It is January. The "Janworry" blues are real. You are looking at your bank account, then looking at the price of fuel and sugar, and the math isn't mathing. You know you work hard. You know you deserve more. But the thought of walking into your boss's office and asking for more money makes you want to hide under your desk.
Here is a statistic that will wake you up: 70% of employees who ask for a raise get one (or at least a bonus). But 56% of people never ask.
They wait for the boss to "notice" them. Spoiler alert: In a busy Ugandan corporate office, nobody notices your silence. They only notice your value when you present it.
If you want to beat inflation in 2026, you have to ask. Here is exactly how to do it.
Step 1: The "Receipts" (Don't Walk in Empty-Handed)
You cannot ask for a raise just because "transport is expensive." Your boss doesn't pay you for your commute; they pay you for output. Before the meeting, list 3 specific wins from 2025.
Did you save the company money?
Did you bring in a new client?
Did you handle a project that wasn't in your job description?
The Rule: If you can’t prove you generated value, you can’t ask for a share of the profit.
Step 2: The Timing
Don't ambush your boss in the corridor on a Monday morning. Schedule a meeting. Subject line: "Performance Review & 2026 Goals." This signals that you are serious.
Step 3: The Script (Copy-Paste This)
Walk in, sit down, breathe. Do not apologize for asking. Use this script:
The Opener: "Thank you for making time, [Boss's Name]. I’ve really enjoyed working on [Project X] this past year, and I’m excited about what the team is doing in 2026."
The Pitch (The "Receipts"): "Over the last 12 months, I’ve taken on responsibilities beyond my initial role. Specifically, I [mention Win #1], I managed to [mention Win #2], and I helped the team [mention Win #3]. These contributions helped us [save money/make money/save time]."
The Ask: "Based on this performance and the current market rate for this role, I would like to request a salary adjustment to [Insert Amount - usually 15-20% higher]. I believe this reflects the value I’m currently bringing to the team."
Step 4: The Silence
This is the hardest part. After you state your number, SHUT UP. Do not nervously say, "But I know budgets are tight..." or "Whatever you can manage..." Just wait. Let them think. Silence is a negotiation tool.
What if they say No?
If they say, "There is no budget right now," don't give up. Your Counter: "I understand. If a raise isn't possible today, can we agree on specific KPIs for the next 3 months? If I hit them, can we revisit this conversation in April?"
Now you have a plan. Go get your money.
