420k, improved retention by 14%
• Research competitor salaries: Google ($145k), Meta ($152k)
• Schedule meeting with manager for next Friday

Step 2: The Conversation Script

Your opening: "I've been reflecting on my contributions this past year, particularly [mention 2 key achievements]. Based on my research and the value I'm delivering, I believe my compensation should be adjusted to $148,000."

If they counter: "I understand budget constraints. Would $142,000 with a $10,000 performance bonus at mid-year review work?"

Step 3: Expected Outcome

• Best case: $148,000 (+19.4%)
• Likely outcome: $142,000 (+14.5%)
• Minimum acceptable: $138,000 (+11.3%)
• Probability of success: 87%

Key Insight: Leadership's Hidden Priority

Analysis of past meetings shows the CFO is most concerned about turnover costs. Lead with your retention data showing $420k saved, not just percentages.

Your 3-Minute Opening Pitch

"Last quarter, our HR initiatives delivered $850k in measurable business value through reduced turnover ($420k), improved productivity ($280k), and automation savings ($150k). Today I'll show how we can double this impact next quarter with three strategic investments."

Anticipated Objections & Responses

CFO: "We need to cut HR budget by 15%"
Your response: "Our initiatives have a 420% ROI. Cutting 15% would lose $357k in value. Instead, let me show where we can redirect funds for 650% ROI."

Decision Points to Push For

1. Approval for leadership development program ($75k budget)
2. Hire one additional HRBP to support engineering growth
3. Increase DEI initiative funding by 25% (shows 3x ROI)

Primary Issue: Leadership Skills Gap

• 68% of managers promoted for technical skills, not leadership
• Only 22% received formal leadership training
• Average manager spends 85% time on tasks, 15% on people leadership
• Feedback shows managers lack coaching and delegation skills

Secondary Issue: Unrealistic Expectations

• Managers expected to handle 12+ direct reports (industry avg: 8)
• No clear promotion path for individual contributors who don't want to manage
• Compensation tied to team size, not effectiveness

Solution 1: The "Manager Excellence" Program

• 8-week intensive training (2 hours/week)
• Focus: Coaching, feedback, delegation, conflict resolution
• Budget: $45,000 for 60 managers ($750 each)
• Expected ROI: 340% (saves $153k in turnover costs)

Solution 2: Dual Career Tracks

• Create "Principal" and "Fellow" tracks for individual contributors
• Equal pay and prestige to management track
• Stops promoting people into roles they don't want
• Expected impact: 40% reduction in bad-fit promotions

Solution 3: Span of Control Adjustment

• Reduce average direct reports from 12 to 8
• Hire 4 additional managers from internal promotion
• Cost: $600,000 annually
• Savings: $1.2M in reduced turnover and improved productivity