The problem is that you don't know the value of your contribution - unless you're in accounting or the CFO. At least with knowledge of what other people make, you can know the ratio of relative contributions to compensation.
Without that, you know nothing. You'll be making the case that your performance deserves a 20% raise, and they'll negotiate you down to a 10% raise. Meanwhile everyone else is making twice as much as you. Your estimate of 20% was not based on your value it was an estimate that you made of what sounded reasonable, and what you thought you might be able to get away with. That's easily nullified by the boss always playing hardball, and always giving the impression that they're paying you as much as you possibly can.
How can you possibly know how much you should be paid if you both don't know how much other people are paid, and you don't have access to the books?
> How can you possibly know how much you should be paid if you both don't know how much other people are paid, and you don't have access to the books?
Surveys & data on job sites, staying plugged into places like this where people discuss salaries semi-anonymously, getting to the offer stage at other companies and seeing what they propose. It's not a perfect strategy, but I'd rather have individual agency over giving companies an excuse to level salaries.
Without that, you know nothing. You'll be making the case that your performance deserves a 20% raise, and they'll negotiate you down to a 10% raise. Meanwhile everyone else is making twice as much as you. Your estimate of 20% was not based on your value it was an estimate that you made of what sounded reasonable, and what you thought you might be able to get away with. That's easily nullified by the boss always playing hardball, and always giving the impression that they're paying you as much as you possibly can.
How can you possibly know how much you should be paid if you both don't know how much other people are paid, and you don't have access to the books?