It's true that your best shot for a 15% raise is switching jobs, but there's no way that's sustainable (for a comparable position). I think each year people sh

It's true that your best shot for a 15% raise is switching jobs, but there's no way that's sustainable (for a comparable position). I think each year people should evaluate how they're expertise and duties differ from the previous year. Many people I know inadvertently become team leads, head up projects, mentor others, or change roles entirely and wait for their old position's performance review to address it. That's a mistake. As a manager, I've had the best success with getting better comp for my team when giving a new title + bump around 4 months before review. That way, the discussion with execs is closer to "what eould we pay for a new hire for this position?" and the upcoming review allows for minor comp tweaking.