A Practical Guide to Asking for a Raise in a Nigerian Company

I've been in the Nigerian workforce for over a decade now, navigating everything from bustling Lagos startups to established banks in Abuja. One of the toughest conversations I've ever had was asking for a raise at my first corporate job. The economy was shaky, the naira was depreciating faster than anyone could keep up, and I knew my role had evolved way beyond what my salary reflected. But I also knew that in Nigeria, where salaries often lag behind inflation, staying silent meant falling further behind. If you're reading this, you're probably in a similar spot - undervalued but vital to your team's success. Asking for a raise isn't just about money; it's about recognizing your worth in a system that doesn't always make it easy.

Understanding the Nigerian Context

Nigeria's job market is unique, shaped by rapid economic changes, cultural norms, and a mix of local and multinational companies. Inflation has been hovering around 20-30% in recent years, eroding purchasing power even for those who get annual increments. In many local firms, raises are tied to year-end reviews or promotions, but in others - especially smaller businesses - they happen only when you push for them. Multinationals might have structured processes, but they often benchmark against global standards that don't fully account for local living costs like soaring fuel prices or rent in cities like Port Harcourt.

From my experience, Nigerian bosses value loyalty and results, but they also operate in a high-pressure environment. HR departments might cite budget constraints due to forex challenges or economic downturns. That doesn't mean you shouldn't ask; it means you need to approach it strategically. I once delayed my ask during a company-wide cost-cutting phase and regretted it when a colleague timed hers better and succeeded. The key is reading the room - or the office, in this case.

Timing Your Request Right

Picking the right moment can make or break your pitch. In Nigeria, the best time often aligns with the fiscal year-end or after delivering a big win. If your company follows a January-to-December cycle, aim for Q4 discussions when budgets are being planned. Post-performance review periods are golden too, especially if you've exceeded targets.

Avoid asking during economic slumps or right after layoffs - think of the 2020 pandemic or recent subsidy removals that hit hard. I learned this the hard way in 2016 when oil prices tanked, affecting my energy sector job. Instead, wait for positive signals: a new client win, your team's quarterly report showing growth, or even informal chats where your boss praises your work. In hierarchical Nigerian workplaces, building rapport matters. I've found that casual conversations over lunch or during team celebrations can plant the seed without the full pressure of a formal meeting.

If you're in a role with clear metrics, like sales in a FMCG company, tie your ask to numbers. For creative or support roles, highlight qualitative impacts, such as streamlining processes that saved the team hours.

Building a Solid Case

Preparation is where most people falter. Don't walk in with just 'I've been here two years.' In Nigeria, where job hopping is common but not always rewarded, you need evidence. Start by tracking your achievements over the past six to twelve months. Quantify where possible: Did you increase revenue by 15%? Reduce errors in reporting by implementing a new system? Even in non-metric roles, like admin in a law firm, note how you handled more responsibilities during a colleague's leave.

Research salaries too. Sites like Glassdoor or local forums might not have perfect data for Nigeria, but LinkedIn insights and chats with industry peers can help. Factor in Lagos vs. other cities - cost of living in VI is worlds apart from Ibadan. Aim for 10-20% above your current pay, but be realistic; in tough times, a cost-of-living adjustment might be more feasible.

In my second raise negotiation, I prepared a one-page summary: my contributions, market rates, and how my role had expanded. It wasn't confrontational; it was factual. Nigerian managers respond well to data that shows you're invested in the company's success, not just your pocket.

Crafting the Conversation

Nigerian corporate culture emphasizes respect and indirectness, so frame your ask as a discussion, not a demand. Request a private meeting with your supervisor, saying something like, 'I'd like to chat about my growth here.' Once in, express gratitude first: 'I've really enjoyed contributing to the team's projects this year.' Then pivot to your case: 'Given the additional responsibilities I've taken on, like leading the client onboarding, I believe it's time to review my compensation.'

Be ready for pushback. If they mention budgets, counter with your value: 'I understand the challenges, but aligning my pay would help me stay focused and motivated.' In some firms, especially family-owned ones, personal relationships play a role - I've seen success from referencing long-term commitment.

If virtual meetings are the norm, especially in remote-friendly setups post-COVID, prepare your slides or notes digitally. And practice; rehearse with a trusted friend to handle nerves.

Handling Outcomes and Follow-Ups

Not every ask ends in a yes, and that's okay. If it's a no, ask for specifics: timeline for review, performance goals, or non-monetary perks like flexible hours or training. In Nigeria, where perks can include health insurance or transport allowances, these add up.

If approved, get it in writing - emails suffice, but push for HR formalization. Follow up with thanks; it builds goodwill. I once got a partial raise but followed up in three months with more evidence, turning it into the full amount.

Rejection stings, but use it as intel. If the company can't meet your needs, it might signal time to explore elsewhere. Nigeria's job market is competitive, but skilled professionals are always in demand.

In the end, asking for a raise is an act of self-advocacy in a landscape where your voice matters. Track your wins, time it wisely, present with confidence and respect, and remember your value isn't negotiable - it's evident in what you bring every day. Start small: update your achievement log today, research those benchmarks, and schedule that chat. Your future self, with that adjusted salary handling the next market fluctuation, will thank you.