How to Ask for a Raise (and Actually Get It)

Before You Ask: Building Your Foundation

Timing Matters Enormously

Good times to ask:

✅ After major accomplishment: Completed big project, landed major client, exceeded targets
✅ Performance review cycles: When compensation is already being discussed
✅ Company doing well financially: Profitable quarter, funding raised, expansion announced
✅ After taking on more responsibility: Promotion, new duties, managing people
✅ You've been there 1+ year: Proven track record established

Bad times to ask:

❌ During layoffs or financial struggles
❌ Immediately after poor performance review
❌ Your first few months (unless negotiated upfront or exceptional circumstances)
❌ Your manager is overwhelmed or stressed
❌ Right before you leave on vacation
❌ Company-wide hiring freeze

The sweet spot: 6-12 months after your last raise, following recent wins, during stable/positive company period.

Research Your Market Value

Know what you're worth before asking.

Resources for salary research:

Online salary databases:

• Glassdoor (company-specific salaries)
• Payscale (personalized salary reports)
• Salary.com
• Levels.fyi (especially tech)
• LinkedIn Salary (requires Premium)
• Bureau of Labor Statistics

Professional networks:

• Talk to recruiters in your field
• Anonymous conversations with peers
• Industry associations
• Professional groups (often share salary surveys)

Consider these factors:

Your experience level Geographic location (remote work changed this) Company size (startups vs. corporations) Industry (tech vs. nonprofit = vastly different) Specific skills and certifications Current market demand

Document your findings:

"Based on Glassdoor and Payscale, Senior Marketing Managers with 5 years experience in Chicago earn $75K-$95K. I'm currently at $70K."

This is your ammunition—have data, not just feelings.

Building Your Case: Document Your Value

Create a "brag document" tracking accomplishments.

Start this NOW, even if not asking for raise yet.

What to track:

Quantifiable achievements:

• Revenue generated or increased
• Money saved
• Time saved
• Efficiency improvements
• Projects completed (on time, under budget)
• Problems solved

Examples:

❌ Weak: "I worked on the website redesign" ✅ Strong: "Led website redesign that increased conversion rate 23% and generated $150K additional revenue"

❌ Weak: "I improved team processes" ✅ Strong: "Implemented new project management system reducing average project completion time from 6 weeks to 4 weeks (33% improvement)"

Additional responsibilities:

• New duties beyond job description
• Mentoring or training others
• Cross-functional leadership
• Covering for absent colleagues

Skills acquired:

• New certifications
• Technical skills learned
• Leadership development
• Industry expertise

Positive feedback:

• Client testimonials
• Manager praise (save those emails!)
• Peer recognition
• Awards or accolades

Organize chronologically:

Last 12 months of accomplishments, most impressive first.

Determining Your Ask

How much should you ask for?

Typical raise scenarios:

Standard annual raise: 2-3% (cost of living adjustment) Merit raise: 5-8% (good performance) Significant performance/responsibility increase: 10-20% Promotion: 10-30%+ Market correction: Whatever closes the gap

Your target number:

Step 1: Know your current salary Step 2: Research market rate for your role Step 3: Calculate the gap Step 4: Determine your ask based on:

• Market data
• Your performance
• Company norms
• Your recent accomplishments

Ask for slightly more than your target (negotiation buffer).

Example:

• Current: $65K
• Market rate: $75K-$85K
• Your performance: Exceptional
• Target: $80K
• Ask: $85K (gives room to negotiate down to $80K)

Determine your "walk away" number:

What's the minimum acceptable? If they can't meet it, are you willing to leave?

Be honest with yourself about this BEFORE the conversation.

Preparing Your Pitch

Write out your case—don't wing it.

Structure:

1. Opening (expressing intention): "I'd like to discuss my compensation. I've been reflecting on my contributions over the past year and believe my performance justifies a salary adjustment."

2. Your value (accomplishments and data): "In the last 12 months, I've:

• Led the X project that generated $Y in revenue
• Taken on Z additional responsibilities
• Exceeded my targets by X%"

3. Market research (external validation): "I've researched market rates for someone with my experience and responsibilities, and comparable roles are typically compensated at $X-$Y range."

4. Your ask (specific number): "Based on my performance and market data, I'm requesting a salary increase to $X."

5. Future commitment: "I'm committed to continuing to deliver strong results and grow with the company."

Practice this out loud multiple times.

Rehearse until you're comfortable, not reading a script.

Having the Conversation

Scheduling the meeting:

Don't ambush your manager. Request dedicated time:

"Hi [Manager], I'd like to schedule a meeting to discuss my compensation and performance. Do you have 30 minutes this week?"

If they ask what it's about: Be direct. "I'd like to discuss my salary."

During the conversation:

1. Choose the right setting:

• Private, scheduled meeting
• Not public, not hallway
• Adequate time (30 min minimum)

2. Control your emotions:

• Confident but not arrogant
• Matter-of-fact, not desperate
• Professional, not emotional

3. Present your case clearly:

• Lead with accomplishments
• Use data and specifics
• Reference market research
• State your ask directly

4. Listen actively:

• Let manager respond fully
• Don't interrupt
• Ask clarifying questions

5. Be prepared for common responses:

Response: "The budget is tight right now." Your reply: "I understand budget constraints. When might we revisit this? What timeline would work better?"

Response: "You're already at the top of the range for your position." Your reply: "Given my expanded responsibilities and strong performance, would a title change or reclassification make sense?"

Response: "We'll consider it during the next review cycle." Your reply: "I appreciate that. Can we agree on a specific date to revisit this? And what would I need to achieve to secure this increase?"

Response: "Why do you think you deserve this?" Your reply: [Reiterate accomplishments with data]

Response: Immediate yes (rare but happens): Your reply: "Thank you, I appreciate the recognition. When would this take effect?"

6. Get specifics if positive:

• Exact amount
• Effective date
• In writing

7. If declined, ask for clarity:

• "What would need to change for this to be approved?"
• "What goals should I focus on?"
• "When can we revisit this conversation?"

What NOT to Do

Avoid these mistakes that tank negotiations:

❌ Threatening to quit: "If you don't give me a raise, I'll leave"

• Creates resentment, often backfires
• Only use if you're genuinely ready to walk

❌ Comparing yourself to coworkers: "John makes more than me"

• Unprofessional
• You don't know full context of their compensation
• Focus on YOUR value

❌ Personal reasons: "I need more money for my mortgage/wedding/car"

• Not your employer's problem
• Base request on performance and market value

❌ Vague justifications: "I work really hard" or "I've been here a long time"

• Everyone works hard
• Tenure alone doesn't justify raises
• Need specific accomplishments

❌ Getting emotional: Crying, anger, defensiveness

• Undermines professionalism
• Makes manager uncomfortable
• Weakens your position

❌ Ultimatums without backup plan: "Give me a raise or I quit" when you're not prepared to leave

• They might call your bluff
• Damages relationship

❌ Accepting vague promises: "We'll see what we can do"

• Get specifics or timeline
• Vagueness often means no

❌ Apologizing: "Sorry to bother you, but..."

• You're not bothering anyone
• You're advocating for yourself professionally
• Confidence, not apologies

If They Say No

Not the end—clarify the path forward.

Ask these questions:

1. "What specifically would I need to accomplish to earn this increase?" (Creates clear goals)

2. "What timeline are we looking at for reevaluation?" (Prevents indefinite postponement)

3. "Are there title or responsibility changes that might justify this compensation?" (Opens alternative paths)

4. "Is this a budget issue or a performance issue?" (Understand the real reason)

5. "Can we discuss other forms of compensation?" (Benefits, bonus, stock, flexible schedule)

Request written goals and timeline:

"Can we document the specific accomplishments and timeline needed for this salary adjustment?"

This creates accountability.

Alternative compensation if raise denied:

• Performance bonus
• Additional PTO
• Flexible schedule/remote work
• Professional development budget
• Stock options/equity
• Better title
• Reduced responsibilities if overworked

After the Conversation

If you got the raise:

✅ Get it in writing (email confirmation at minimum)
✅ Thank your manager
✅ Continue delivering strong performance
✅ Update your records (for next negotiation)

If denied or lower than requested:

✅ Thank them for consideration
✅ Confirm agreed-upon timeline for reevaluation
✅ Get written goals if discussed
✅ Evaluate your options (stay and prove yourself, or start looking elsewhere)
✅ Don't immediately quit in anger (emotional decisions)

Give the agreed timeline a chance—if they still don't deliver, then consider leaving.

When to Consider Leaving

Sometimes the answer is finding a new job.

Leave if:

• Denied despite strong performance and market data
• No clear path to fair compensation
• Company consistently undervalues employees
• You've grown beyond the role with no advancement opportunity
• Better opportunities elsewhere
• Company culture doesn't recognize or reward excellence

Before you leave:

• Have another offer in hand
• Consider total compensation (benefits, culture, growth)
• Try negotiating one more time with offer as leverage (risky but sometimes works)
• Leave professionally (don't burn bridges)

The job market raise:

Sad reality: changing jobs often yields 10-30% raises while internal raises rarely exceed 10%. Many people discover they were underpaid only after receiving outside offers.

If you do this strategically and professionally, it can work.

Long-Term Strategy: Positioning Yourself for Raises

Make future asks easier:

Throughout the year:

✅ Document wins immediately (don't wait until review)
✅ Communicate accomplishments (regular updates to manager)
✅ Take on stretch projects (build your case)
✅ Develop in-demand skills
✅ Build relationships (not just with manager)
✅ Stay aware of market rates
✅ Save positive feedback (emails, messages, reviews)

Annual planning:

• Set clear, ambitious goals
• Align goals with company priorities
• Exceed goals visibly
• Document everything

Build external options:

• Keep LinkedIn updated
• Network in your industry
• Take recruiter calls occasionally (know your worth)
• Maintain marketable skills

The best negotiating position is having options.

Asking for a raise requires preparation, timing, data, and confidence. Research market rates, document quantifiable accomplishments, determine a specific ask, and present your case professionally during company positive periods. Avoid emotional arguments, personal reasons, ultimatums, or comparisons to coworkers. If denied, clarify the path forward with specific goals and timelines. Advocate for yourself because no one else will. Good work rarely results in automatic significant raises—you must ask. Approach it strategically, confidently, and professionally. If your company consistently undervalues you despite strong performance and market data, the real answer might be finding an employer who recognizes your worth.