A Resume Builder survey of 866 U.S. business leaders found that 54% have already cut—or plan to cut—employee compensation in 2026 to fund AI. Bonuses, equity, raises, benefits, even base salaries are on the chopping block.
But here’s the real number that matters: 71% will still give performance-based raises tied to individual results.
Company averages don’t dictate your outcome. Your results do. Use these five moves.
1. Time it right
Don’t ask in a vacuum. Ask when you’ve just delivered a clear win—closed a client, hit a major milestone, or built a process that saves real money or time. Even better if your team or region is crushing it and you played a visible role. Momentum is leverage.
2. Lead with bottom-line impact
No one cares that you’re “hardworking.” They care what you add to (or protect on) the P&L.
- Sales-adjacent? Show the revenue you enabled.
- Cost or operations role? Quantify the savings or efficiency gains.
- Internal-facing? Tie your work to customer satisfaction or colleague productivity.
Make the connection obvious and specific.
3. Get in front of the real decision-maker
Start with your manager—don’t go around them. But if they don’t control the budget, you need face time with the person who does. Present in a meeting they’re attending. Request a short update. No one will sell your value harder than you.
4. Get creative on the package
A “raise” doesn’t have to mean only base salary. Consider:
- Performance bonus or profit share
- Equity
- Retroactive adjustment for expanded responsibilities
- Combination of the above
Be clear on the number you want and flexible on the form. That flexibility often unlocks the yes.
5. Match their language and priorities
Numbers person? Bring data and charts. Company loyalist? Lean into tenure and commitment. Equity-focused leader? Show why rewarding results strengthens (not fractures) the team. Speak their dialect and the conversation gets easier.
No is rarely final
If you hear no, don’t disappear for a year. Change the timing, framing, ask, or advocate. Try a different angle or a smaller win (spot bonus, one-time payment). Persistence with better strategy beats waiting politely.
Companies are redirecting money toward AI. That doesn’t mean they stop paying for performance. Make yours impossible to ignore.