Why Annual Raises Are Just Participation Trophies for Grown-Ups

Do I think people should get automatic raises for their work anniversary? No, not just for showing up for another year. Now, please put down your pitchfork sharpeners and extinguish those flames—let me explain. This doesn’t contradict my stance on fair pay. In fact, this might be the key to getting the pay you actually deserve.

I’ve heard the phrase “I’ve been at my job for X years and never received a raise” hundreds of times. If anyone gets it, I do. Countless early educators are overlooked for well-earned raises and promotions, but there are also countless educators doing the same thing, year after year, magically expecting their pay to change. And that is where I blame participation trophies.

What Participation Trophies Have to Do with Your Paycheck

Time alone does not equate to progress. Getting an automatic raise just for showing up and sticking around is no different than little Timmy getting a basketball trophy for warming the bench all season, every season. Does that trophy reflect Timmy’s growth as an athlete? Nope. Will it push him to train harder or become a better player? Probably not.

The same goes for automatic raises. They might give you a temporary boost in morale, but they don’t represent real progress, accountability, or even job security. And worst of all, they don’t push you to become a better educator. A raise without growth is a trap—it does not drive you forward as a teacher. Instead, it can lead to stagnation and complacency.

Now, don’t get me wrong—I’m not saying educators should continue going underpaid (I’m on your side here!). But if we’re serious about improving this field and our own careers, we need to give up on the “I’m here, so where’s my prize?” mentality.

The Three-Step Blueprint for the Raise You Deserve

Instead of relying on years on the job as your argument for a raise, let’s focus on something far more powerful—proof of your growth. Here are three practical steps that will help you not only earn the raise you deserve but become a better educator in the process.

1. Create a Digital Portfolio (Show, Don’t Just Tell)

A digital portfolio is not a glorified scrapbook of classroom memories; think of it as a professional highlight reel that shows off your work, your students’ progress, your parent engagement, and your initiatives in the classroom. Your portfolio should include pictures, videos, and examples of student work that demonstrate how you’ve grown and helped your students grow. Evidence speaks louder than the amount of time you’ve clocked in.

2. Gather Letters of Recommendation—from EVERYBODY

Yes, everybody. Even the little kids. Save those sweet little handmade cards and thank-you notes. They’re not just adorable—they’re proof that you’re building meaningful relationships, which means long-term client satisfaction for the center. Take it a step further, show these notes to their parents, and ask for formal letters of recommendation. They’re more likely to rave about you if their kids are happy. Don’t forget to ask your coworkers, and, most importantly, your director. Request these letters regularly, not just when you’re job hunting. A portfolio full of glowing recommendations makes it difficult to justify denying you a raise. And if they still don’t see your value, those letters will be a powerful bargaining chip to take elsewhere.

3. Take Initiative (Stop Complaining, Start Leading)

It’s easy to spot problems at work; it’s harder (and far more valuable) to be the person who offers solutions. Instead of venting about what’s wrong or waiting for someone else to fix things, be the one who rises to the challenge. If you’re not happy about the classroom, the curriculum, or even the way the center runs, don’t just complain to your coworkers—bring your ideas to the director. And if you’re not quite ready to lead yet, start by presenting issues with solutions already in mind. When people notice you’re proactive and solution-oriented, your leadership skills become apparent, and opportunities (and raises) are more likely to follow.

The Chain Reaction: How Your Pay Impacts the Program

We all know the early education field isn’t where the “big bucks” are, but this is the path forward. Here’s where the bigger picture comes in. Let’s break it down:

• Automatic raises = You get complacent.

• Complacency = You stop growing.

• Stagnant educators = Lower-quality teaching = Lower enrollment.

• Lower enrollment = Less revenue for raises or promotions.

It’s a ripple effect. If you aren’t putting your best foot forward, it affects the overall health of the program, which in turn affects your paycheck. On the other hand, if you go above and beyond, take initiative, and document your growth, the school benefits—and so do you. Increased enrollment means stable revenue, which means more money available for raises and promotions.

But What If They Still Say No?

So, you’ve followed these steps, created a killer portfolio, gathered glowing recommendations, shown real initiative, and witnessed enrollment and/or client satisfaction increase—and they still said no? First, don’t panic. This happens more often than you know (otherwise, I’d be out of a job). Second, remember you’ve got options. With your solid portfolio in hand and provable track record of initiative, growth, and leadership, you don’t have to stay stuck where you’re undervalued. Sometimes, the best way to get what you deserve is to take your skills and present them to people who will understand their worth.

Stand on business (and your portfolio)

Bottom Line: Earn Your Raise—Don’t Expect It

In a nutshell, expecting a raise just for showing up to work for another year just won’t cut it. Raises should reflect your growth, impact, and initiatives—not just your time on the job. Don’t let the “participation trophy” mentality leave you broke, busted, and frustrated when you can build a strong case for the raise you’ve earned.

Get it? Got it? Good.

If you’re ready to grow as an educator so you can level up your career, schedule an advisory appointment with me. DreamHire Express offers complimentary teacher advisory services tailored to help you reach your professional goals and get the compensation you deserve. Let’s get started.