How to Ask for a Raise: A Complete Guide

Asking for a raise ranks among the most anxiety-inducing professional conversations. The stakes feel high, rejection feels personal, and most of us receive no training in how to navigate salary discussions. As a result, many deserving employees never ask—or ask poorly—leaving significant money on the table over the course of their careers.

The reality is that asking for a raise is a normal part of professional life. Managers expect these conversations. In many organizations, employees who don’t advocate for themselves simply get overlooked when compensation decisions are made. The squeaky wheel doesn’t just get the grease—it often gets the only grease available.

This comprehensive guide teaches you how to ask for a raise effectively. From preparing your case and timing your request to navigating the conversation and handling various responses, you’ll learn a strategic approach that maximizes your chances of success while maintaining professional relationships.

Understanding the Landscape: Why You Should Ask

Before diving into how, let’s establish why asking matters.

The Cost of Not Asking

The financial implications of not asking for raises compound dramatically over time. Consider: if you accept a starting salary $5,000 below what you could have negotiated, and you receive typical 3% annual raises, after 10 years you’ve lost not just $50,000 but closer to $75,000 when you factor in the compounding effect of percentage increases on a lower base.

The same math applies to mid-career raise requests. Every raise you don’t get affects not just the current year but every subsequent year’s compensation, plus retirement contributions and any bonus calculations based on salary.

The Expectation Gap

Research consistently shows significant gaps between what employees expect and what they receive without asking:

Employees who negotiate starting salaries earn an average of 7-8% more than those who don’t
Workers who ask for raises receive them approximately 70% of the time
Yet studies suggest only about 37% of workers have ever asked for a raise

The gap between those who ask and those who don’t represents one of the most significant controllable factors in career earnings.

What Managers Actually Think

Many employees fear that asking for a raise will seem greedy, ungrateful, or presumptuous. But most managers expect employees to advocate for themselves. Good managers actually appreciate when high performers raise compensation concerns—it gives them ammunition to fight for budget allocations.

What managers dislike is poorly prepared, entitled, or threat-based requests. A thoughtful, professional conversation about compensation is simply part of the employment relationship.

Preparation: Building Your Case

The foundation of a successful raise request is thorough preparation. The better prepared you are, the more confident you’ll feel and the more compelling your case will be.

Document Your Accomplishments

Start by creating a comprehensive record of your contributions since your last salary increase. Include:

Quantifiable achievements: Revenue generated, costs saved, projects completed, efficiency improvements. Use specific numbers wherever possible.

Responsibilities expanded: New duties taken on, additional scope, bigger teams managed, more complex projects.

Problems solved: Crises averted, challenges overcome, issues resolved before they became problems.

Skills developed: New capabilities that add value to the organization.

Recognition received: Positive feedback, awards, commendations from clients, stakeholders, or leadership.

Above-and-beyond contributions: Work outside your job description, covering for others, training new employees, contributing to company culture.

Be specific and comprehensive. “Improved customer satisfaction” is weak; “Improved customer satisfaction scores from 82% to 94% by redesigning the onboarding process” is compelling.

Research Market Rates

Understanding your market value is crucial for setting appropriate expectations and making a credible case. Research compensation using:

Salary databases: Sites like Glassdoor, PayScale, LinkedIn Salary, and Salary.com provide ranges for similar roles in your area.

Industry surveys: Many professional associations publish compensation surveys.

Job postings: Current listings for similar positions reveal what competitors are paying.

Professional networks: Colleagues in similar roles (at other companies) can provide reality checks on compensation expectations.

Recruiters: Even if you’re not job searching, conversations with recruiters can provide market intelligence.

When researching, account for:

Geographic location
Company size and industry
Years of experience
Specialized skills or certifications
Total compensation (not just base salary)

Calculate Your Ask

With accomplishment documentation and market research complete, determine what to request:

Market-based approach: If you’re below market rate, requesting market alignment is straightforward and easy to justify.

Performance-based approach: If you’re at market rate but have demonstrated exceptional performance, request compensation reflecting that excellence.

Responsibility-based approach: If your role has expanded significantly beyond your original job description, request compensation matching your actual responsibilities.

Most experts recommend requesting 10-20% above your current salary for strong cases, though market data should ultimately guide your specific number. Having a specific number (or range) in mind is important—vague requests are harder to approve than specific ones.

Consider Timing

Timing affects your chances of success. Strategic timing includes:

Company timing:

When is budget planning done?
When are raises typically given?
Is the company performing well financially?
Has recent news been positive or negative?

Manager timing:

Is your manager in a good place (not stressed, overwhelmed, or dealing with crises)?
Has your manager recently seen your strong work?
Does your manager have the authority and budget to approve raises?

Personal timing:

Have you recently completed a major project successfully?
Has your role recently expanded?
Is it close to (but not during) your annual review?
Have you been in your role long enough to justify an increase (typically 12+ months)?

Times to avoid:

During company crises or layoffs
Immediately after disappointing news
When your manager is clearly overwhelmed
Right before budget periods close (when money is already allocated)

Anticipate Objections

Prepare for potential pushback:

“Budget constraints” — How might you respond? Could you discuss timeline, non-monetary compensation, or what would need to happen for future consideration?

“You haven’t been here long enough” — What exceptional contributions justify an exception?

“You’re already at the top of your band” — Is your role being properly classified? What would promotion look like?

“Others aren’t getting raises” — How is your situation different? What unique contributions justify different treatment?

“The timing isn’t right” — When would be right? Can you get a commitment for a specific future date?

Having thoughtful responses prepared helps you navigate the conversation without being caught off guard.

The Conversation: How to Ask

With preparation complete, you’re ready for the actual conversation.

Requesting the Meeting

Don’t ambush your manager with a raise discussion. Request a dedicated meeting:

Email approach: “Hi [Manager], I’d like to schedule time to discuss my compensation and career development. Would you have 30 minutes available this week or next?”

You don’t need to provide extensive detail in advance, but being clear that compensation is on the agenda allows your manager to prepare appropriately.

Timing tip: Request a meeting for a day and time when your manager is typically less stressed. Tuesday through Thursday, mid-morning, is often ideal.

Opening the Conversation

Start professionally and directly. Don’t bury your request after excessive preamble:

Professional opener: “Thank you for making time for this. I want to discuss my compensation. Based on my contributions over the past [time period] and my research into market rates, I believe a salary adjustment is warranted.”

Avoid:

Excessive apologies (“I’m sorry to bring this up…”)
Personal financial discussions (“I really need more money because my rent went up…”)
Threatening undertones (“I have other offers…”)

Making Your Case

Present your accomplishments and rationale concisely but compellingly:

Structure your case:

Summarize your key contributions and achievements
Reference your expanded responsibilities if applicable
Present market data supporting your request
State your specific request

Example presentation:

“Over the past year, I’ve taken on significant additional responsibilities. I led the XYZ project, which delivered $150,000 in cost savings. I’ve taken over managing our relationship with our largest client, which has resulted in contract renewal and 20% expansion. I’ve also been mentoring three new team members.

Based on my research, senior analysts in our market with my experience level are earning between $85,000 and $95,000. I’m currently at $78,000. Given my contributions and expanded role, I believe an increase to $92,000 is appropriate.”

Asking Directly

After presenting your case, make a clear ask:

“Based on what I’ve outlined, I’m requesting a salary increase to [specific amount]. Is this something you can approve?”

Or: “I’m hoping for an adjustment in the range of [X to Y]. What are your thoughts?”

The direct ask is crucial. Without it, the conversation may end inconclusively with neither party clear on what’s being requested.

Listening and Responding

After making your request, stop talking. Let your manager respond. Listen carefully to their response, which will likely fall into one of several categories:

Positive response: Express appreciation and confirm next steps.

Questions: Answer honestly and thoroughly. Questions indicate engagement, not rejection.

Hesitation: Ask clarifying questions. “What concerns do you have?” or “What would help you feel more comfortable with this request?”

Objections: Address them using your prepared responses.

Request for time: This is normal. Agree on a specific timeline for follow-up.

Rejection: Ask why and what would need to change. Don’t argue, but seek to understand.

Handling Different Responses

Your manager’s response will determine your next moves.

If the Answer Is Yes

Congratulations! But the conversation isn’t over:

Express appreciation: “Thank you. I really appreciate your support.”
Confirm specifics: “Can you confirm the new salary and when it takes effect?”
Get it in writing: “Could you send me an email or updated offer letter confirming this?”
Don’t diminish your accomplishment: Accept the raise as earned, not as a favor.

If the Answer Is “Let Me Think About It”

This is a common and reasonable response:

Agree to a specific follow-up: “That’s completely understandable. When can we reconnect to discuss?”
Offer to provide additional information: “Is there any additional information that would be helpful for your decision?”
Confirm timeline: “Should I plan to follow up next week, or will you reach out when you have an answer?”

If the Answer Is “Not Now” (But Maybe Later)

Seek specificity about what “later” means:

“I understand. What would need to change for this to be possible?”
“When would be an appropriate time to revisit this conversation?”
“Is there a specific goal I should work toward that would justify this increase?”

Get as specific a timeline and criteria as possible. Vague promises often disappear without accountability.

If the Answer Is No

Don’t react emotionally. Seek to understand:

“I appreciate your candor. Can you help me understand what’s driving that decision?”
“Is this about budget constraints, my performance, or something else?”
“What would I need to demonstrate for you to reconsider in the future?”

After understanding the reasoning, you can decide next steps—from accepting the situation temporarily to considering whether this organization values you appropriately.

If You Receive a Counter-Offer Below Your Request

Evaluate whether it’s acceptable:

If it’s within your acceptable range: Consider accepting with appreciation
If it’s too low: “I appreciate the offer. I was hoping for [amount]. Is there flexibility to get closer to that?”
Ask about timeline: “If we can’t reach [amount] now, what would the path look like to get there within [timeframe]?”

When Salary Isn’t Possible: Negotiating Other Benefits

Sometimes budget constraints genuinely prevent salary increases. In these cases, explore alternative compensation:

Additional Paid Time Off

Extra vacation days have real value without coming from salary budgets.

Flexible Work Arrangements

Remote work options, flexible hours, or compressed workweeks can significantly improve quality of life.

Professional Development

Conference attendance, training programs, certification support, or education reimbursement represent investment in your career.

Bonus Structures

Even if base salary can’t increase, performance bonuses might be available.

Title Changes

Promotion without immediate salary increase can position you for future earnings and external opportunities.

Equipment or Perks

Better equipment, parking, gym memberships, or other perks may be available.

Future Salary Review

A guaranteed timeline for re-evaluation with specific criteria can be valuable if current increases aren’t possible.

When negotiating alternatives: “If a salary increase isn’t possible right now, could we explore [alternative]? That would also be meaningful to me.”

Scripts for Common Scenarios

Having ready language helps navigate various situations:

Standard Raise Request

“Thank you for meeting with me. I’d like to discuss my compensation. Over the past year, I’ve [top 2-3 achievements]. I’ve also taken on additional responsibilities including [expanded scope]. Based on my research into market rates for similar roles, I believe my compensation should be [amount]. Is this something we can discuss?”

After Significant Project Success

“With the completion of [project], I think it’s a good time to discuss my compensation. The project delivered [specific results], and throughout the process, I [specific contributions]. Given this success and my contributions, I’d like to discuss adjusting my salary to [amount].”

When Your Role Has Changed

“When I started in this position, my responsibilities included [original scope]. Over time, that’s expanded significantly to include [current scope]. Essentially, I’m performing at the level of [higher role]. I’d like to discuss aligning my compensation with my actual responsibilities.”

When You’re Below Market Rate

“I’ve been doing research on market compensation for roles like mine, and I’ve found that the typical range is [X to Y]. I’m currently below that range at [current salary]. Given my [tenure/performance/contributions], I believe a market adjustment to [specific amount] is appropriate.”

Responding to Immediate Rejection

“I appreciate you being direct with me. Can you help me understand what’s preventing this? I want to make sure I understand so I can address any concerns and so we can identify a path forward.”

Common Mistakes to Avoid

Learn from others’ errors:

Comparing Yourself to Colleagues

“I know Jim makes more than me” undermines your professional case and creates awkwardness. Focus on your own value and market data.

Using Personal Financial Needs as Justification

Your rent increasing, your car breaking down, or your desire to buy a house aren’t reasons for your employer to pay you more. Focus on professional value.

Making Threats

“If I don’t get this raise, I’ll leave” creates adversarial dynamics even if successful. If you have other offers, you can mention them professionally without ultimatums.

Asking During Reviews (Sometimes)

While reviews seem logical, raises are often already decided before the review meeting. The best time to influence compensation is before budget decisions are finalized.

Being Vague

“I’d like to discuss my compensation” is a start, but “I’m requesting a salary of $X” is actionable. Vague requests get vague responses.

Not Preparing

Walking in without documented accomplishments, market research, and a specific ask wastes the opportunity.

Accepting “We’ll See” as an Answer

Vague promises require follow-up. Pin down specifics or the conversation may never resolve.

Getting Emotional

Whether pleading, crying, or getting angry—emotional reactions undermine professional discussions. Stay calm and businesslike regardless of the response.

After the Conversation

The discussion is just one part of the process:

Document Everything

After the meeting, send a follow-up email summarizing what was discussed and agreed:

“Thank you for discussing my compensation today. To summarize, we agreed that [outcome]. [Next steps with timeline]. Please let me know if I’ve captured anything incorrectly.”

This creates a record and confirms understanding.

Follow Up as Agreed

If you agreed to follow up in two weeks, do so. Don’t let the conversation disappear.

Deliver on Promises

If you discussed what would justify a future raise, make sure you deliver and document those contributions.

Evaluate Your Situation

If the answer was no with little prospect of change, honestly assess whether this organization values you appropriately. Sometimes the best response to rejected raise requests is finding opportunities elsewhere.

Continue Your Research

Keep tracking market rates and your accomplishments. Tools like 0portfolio.com can help you maintain organized records of your professional achievements, making future conversations easier.

Special Situations

Certain circumstances require adapted approaches:

Asking for Your First Raise

Without raise conversation history, you may feel uncertain about norms. Research typical timelines (often 12-18 months), and focus heavily on your contributions and market data since you don’t have a baseline of previous discussions.

After Being Promoted Without a Raise

This happens more than it should. Wait a short period (1-3 months) to demonstrate in the new role, then approach the conversation:

“I’ve now been in the [new role] for [time] and have demonstrated [achievements]. When we discussed the promotion, we didn’t finalize compensation. I’d like to discuss aligning my salary with the new responsibilities.”

In New Job Negotiations

Before accepting offers, negotiate:

“I’m very excited about this opportunity. Before I sign, I’d like to discuss the compensation. Based on my research and experience, I was hoping for [higher amount]. Is there flexibility?”

After Receiving Another Offer

Having another offer changes dynamics, but handle carefully:

“I want to be transparent with you. I’ve received an offer from another company at [amount]. I would prefer to stay here, but the compensation difference is significant. Is there anything that can be done to close that gap?”

This approach is honest without being threatening, but only use it if you’re genuinely willing to leave.

During Economic Downturns

Timing matters. During genuine financial difficulty at your company, raise requests may be poorly received. Consider:

Waiting for better timing if possible
Focusing on non-monetary compensation
Seeking commitments for when situations improve
Having shorter, less formal check-in conversations

The Long Game: Building Toward Compensation Conversations

Your approach to raises should be ongoing, not episodic:

Maintain Ongoing Documentation

Keep a running record of accomplishments, recognition, expanded responsibilities, and professional development. Update it monthly. When it’s time to ask for a raise, your documentation is ready.

Have Regular Career Conversations

Regular check-ins with your manager about career development (separate from raise requests) establish ongoing dialogue and make compensation conversations less jarring.

Understand Your Company’s Processes

Know when budgets are set, when raises are typically given, and how decisions are made. Work within those systems strategically.

Build Your Value Continuously

The best preparation for raise conversations is consistently delivering exceptional value. Make yourself indispensable, and compensation discussions become easier.

Know Your Worth

Continuously monitor market rates for your skills. If you fall significantly behind, you have both a compelling case for a raise and leverage if your employer won’t provide one.

Conclusion: Asking Is Professional, Not Presumptuous

Asking for a raise isn’t about confrontation—it’s about professional communication regarding an important aspect of your employment relationship. Managers expect these conversations. Companies budget for compensation adjustments. The employees who succeed financially are often simply the ones willing to ask.

Prepare thoroughly: document your achievements, research market rates, and know your specific ask. Time your request strategically. Present your case professionally and directly. Handle responses gracefully. Follow up appropriately.

Not every raise request succeeds, but many do—and you won’t know unless you ask. Even unsuccessful conversations provide valuable information: you’ll learn what your employer values, what they might offer in the future, and whether your career might be better served elsewhere.

Your compensation is one of the most significant factors in your financial life. Treat it with the seriousness it deserves. Prepare, ask professionally, and advocate for the value you provide.

Career management requires proactive engagement with every aspect of your professional life, including compensation. Those who treat salary discussions as normal professional conversations—and prepare accordingly—consistently out-earn those who avoid the topic. Your contributions have value; make sure your compensation reflects it.

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