Prove Your Worth | Beyond The Grind #026

Are You Getting Paid What You’re Worth? Here’s How to Prove It.

How many times have you looked at your paycheck and thought, "I do way too much for this"? It’s a common feeling. We pour our energy into our work, believing our effort alone should translate into higher pay. But as the hosts of Beyond The Grind explain in a recent episode, the equation for getting paid what you deserve is more complex than just hard work. It’s about ensuring your contributions are seen, valued, and connected to the business’s success. If you want to prove your worth and secure that raise, it’s time to move beyond just delivering results and start building tangible influence.

This isn't just about feeling valued—it's about understanding the crucial difference between your perceived value and your actual worth in the eyes of your employer. Your value is what you believe you bring to the table. Your worth is what the business is willing to pay for that contribution. The key is aligning the two.

Value is Subjective, Worth is Proven

As the hosts break it down, your internal belief in your abilities doesn't automatically mean a bigger paycheck. "What I think I bring to the table is different from what Tosin thinks I bring to the table," Korede explains. Your skills, talents, and potential are your value, but they only become your worth when they demonstrably benefit the company's bottom line.

Think of it like a musician who’s convinced they’re the hottest new artist. That’s their value. But if no one is streaming their songs or buying tickets to their shows, their worth in the market is low. "The reality is that if your value is not translating to a measurable business influence, you're not going to get paid more," Korede adds.

So, how do you bridge that gap? It starts with documentation and translation. You have to connect your daily tasks to tangible business outcomes.

• For roles tied to revenue (like sales): This is straightforward. Document your numbers, show how you exceeded targets, and present the direct impact on the bottom line.
• For roles not tied to revenue (like customer service or operations): Get creative. Use metrics like Net Promoter Score (NPS) to show how your service improves customer satisfaction and retention. Propose and create Standard Operating Procedures (SOPs) that increase efficiency for the whole team. Find ways to measure your impact, even if it’s indirect. If your company doesn't have these metrics, suggest them. That initiative alone demonstrates value.

"Sometimes you got to pull out the receipts yourself and tell them, 'Hey, on XYZ, this is what I produced. On this, this was the result I got.' ...You saying, 'This is what I produced,' is different from, 'This is what I produced, and this is what it did to the bottom line.'" — Korede

Hard Work Isn’t Enough—Visibility and Relationships Get You Paid

Here’s a hard truth: the most technically skilled person doesn’t always get the promotion. Once you’ve met the basic requirements of your job, your advancement often depends less on what you know and more on who knows you and how they see you.

"Hard work does not get you paid," Korede states bluntly. "Visibility and relationship gets you paid, 100%."

He shares a powerful story about interviewing for a management position early in his career. He was up against a more technically brilliant colleague. Instead of grilling him on job specifics, the hiring manager spent the interview talking about fantasy football. It was a test. The manager wanted to see if he was relatable, personable, and could handle pressure with ease—qualities essential for managing people and disputes. He passed the "culture fit" test, and he got the job.

Your technical skills get you in the door, but your soft skills get you in the rooms where decisions are made. People promote those they know, like, and trust. If you’re invisible, you’re unlikely to be advocated for when promotion and raise opportunities arise. You have to learn to play the "game" of office politics, which is really just the art of building influence and alliances.

Your Strategy for Getting That Raise

So, what’s the game plan? Before you ask for more money, you need to build your case. Your job isn’t just to deliver value; it’s to make sure that value is seen, measured, and felt.

First, document everything. Keep a "brag file" of your accomplishments and, crucially, link them to business results. Did you streamline a process? Show how much time or money it saved. Did you improve customer feedback? Present the data.

Next, build relationships. Connect with colleagues, managers, and leaders across the company. Be personable, trainable, and reliable. Let them see you as a human being, not just a cog in the machine. These allies will be the ones to vouch for you.

Finally, when you’re ready, have the conversation. Frame it not as a demand, but as a collaborative discussion. Ask your manager, "This is where I want to get to financially. What do I need to show you that I am worth it?" This opens a dialogue, sets clear expectations, and gives you a roadmap to follow. Exceed those expectations, and the raise becomes almost undeniable.

Ultimately, you get paid what the company thinks you’re worth. Your task is to shape that perception. As Korede asks, "If you leave your job today, do you think people will feel it?" If the answer is no, it’s time to change your strategy.

Want more candid insights on navigating your career and building your worth? Watch the full conversation on YouTube, and don’t forget to subscribe to the Beyond The Grind newsletter for more tips and discussions.