Should I Ask for a Raise?

How to Know—and What to Do

Asking for a raise can feel uncomfortable.

Many people put it off for months—or years—worrying about how their manager will react or whether they’ll be turned down. But staying silent has a cost too. If your pay isn’t keeping up with your market value, you could be leaving thousands of dollars on the table every year.

The good news: asking for a raise is a skill. And like any skill, you can prepare for it. This guide walks you through every step—from researching your worth to handling the outcome—so you can walk into that conversation with confidence.

Step 1: Assess Your Market Value

Before you ask, you need to know what the market is paying for someone in your role. This gives your request a factual foundation rather than making it seem personal or arbitrary.

Start with free tools like:

Glassdoor – Browse salary ranges by job title, location, and company size
LinkedIn Salary – See how your pay compares to peers with similar experience
Bureau of Labor Statistics (BLS) – Useful for broader industry benchmarks
Levels.fyi – Particularly helpful for tech roles

Look for the median salary for your specific role, in your city or region, with your years of experience. If you’re being paid below the midpoint, that’s a strong starting argument.

Factor in your full compensation package

Salary isn’t everything. When comparing pay, account for bonuses, health benefits, retirement contributions, stock options, and remote work flexibility. These can significantly change how your total compensation stacks up.

Step 2: Time Your Request Strategically

Even a well-prepared ask can fall flat with bad timing. Knowing when to bring it up is just as important as knowing what to say.

Good times to ask:

After completing a major project or hitting a significant milestone
During your annual performance review
When you’ve taken on new responsibilities
After the company reports strong financial results

Times to avoid:

During budget cuts or hiring freezes
Right after a colleague was let go
When your manager is visibly stressed or overwhelmed
Just after receiving negative feedback

If formal reviews only happen once a year, don’t wait passively. Request a dedicated meeting outside of your regular check-ins. This signals that you’re serious and gives your manager time to prepare as well.

Step 3: Quantify Your Contributions

Vague claims don’t carry much weight. “I work really hard” is easy to dismiss. Numbers and outcomes are much harder to argue with.

Before the meeting, document your impact with specifics:

Revenue: Did you bring in new clients, upsell existing accounts, or grow a channel? By how much?
Efficiency: Did you streamline a process that saved time or money? Estimate the hours or dollars saved.
Leadership: Did you mentor teammates, lead a project, or step up during a transition?
Growth: Have your responsibilities expanded since your last salary review?

Build a simple list of three to five concrete achievements from the past 12 months. This is the core of your case. If you haven’t been tracking this already, start now—it will serve you every performance review going forward.

Step 4: Prepare for the Meeting

Once you have your research and examples ready, it’s time to build your script.

Set a specific number

Vague requests like “I’d like to make more” give your manager nothing to work with. Come in with a specific figure—or at minimum, a range. Based on your market research, identify a target number that’s realistic but slightly above your ideal outcome. This gives you room to negotiate.

Practice out loud

It sounds simple, but most people skip this. Practicing your pitch out loud—even to yourself in the mirror—helps you hear how it lands and work out the awkward pauses. Cover these key points:

Why you’re asking (your contributions and growth)
What the market data shows
The specific raise you’re requesting
Your enthusiasm for continuing in the role

Keep it concise. You don’t need a 20-minute presentation. A clear, calm 3-minute pitch is more effective.

Prepare for pushback

Your manager may have questions or objections. Think through responses in advance:

“Budget is tight right now” → Ask when the next review cycle is and what would need to happen to approve an increase then.
“We just gave you a raise last year” → Point to how your responsibilities have grown since then.
“Let me think about it” → Ask for a specific follow-up date so the conversation doesn’t fade.

Step 5: Navigate the Conversation

When the meeting arrives, lead with confidence—not apology. Many people open with something like, “I’m sorry to bring this up, but…” This immediately undermines your position.

Instead, frame it as a professional conversation about your career:

“I’d like to discuss my compensation. Based on my contributions over the past year and the current market data, I believe an adjustment is warranted.”

Then walk through your key points: your achievements, the market benchmarks, and your specific ask. Keep your tone calm and matter-of-fact. You’re presenting evidence, not making a demand.

A few communication tips:

Don’t rush. Speak at a comfortable pace.
Avoid ultimatums unless you genuinely have another offer in hand.
Listen actively—let your manager respond without interrupting.
Stay professional even if the answer isn’t what you hoped for.

Step 6: Handle the Outcome

If the answer is “yes”

Get the details in writing. Confirm the new salary, start date, and any other changes to your compensation package. Send a brief follow-up email summarizing what was agreed.

If the answer is “not right now”

This isn’t a no—it’s a delay. Ask these follow-up questions:

What specific goals or milestones would support a raise?
When can we revisit this conversation?
Is there anything about my performance I should be working on?

Document the answers. If your manager sets conditions, meet them. Then schedule the follow-up before you leave the room.

If the answer is “no”

A clear no is harder—but still useful information. Ask for honest feedback on why. Find out if there’s a path forward. If the company consistently underpays and can’t give you a clear timeline for change, that’s worth factoring into your career decisions.

It’s also reasonable to explore other opportunities after a rejection. Sometimes a competing offer is the only thing that moves the needle.

Step 7: Align Your Pay with Long-Term Goals

A salary negotiation is one data point in a longer career trajectory. After the conversation—regardless of outcome—it’s worth taking stock of where you’re headed.

Ask yourself:

Is this role still helping me grow?
Are there skills I should develop to increase my earning potential?
What would my compensation look like in two to three years if I stay on this path?

If growth feels stalled, consider whether additional training, certifications, or a new role (internally or elsewhere) could accelerate your progress. Regular self-assessment keeps you from staying in a situation too long out of comfort or inertia.

Know Your Worth—Then Ask for It

Asking for a raise doesn’t have to be stressful. With the right preparation, you can walk in with clear evidence, a specific ask, and a professional tone that commands respect.

Start by researching your market value. Document your contributions. Pick the right moment. Then have the conversation. Even if the outcome isn’t immediate, you’ve demonstrated that you take your career seriously—and that matters.

The raise doesn’t always come from one conversation. But the conversation has to happen first.