Let’s be honest—asking for a salary hike is not just about money. It’s about recognition, self-worth, and the validation that your efforts over the years actually matter. You’ve spent five solid years slogging through deadlines, managing clients, taking on more responsibilities, and probably mentoring juniors who were once in your shoes. So if you’re wondering, “How much hike should I ask for now?”—you’re asking the right question at the right time.

I’m going to walk you through this step by step, not like a textbook but like an elder brother who’s been through the same anxious thoughts. We’ll break down what’s reasonable in the Indian job market, how to back your expectations with solid reasoning, and how to have this conversation without feeling awkward or greedy.

Why Your 5 Years of Experience Deserves More Than a Token Hike

First, let’s get one thing straight: five years in your field is no small feat. In India, that typically means you’ve already seen at least one company transformation, survived a couple of management shake-ups, handled projects end to end, and possibly trained newcomers. Whether you’re in IT services, finance, marketing, consulting, or operations, this milestone signals that you’re no longer just an “executive.” You’re in the mid-senior bracket—someone whose work directly impacts revenue, client satisfaction, and the team’s performance.

Employers know this. They also know replacing you is neither quick nor cheap. But here’s the catch—most companies won’t automatically pay you what you deserve unless you proactively bring it up. This is why understanding market benchmarks, salary hike percentages, and negotiation strategies is crucial.

What’s the Average Salary Hike for 5 Years of Experience in India?

Let’s look at some reality-based figures rather than just ballpark numbers you hear in office corridors.

1. If You’re Staying in the Same Company:

• The typical annual increment in India ranges from 8% to 12% for steady performers.

• If you’ve been consistently exceeding expectations or have been promoted, you might get 15–20%.

• In select industries like product-based tech companies or specialized consulting roles, exceptional performers can see up to 25%, but this is less common.
  
  

2. If You’re Changing Companies:

• Lateral moves often result in 30–50% hikes, especially if your current CTC is lower than the market average.

• Some IT professionals, cybersecurity specialists, and cloud architects even negotiate 60–70% increases when their skills are in shortage.

• For managerial or team lead roles, expect somewhere between 35–45%, provided you can demonstrate strong outcomes in your past role.

These are real numbers people I know—former colleagues and mentees—have achieved. The key is to benchmark yourself honestly and prepare to justify your expectations.

How to Assess What You Should Realistically Expect

Now, before you throw a random percentage at HR or your potential employer, let’s do some groundwork. You need to have an evidence-based approach so that you don’t sound like you’re plucking figures out of thin air.

1. Research the Market Rate Thoroughly

Start by checking:

• Naukri and LinkedIn Salary Insights: Search for your role, industry, and location.

• Glassdoor: Read salary reports shared anonymously by people in similar positions.

• Payscale: Look for average compensation broken down by years of experience.

Make sure you look at Indian data—don’t get swayed by global salary figures that don’t apply here.

2. Compare Your Current CTC to the Median

For example, if you’re a Senior Software Engineer with 5 years of experience in Bangalore earning ₹12 lakh per annum, and the market median is ₹18 lakh, you have solid ground to negotiate a higher jump.

3. Consider Your Skill Differentiators

Ask yourself:

• Have I acquired certifications like PMP, AWS, or Six Sigma?

• Did I consistently contribute to revenue or process improvements?

• Have I led projects independently?

Skills that are hard to replace usually justify hikes at the higher end of the range.

4. Evaluate the Company’s Context

If you’re staying put, find out:

• Is your company profitable or growing?

• Are there recent attrition issues (which means you may have more bargaining power)?

• Is the business in a slowdown phase?

If you’re switching jobs, research whether the new company is scaling aggressively or hiring cautiously.

How to Frame Your Salary Expectation Professionally

Now comes the part many people find tricky: how to actually say what you want without sounding entitled or timid. Here’s how you do it in a clear, credible way.

1. Be Direct, But Not Demanding

You don’t need to apologise for wanting fair pay. At the same time, avoid framing your ask as a threat. Here’s a balanced approach:

“Based on my research of similar roles in the market and the scope of this position, I’d expect a total compensation in the range of ₹X to ₹Y. This reflects my experience level and the additional responsibilities I’ll be taking on.”

2. Show Evidence

Don’t just quote a number. Reference the data you collected:

• Mention credible sources (LinkedIn Salary Insights, Glassdoor, Naukri).

• Highlight how your contributions align with higher compensation.

3. Be Open to Discussion

Say something like:

“I’m open to understanding the compensation structure and discussing how this range aligns with your budget.” This shows maturity and signals that you’re here to collaborate, not issue ultimatums.

Practical Tips for Negotiation Conversations

Think of negotiation as a professional dialogue, not a conflict. Here are a few big-brother tips I’ve learned over the years:

• Never Undervalue Yourself Out of Fear. Too many talented people ask for the bare minimum because they feel awkward talking about money.

• Avoid Rounding Down. If your market research shows ₹20–22 lakh, don’t say ₹18 lakh just to be polite.

• Time It Right. For internal hikes, align your discussion with appraisal cycles or after a successful project delivery.

• Get Everything in Writing. Even if you’ve had a great verbal agreement, make sure it’s documented in your offer letter or appraisal confirmation.

What to Do If the Offer Is Lower Than Expected

Sometimes, even after a well-prepared discussion, the offer comes in below your range. Here’s how to handle it constructively:

1. Pause Before Reacting. Thank them for the offer and ask for time to review.

2. Ask Clarifying Questions. “Can you help me understand how this figure was determined?”

3. Consider the Whole Package.
   Are there stock options, bonuses, or learning budgets that compensate for the gap

4. Negotiate Non-Monetary Benefits.
   If budget constraints are real, see if you can secure flexible hours, remote work, or an early review cycle.

Final Words of Encouragement

If there’s one thing I want you to take away, it’s this: Your experience is worth a fair, competitive compensation.

Five years of dedication, problem-solving, and growth isn’t something to brush under the carpet. Whether you’re planning to stay in your current company or take the leap to a new one, back yourself with facts, confidence, and a clear articulation of your value.

Remember, negotiating your salary isn’t just about earning more—it’s about setting a precedent for how you expect to be valued. If you prepare thoughtfully and present your case professionally, you’ll be far ahead of most people who just accept whatever comes their way.

And if you ever feel unsure, think of this as one of many milestones in your career journey. Each negotiation teaches you not just how to ask for what you deserve, but how to grow into the professional you aspire to be.