Ready to Get Paid? First, You Have to Prove Your Worth

It’s a feeling many of us know all too well: you’re working hard, hitting your targets, and feel like an essential part of the team, but your paycheck doesn’t seem to reflect that reality. You believe you’re worth more, but how do you get your company to see it too?

This is more than just a simple case of asking for a raise. It’s about understanding the crucial difference between your perceived value and your actual worth in the marketplace. In a recent conversation on Beyond The Grind, we got real about why just working hard isn’t enough to get ahead. If you want to get paid what you deserve, you have to prove your worth in a language the business understands: impact.

"Hard work does not get you paid. No, no visibility and relationship gets you 100%."

— Korede

The Difference Between Your Value and Your Worth

We often use the terms "value" and "worth" interchangeably, but Korede, Tosin, and Allen broke down a key distinction. Your value is internal and subjective. It’s what you believe you bring to the table—your skills, your potential, your passion. As Allen put it, you can think you’re the “hottest MC,” but that’s just your personal value assessment.

Your worth, on the other hand, is external. It’s the price the market is willing to pay for what you deliver. It’s objective and transactional. As Korede explained, a business can see your list of skills, but if they only need one of them to serve a client, they’re only going to pay you for that one. Your worth is tied directly to what you produce and how it affects the bottom line.

This isn’t an emotional conversation; it’s a business one. To increase your worth, you must find ways to translate your value into measurable results. If your contributions aren’t making a tangible impact on the business, you’ll have a hard time justifying a significant pay increase.

Making Your Impact Visible (And Measurable)

So, how do you make your impact known? You need to become your own best publicist and document everything. Tosin calls it pulling out the “receipts.” It’s not enough to know you did a great job; you need evidence that demonstrates it.

For some roles, like sales, this is straightforward. But what if your job doesn’t have a direct line to revenue? Think about a customer service role. As the hosts discussed, you can measure your impact through metrics like Net Promoter Score (NPS), which tracks customer satisfaction. You can also point to improved customer retention rates or glowing feedback.

Even better, be proactive. If your company doesn’t have a system for measuring your impact, suggest one. Create a standard operating procedure (SOP) that improves team efficiency, and then document the time or money it saves. As Allen suggested, have a direct conversation with your manager. Ask them, “This is the compensation I’m aiming for. What do I need to show you to prove I’m worth it?” This turns a vague desire into a concrete action plan.

"Your job is not to try and deliver value. Your job is to make sure that your value is seen, measured, and, and you have impact."

— Korede

It’s Not Just What You Know, It’s Who You Know

While proving your tangible contributions is critical, it’s only half the battle. The other half is about relationships, visibility, and influence—what some might call “office politics.”

Korede shared a powerful story from early in his career when he was interviewing for a management position. He was up against a candidate who was, on paper, more technically brilliant. Instead of grilling him on job specifics, the hiring manager spent most of the interview talking about football and other casual topics. Korede, being a "cool guy," just went with the flow and built a genuine rapport.

He got the job. The manager later told him that while the other candidate was smart, she was too rigid and no one could connect with her. He was testing Korede’s personality and ability to handle different situations. The lesson is clear: technical skills get you in the door, but soft skills get you promoted.

Decisions about raises and promotions often happen in rooms you’re not in. You need allies in those rooms who will advocate for you. Building strong relationships across the company makes you more visible and ensures that when opportunities arise, your name is top of mind.

Ultimately, getting paid what you’re worth requires a strategic shift. Stop focusing only on being valuable and start focusing on proving that value in ways that are visible, measurable, and influential. As Korede challenged our audience: if you left your job today, would anyone feel your absence? If the answer is no, it might be time to change your strategy.

For the full, candid conversation and more stories from the trenches, watch the complete episode on YouTube. And to make sure you never miss these essential career insights, be sure to subscribe to our newsletter for updates, bonus content, and more.