How to Ask for a Raise (And Actually Get One)
Asking for a raise is one of the most high-stakes conversations you can have at work.
Done right, it can meaningfully advance your career and earnings. Done poorly, it can leave a lasting impression—and not a good one.
The good news: most managers expect these conversations.
Research from Robert Half found that 21% of employees received less than expected in 2024, and 16% received no raise at all. Many of those employees simply didn’t ask, or didn’t ask well.
This guide covers exactly what to do—from preparation to follow-up—so you walk into the conversation with confidence and a clear plan.
Table of Contents
Research and Preparation: Timing Your Request and Documenting Achievements
Preparation is the foundation of a successful raise request. Before you schedule any meeting, answer these two questions:
Is this the right time?
Timing matters more than most people realize. Avoid asking during company-wide budget freezes, after layoffs, or during periods of visible financial strain. The best windows include:
- Ahead of or during your annual performance review
- After completing a major project or hitting a significant milestone
- At the start of a new budget cycle or fiscal year
- When your role has expanded beyond your original job description
Can you document your value?
Build a list of your accomplishments before the meeting. Focus on results, not just activities. “Managed the social media accounts” is weak. “Grew social media engagement by 34% over six months” is strong. Use numbers wherever possible—revenue generated, costs reduced, time saved, or targets exceeded.
Determining Your Market Value: How to Use Global and Local Salary Benchmarks
Knowing what you’re worth in the market is non-negotiable. If you can’t anchor your request to data, it’s easy for a manager to dismiss it as a gut feeling.
Use multiple sources:
- Online salary tools: Glassdoor, LinkedIn Salary, Payscale, and Levels.fyi (for tech roles) let you filter by job title, location, and experience. The U.S. Bureau of Labor Statistics also publishes annual wage data for over 800 occupations.
- Industry reports: Resources like the Robert Half Salary Guide break down pay ranges by role and sector. If you work outside the US, look for equivalent reports from local recruitment firms or government labor statistics.
- Peer conversations: Talking to colleagues in similar roles—at your company or elsewhere—can surface salary ranges that online tools miss. In many countries, discussing pay with coworkers is legally protected. Use that to your advantage.
Once you have a range, identify where your salary sits within it. If you’re at the low end, that’s a data point worth raising. If you’re already at the midpoint, focus on performance and expanded responsibilities to justify a move above it.
What’s a reasonable raise to ask for?
According to Payscale’s 2024 Salary Budget Survey, average pay increases settled at 3.6%, with employers budgeting around 3.5% for 2025. A 3–5% increase is standard for solid annual performance. If you’ve taken on new responsibilities, been promoted, or significantly exceeded targets, 10–20% is reasonable—just make sure you can back it up.
Building Your Business Case: Quantifying Your Impact
A raise request is, at its core, a business argument. Your manager needs to justify it to HR, finance, or their own leadership. Make that job easy.
Focus on value delivered, not effort expended. Saying you work hard isn’t a case for more pay. Showing that your work produced measurable outcomes is.
Structure your case around three pillars:
- Contributions: What have you accomplished since your last salary review? Cite specific projects, metrics, and outcomes.
- Expanded scope: Have your responsibilities grown? Are you managing people, leading strategy, or covering work that used to belong to another role?
- Market alignment: What does the data say about your current pay relative to market rates?
A strong script might sound like: “Since my last review, I’ve taken on X, delivered Y result, and helped the team achieve Z. Based on market data and my expanded responsibilities, I’d like to discuss bringing my compensation in line with that contribution—specifically, a raise of [X%].”
Avoid referencing personal financial pressures (mortgage, student loans, cost of living). Your raise should be justified by your value to the company, not your personal expenses.
The Art of the Meeting: A Step-by-Step Guide to the Negotiation Conversation
A well-run meeting makes a significant difference. Here’s how to approach it:
Step 1: Schedule in advance. Don’t ambush your manager. Send a calendar invite at least one to two weeks out and briefly mention the agenda: “I’d like to discuss my compensation and recent contributions.”
Step 2: Open clearly. State your purpose early. Don’t spend ten minutes on small talk and then drop the request at the end.
Step 3: Present your case. Walk through your achievements, market data, and the specific number you’re asking for. Be direct. Avoid hedging language like “I was thinking maybe…” or “I feel like perhaps…”—it signals uncertainty.
Step 4: Listen. After you make your ask, stop talking. Let your manager respond. Listen carefully to what they say—and what they don’t say.
Step 5: Negotiate. If they push back, ask clarifying questions: “What would I need to demonstrate to make this happen?” or “Is there a timeline in mind for reviewing this?” These questions move the conversation forward rather than ending it.
Step 6: Follow up in writing. After the meeting, send a brief email summarizing the discussion, your request, and any next steps. This creates a paper trail and makes it easier for your manager to advocate on your behalf internally.
Handling the Outcome: Strategic Responses to ‘Yes’, ‘No’, or ‘Not Right Now’
If the answer is yes: Confirm the details in writing—amount, start date, and any conditions. Say thank you and move on.
If the answer is no: Don’t react emotionally. Ask what you’d need to do to earn a raise in the next review cycle. Get specific goals on the table so the next conversation has a clear foundation.
If the answer is “not right now”: Ask when the right time would be and what that review would involve. Set a follow-up date before you leave the meeting. If your manager can’t approve a raise, explore alternatives: additional PTO, a one-time bonus, a flexible work arrangement, or a title change that improves your positioning for future negotiations.
Common Pitfalls to Avoid
Even well-prepared employees make avoidable mistakes. Watch out for these:
- Comparing yourself to colleagues: “Sarah makes more than me” is not a strong argument and can damage team dynamics.
- Threatening to quit (unless you mean it): Using a job offer as leverage can work, but it’s a calculated risk. If you bluff, you may get called on it.
- Asking without a number: Vague requests like “I’d like to make more” put the decision entirely in your manager’s hands. Come with a specific figure or percentage.
- Poor timing: Asking after a public setback, during a busy period, or before a big company announcement reduces your chances significantly.
- Apologizing for asking: A raise request is professional and reasonable. Don’t preface it with “I’m sorry to bring this up…”—it undermines your position before you’ve made your case.
Global Perspectives: Navigating Cultural Nuances in Salary Negotiations
Salary conversations vary significantly across cultures, and a one-size-fits-all approach can backfire.
- US and Canada: Direct, data-driven requests are generally well-received. Salary transparency laws in many states and provinces make peer benchmarking easier.
- UK and Australia: Raises are often tied to formal review cycles. Framing the request around performance metrics and market alignment tends to work well.
- Germany and the Netherlands: Structured compensation systems are common. Researching collective agreements or salary bands for your role is especially useful.
- Japan and South Korea: Seniority-based pay structures are still prevalent. Requests based on expanded responsibilities or exceptional results tend to land better than market comparisons.
- India and Southeast Asia: High-growth markets often support more aggressive salary expectations, especially in tech. Referencing competing offers is more normalized here.
Regardless of geography, the core principle holds: ground your request in results and market data, and keep the tone collaborative rather than confrontational.
Make Your Move
Asking for a raise doesn’t require perfect timing or a flawless script. It requires preparation, a clear case, and the confidence to have the conversation.
Start by documenting your achievements, researching your market value, and identifying the right moment. Then schedule the meeting. The worst outcome is a “not right now”—and even that gives you a roadmap for what comes next.
