In this month’s Careers Clinic, we’re handing over to Rachael Conley, Associate Consultant at Realm and specialist in recruiting private client lawyers across the West Midlands.
Rachael is answering a question from a solicitor who’s received positive feedback in their appraisal—but is feeling frustrated that it hasn’t translated into a pay rise.
“I’ve just had my appraisal and it went really well. My manager was very positive about my performance and contribution to the team, but there was no mention of a salary increase. I’m not sure whether to feel pleased or disappointed. Is this normal and what should I do next?”
This is more common than you might thin and it can feel confusing.
On one hand, you’ve had great feedback, which is a strong signal that you’re valued. On the other, it’s natural to expect that strong performance should be reflected in your pay. When those two things don’t align, it can leave you questioning where you stand.
The key is not to ignore it, this is a great opportunity to get clarity and take control of the situation.
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Don’t Assume, Ask for Clarity
If salary wasn’t discussed, it doesn’t necessarily mean a “no”, it might simply not have been addressed.
Go back to your manager and ask:
- “Based on my performance, what would I need to demonstrate to be considered for a salary increase?”
- “When are salary reviews typically considered?”
This shifts the conversation from frustration to forward planning, and shows you’re thinking proactively about your development.
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Sense checkYour Market Value
Sometimes firms don’t adjust salaries as quickly as the market moves.
It’s worth understanding:
- What lawyers at your level are earning in your region
- What other firms are offering in terms of benefits and flexibility
- Whether your current package is still competitive
This gives you a benchmark (and confidence) if you do decide to push for a review. Taking a look at Realm’s salary guide for your practice area will provide you with this insight.
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Link Pay to Progression
In some firms, pay rises are tied to specific milestones, such as promotion to associate, hitting billing targets, or taking on supervisory responsibilities.
If that’s the case, ask:
- What does the next step look like?
- What’s the timeline?
- What do I need to demonstrate between now and then?
That way, you’re not left waiting indefinitely, you’ve got a clear path.
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Keep a Record of Your Impact
If you do revisit the conversation, it helps to have evidence.
Start tracking:
- Strong billing or financial performance
- Positive client feedback
- Instances where you’ve gone above and beyond
- Additional responsibilities you’ve taken on
This makes it much easier to build a case for a salary review.
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Decide Whether the Balance Still Works
Ultimately, it comes back to value.
If you’re:
- Being recognised and supported
- On a clear progression path
- Paid in line with the market
Then it might simply be a timing issue.
But if you’re consistently performing well and not seeing that reflected in your pay—or there’s no clear route for it to change—that’s when it’s worth exploring whether another firm might offer a better balance.
A good appraisal is a great foundation, but it shouldn’t be the end of the conversation.
If you’re adding real value, it’s reasonable to expect that to be recognised in a tangible way over time. The important thing is to stay proactive, ask the right questions, and make sure you’re not left guessing about your future.
If you’d like to sense-check your salary or understand what other firms are offering lawyers in the West Midlands, North West or Yorkshire, our specialist team would be happy to help.
