How to Ask for a Raise (With a Proven Script)

Learning how to ask for a raise effectively is one of the most valuable career skills you can develop.

If you’re wondering how to ask for a raise without sounding awkward or desperate, you’re in the right place.

You know you deserve more money. You’ve been working hard, taking on extra responsibilities, delivering results – but your paycheck hasn’t changed in two years. Every time you think about asking for a raise, your stomach drops. You rehearse what you’ll say, but the words sound demanding or desperate in your head. You’ve searched online for advice and found vague tips like “demonstrate your value” and “be confident,” but nobody tells you exactly what to say, word-for-word, when you’re sitting across from your boss with your heart pounding and your mouth dry.

Here’s the truth: asking for a raise isn’t about luck, perfect timing, or having an unusually generous boss. It’s about following a proven process that positions you as valuable, presents clear evidence of your worth, and makes it easier for your manager to say yes than to say no. The difference between people who get raises and those who don’t often comes down to one thing – they asked, and they asked correctly.

According to PayScale’s 2024 Compensation Best Practices Report, approximately 85% of workers who asked for a raise received one, either in full or partially. Meanwhile, a 2024 survey by Bankrate found that roughly 55% of workers who stayed in their jobs without asking for a raise received no salary increase at all. The Society for Human Resource Management reports that the average raise in 2024 was approximately 4.1%, but top performers who negotiated effectively received 10-20% or more. The data is clear: asking works, but how you ask determines whether you get the full increase you deserve or just a token bump.

This guide is for anyone who needs to ask for a raise but doesn’t know exactly what to say or how to structure the conversation. I’m going to give you the complete script – the actual words to use – plus the preparation process, timing strategy, and backup plans for different responses.

By the end of this guide, you’ll have a word-for-word script you can adapt to your situation, a preparation checklist to build your case, a timeline for the process, and strategies for handling every possible response from your manager. You’ll know exactly what to say, when to say it, and how to increase your chances of success dramatically.

Plain-English Summary

How to ask for a raise comes down to preparation, clear evidence, and using the right words at the right time.

The key to how to ask for a raise successfully lies in understanding that it’s a professional business discussion, not a personal favor request.

Asking for a raise is a structured conversation with three parts: preparation (gathering evidence of your value), the ask (a specific script for the conversation), and follow-up (how to respond to yes, no, or maybe). The key insight most people miss: your manager needs evidence to justify your raise to their boss or HR. Your job isn’t just to ask – it’s to make it easy for them to say yes by providing documented proof of your value.

This guide provides the complete proven script for asking for a raise, including exact opening lines, how to present your case, how to state your number, and how to respond to objections. You’ll learn the critical preparation steps: documenting your achievements with numbers, researching market rates for your role, timing your request strategically, and building your confidence through practice.

I’m going to be honest about something most career advice skips: not every raise request succeeds, even when done perfectly. Sometimes companies have legitimate budget constraints, hiring freezes, or policies that prevent immediate raises. However, following this proven process dramatically increases your success rate and, even if you don’t get the raise immediately, positions you to get it within 3-6 months or sets you up to negotiate effectively when changing jobs.

Whether you’re asking for your first raise ever, haven’t had an increase in years, or want to accelerate past the standard 3-4% annual bump, this guide gives you everything you need to ask confidently and effectively.

1. Why Most People Never Ask for a Raise

Before we dive into how to ask, let’s understand why most people don’t.

The Real Reasons People Don’t Ask

Reason #1: Fear of being perceived as greedy or ungrateful

The fear: “They’ll think I’m not a team player” or “They’ll think I only care about money.”

The reality: Employers expect valuable employees to advocate for themselves. Your manager likely respects that you know your worth. Companies budget for raises – not asking doesn’t make you noble, it makes you underpaid.

Understanding why people avoid asking is the first step in learning how to ask for a raise confidently.

Reason #2: Fear of damaging the relationship

The fear: “Things will get awkward with my boss” or “They’ll treat me differently.”

The reality: Professional managers understand salary discussions are part of employment. If your manager treats you poorly for asking professionally, that reveals a problem with them, not you. Most relationships actually improve when compensation aligns with value.

Reason #3: Fear of rejection

The fear: “What if they say no?” or “I’ll feel humiliated.”

The reality: “No” isn’t personal failure. Companies say no for budget reasons, timing issues, or policies – rarely because they think you don’t deserve it. Even a no often leads to yes within 3-6 months if you handle it correctly.

Reason #4: Not knowing what to say

The fear: “I don’t know how to start the conversation” or “I’ll sound awkward.”

The reality: This is the most fixable problem – you just need a script (which this guide provides).

Reason #5: Believing raises happen automatically

The belief: “If I do good work, they’ll recognize it and give me a raise.”

The reality: Most companies give minimal raises (2-4%) unless you ask. Your manager might think you’re happy with current pay if you never mention it. Squeaky wheel gets the grease.

The Cost of Not Asking

The compounding effect of staying underpaid:

Example:

Knowing how to ask for a raise isn’t just about getting more money today – it’s about setting your earning trajectory for decades to come.

• Current salary: $60,000
• Miss out on $5,000 raise this year
• Over 10 years, assuming 3% annual increases on different bases:

If you get raise:

• Year 1: $65,000
• Year 10: $85,238
• 10-year total: $748,451

If you don’t:

• Year 1: $60,000 (stayed same)
• Year 10: $78,680
• 10-year total: $691,540

Difference: $56,911 over 10 years from one missed $5,000 raise

Not asking for a raise doesn’t just cost you this year’s increase – it compounds over your entire career.

2. When to Ask for a Raise (Timing Matters)

The when matters almost as much as the how. Here’s how to time your request strategically.

Best Times to Ask for a Raise

Best Time #1: Annual Review Period

Why it works:

• Budget planning already includes raises
• Compensation discussions expected
• Performance fresh in everyone’s mind
• Natural conversation opener

How to use it: “I’d like to discuss my compensation as part of my annual review.”

Part of knowing how to ask for a raise is understanding that timing can be as important as what you say.

Best Time #2: After Major Achievement

Why it works:

• Your value is immediately visible
• Momentum and positive sentiment
• Concrete proof of impact
• Manager is already thinking positively about you

Examples:

• Completed major project ahead of schedule
• Landed significant client
• Saved company substantial money
• Received excellent customer feedback

Timing: Within 2-4 weeks of achievement while it’s still top-of-mind

Best Time #3: After Taking on New Responsibilities

Why it works:

• Your role has expanded beyond original scope
• You’re already doing higher-level work
• Natural justification for increased compensation

Wait for: 2-3 months after taking on new responsibilities (prove you can handle them)

Best Time #4: When You’ve Been in Role 12-18 Months

Why it works:

• Established track record
• Clear before/after comparison
• Natural checkpoint for growth discussion

Especially effective if:

• You’ve had no raise since starting
• Market rates have increased
• You’ve developed new skills

Worst Times to Ask for a Raise

Worst Time #1: During Company Financial Struggles

Why avoid: Layoffs happening, budget cuts announced, company losing money – your request will be dead on arrival.

Exception: If you’re being asked to do more work due to layoffs, this becomes a negotiation opportunity.

When learning how to ask for a raise, one of the most common questions is determining the right amount to request.

Worst Time #2: During Your Own Performance Issues

Why avoid: If you just missed deadlines, received criticism, or made significant mistakes, wait until you’ve recovered and proven improvement.

Timeline: Wait 3-6 months after resolving performance issues.

Worst Time #3: First 6 Months in New Job

Why avoid: Haven’t proven value yet, still learning, might seem presumptuous.

Exception: If you discover you’re significantly underpaid relative to market or were promised raise after probation period.

Worst Time #4: Immediately After Colleague’s Raise Request Denied

Why avoid: Manager just fought budget battle and lost, or just spent political capital on someone else’s raise.

Timeline: Wait 1-2 months.

How to Create Your Own Perfect Timing

You don’t have to wait for perfect circumstances. Create them:

Strategy #1: Schedule Review Meeting “I’d like to schedule a meeting to discuss my performance and compensation. Would next Tuesday or Wednesday work better for you?”

Strategy #2: Tie to Upcoming Budget Cycle “I understand budget planning for next year happens in [month]. I’d like to discuss my compensation before those decisions are finalized.”

Strategy #3: Use Your Anniversary “I’ve been in this role for [X months/years] and would like to schedule time to discuss my progress and compensation.”

3. How Much to Ask For

Asking for the right amount matters. Too low leaves money on the table. Too high can make you seem out of touch.

Researching Market Rates

Where to research salaries:

How to use this data:

• Research 5-7 sources
• Look for your specific title + location
• Note the range (25th, 50th, 75th percentile)
• Adjust for your experience level
• Identify where you currently fall in range

Calculating Your Target Number

Formula for determining your ask:

Step 1: Identify your current underpayment (if applicable)

• Market median for your role: $X
• Your current salary: $Y
• Gap: $X – $Y = $Z

The preparation phase is where most people who successfully learn how to ask for a raise invest their energy.

Step 2: Add desired growth

• Standard annual raise: 3-4%
• Strong performer raise: 5-7%
• Promotion-level raise: 10-20%
• Market adjustment: varies

Step 3: Calculate your target

If you’re currently at market rate:

• Ask for 5-10% above current (strong performance justification)

If you’re below market rate:

• Ask to be brought to market median OR current + 10-15%, whichever is higher

If you’re taking on significantly more responsibility:

• Ask for 10-20% increase

Example Calculations

Example #1: Standard raise for good performance

• Current salary: $55,000
• Market rate: $55,000-$65,000 (you’re at bottom of range)
• Target: $60,000-$62,000 (9-13% increase)
• Your ask: $62,000

Example #2: Market adjustment needed

• Current salary: $50,000
• Market rate: $60,000-$70,000 (you’re significantly underpaid)
• Target: $60,000 minimum (20% increase)
• Your ask: $62,000-$65,000 (allows negotiation down to $60,000)

Example #3: New responsibilities

• Current salary: $70,000
• Took on team lead responsibilities (typically $85,000-$95,000 market rate)
• Target: $85,000 (21% increase)
• Your ask: $85,000-$88,000

The Anchor Strategy

Why asking matters:

Psychological principle: First number mentioned becomes the anchor point for negotiation.

Strategy:

• Research shows asking for specific number (e.g., $67,500) seems more researched than round number (e.g., $70,000)
• Anchor slightly higher than your target to leave negotiation room
• But not so high you seem unreasonable

Example:

• Target: $65,000
• Anchor: $68,000

Mastering how to ask for a raise requires building a compelling case based on evidence, not just feelings or comparisons.

• Likely settlement: $65,000-$67,000
• If you’d anchored at $65,000, likely settlement: $62,000-$65,000

Special Considerations

If you’re severely underpaid (20%+ below market):

• Ask for staged increases: “I’m requesting we work toward market rate of $X over the next 12 months, starting with an immediate increase to $Y”
• Don’t expect to jump to market in one conversation if you’re very far behind

If your company has pay bands:

• Research your band (HR might share this)
• Ask to be moved to appropriate band if you’re in wrong one
• Ask where in band you fall and to be moved up

If you’re at top of band:

• Ask for promotion to next band
• Or ask for bonus structure instead of salary increase

3A. Conducting Thorough Salary Research Before Your Request

When you’re preparing how to ask for a raise, salary research is the foundation of a credible request. Without solid salary data backing your ask, you’re essentially guessing – and managers can tell the difference between a well-researched request and wishful thinking.

Effective salary research involves more than glancing at a single source. You need to understand your market value from multiple angles: what companies in your industry pay for similar roles, what people in your field with your level of experience typically earn, and how your current compensation compares to the average salary for your position.

Start with Glassdoor, which aggregates salary data from actual employees across industries and locations. Search for your exact job title and filter by your geographic area and company size. Pay attention not just to the median salary but to the range – this shows you what top performers in similar roles earn, which is relevant when you’ve done excellent work and gone above and beyond your job description.

Cross-reference Glassdoor data with other sources like PayScale, Salary.com, and LinkedIn Salary. Each platform uses different methodologies, so comparing multiple sources gives you a more accurate picture. If you find the average salary for your role is $75,000 across three sources, but you’re earning $65,000, you have a $10,000 gap that becomes the basis for your salary negotiation.

Industry-specific resources matter too. Professional associations often publish compensation surveys for members. Tech workers might check levels.fyi, while marketers might reference marketing salary surveys. People in your field who share salary information (even anonymously) provide the most relevant comparisons because they account for industry-specific factors that generic salary data might miss.

When gathering salary data, document everything. Create a simple spreadsheet tracking:
– Source (Glassdoor, PayScale, etc.)
– Job title searched
– Geographic location
– Salary range (low, median, high)
– Date accessed

This documentation serves two purposes: it shows you’ve done your research when you prepare for a salary discussion, and it provides specific numbers you can reference when you say when asking for your raise.

Understanding the fiscal year and budget cycles at your company is part of salary research too. Some organizations have fixed budgets allocated at the start of their fiscal year, making mid-year raises difficult to approve. Knowing this timing helps you identify the right time to ask – typically 2-3 months before budget planning begins, when managers are building their cases for team compensation adjustments.

3B. Understanding Your Performance Review Cycle and Raise Timing

The timing of how to ask for a raise often matters as much as what you say. Many employees miss opportunities simply because they ask at the wrong point in the review cycle or when their manager doesn’t have budget flexibility.

Most companies operate on an annual performance review cycle, with salary increases tied to this timeline. If your company conducts reviews in January, asking for a raise in December means your request might be too late for that cycle’s budget allocations. The best way to ask strategically is to understand your review process and work backward.

Here’s the reality: if it’s been a year since your last raise – or longer – you have a stronger case than someone who received an increase six months ago. However, you shouldn’t wait for the anniversary of your last raise if you’ve taken on significantly more workload or responsibilities. The “it’s been a year since” marker is a minimum guideline, not a rigid rule.

Consider asking for a raise 2-3 months before your next performance review. This gives your manager time to advocate for your increase within budget discussions while still connecting your request to your upcoming review. When you bring this up, frame it as: “I want to discuss my salary during our next review. Based on my contributions to the company over the past year, I believe a salary increase is warranted, and I’d like to understand what I need to demonstrate to earn a raise.”

Some companies have formal salary review processes twice yearly, while others conduct them annually. Understanding your company’s review cycle helps you time your request appropriately. If you’re unsure, ask HR or your manager: “When does our team typically discuss salary adjustments?” This shows you’re being thoughtful about timing rather than making an impulsive request for a raise.

The right time to ask isn’t always tied to formal reviews. If you’ve received consistent positive feedback, taken on a major project that brought measurable results, or absorbed responsibilities from a departed colleague, these create natural opportunities to discuss your salary even outside the standard cycle.

3C. Preparing Your Salary Negotiation Strategy

Learning how to ask for a raise effectively requires more than knowing what to say – it requires a clear salary negotiation strategy that addresses multiple scenarios and outcomes.

Your negotiation strategy starts with three numbers:

**Your floor:** The minimum salary increase you need to feel your raise request was worthwhile. This might be a 5% pay increase that keeps pace with cost of living, or it might be a 10% pay raise that acknowledges expanded responsibilities. Be realistic but firm about this number.

**Your target:** The ideal salary increase you’re requesting based on your salary research and contributions. This should be your primary ask – the number you state when asking for more money. For example, if market research shows similar roles pay $80,000 and you currently earn $70,000, your target might be $78,000 (accounting for your current tenure and assuming some negotiation).

**Your ceiling:** The best-case scenario if everything goes perfectly. This helps you know when to stop negotiating and accept. If they offer your ceiling, say yes immediately.

Example: Your floor is $74,000, your target is $78,000, and your ceiling is $82,000. When you ask your manager for a raise, you request $78,000. If they counter with $76,000, you know it’s above your floor but below target, so you have room to negotiate. If they offer $80,000, it’s between your target and ceiling, so you accept gratefully.

This three-number framework prevents two common mistakes: accepting too little (below your floor) because you’re nervous, or rejecting a good offer (above your target) because you didn’t define success beforehand.

Your strategy should also account for non-monetary compensation if the salary request is denied. Be prepared to discuss:
– Additional vacation days or flexible work arrangements
– Professional development budget for courses or conferences
– More senior title that positions you for a higher salary later
– Guaranteed raise in the future (get specific dates and amounts in writing)

Think through your workload and value you bring to the company before the conversation. Make your case using specific examples of how you’ve earned a raise: “Since my last salary review, I’ve taken on [specific responsibility], which resulted in [specific outcome]. People with my level of experience doing similar work at comparable companies earn [specific range]. Given my contributions and market rates, I’m requesting a salary increase to [specific amount].”

The best salary negotiation happens when you’re asking from a position of strength – meaning you have evidence, you’ve done your research, and you’re prepared to discuss alternatives if your initial request faces obstacles.

4. The 30-Day Raise Preparation Process

Asking for a raise isn’t a single conversation – it’s a process. Here’s the 30-day timeline.

Week 1: Research and Documentation

Days 1-2: Market research (4 hours)

• Research market rates using 5+ sources
• Document salary ranges for your role
• Identify where you fall in market
• Calculate your target number

Days 3-4: Achievement documentation (3-4 hours)

• List all major achievements from past 12-18 months
• Quantify impact with numbers wherever possible
• Gather emails, reports, metrics showing results
• Create master list of accomplishments

Days 5-7: Company context research (2 hours)

• Review company financial health (if public company)
• Check for recent raises/promotions (to understand climate)
• Identify upcoming budget cycles
• Note any recent achievements by your team/department

Week 2: Building Your Case

Days 8-10: Create your value document (4-5 hours)

• Write 1-2 page document summarizing your case
• Include: achievements, expanded responsibilities, skills developed, results delivered
• Use numbers and specifics
• Format professionally

Days 11-12: Prepare comparison data (2 hours)

• Organize market research into clear summary
• Create simple chart showing market range vs. your current salary
• Prepare to reference without seeming like threat

Days 13-14: Draft your script (2-3 hours)

This proven script demonstrates exactly how to ask for a raise in a professional, confident manner that managers respect.

• Write out your opening
• Practice key points
• Prepare responses to objections
• Keep it concise (5-10 minutes for your part)

Week 3: Practice and Refinement

Days 15-17: Practice your script (3-4 hours)

• Practice out loud at least 5 times
• Record yourself (video or audio)
• Practice with friend or partner
• Refine based on feedback
• Work on confident, calm delivery

Days 18-19: Prepare for different scenarios (2 hours)

• What if they say yes immediately?
• What if they say no?
• What if they say maybe/need time?
• What if they counter with lower number?
• Have response ready for each

Days 20-21: Final preparation (2 hours)

• Review all documentation
• Finalize your target number
• Prepare your mindset
• Decide on your walk-away point

Week 4: The Ask and Follow-Up

The opening is crucial in how to ask for a raise because it sets the professional tone for the entire conversation.

Days 22-23: Schedule the meeting (15 minutes)

• Email or speak to manager
• Request 30-minute meeting
• Don’t mention raise in scheduling request
• Get it on calendar for later this week

Day 24-27: The conversation

• Arrive early, composed
• Have documentation ready
• Follow your script
• Listen actively
• Close professionally

Days 28-30: Follow up

• Send thank-you email within 24 hours
• Provide any additional information requested
• Document the conversation
• Set timeline for decision

5. Building Your Raise Case: What Evidence You Need

Your manager needs ammunition to advocate for you. Give them powerful evidence.

The Four Types of Evidence That Win Raises

When you know how to ask for a raise using specific evidence, you transform the conversation from emotional to factual.

Evidence Type #1: Quantified Results

Why it works: Numbers are objective, undeniable, and easy for your manager to present to their boss or HR.

How to gather:

• Revenue increased: “Increased sales in territory by 23% year-over-year”
• Money saved: “Implemented new process that saved $45,000 annually”
• Efficiency gained: “Reduced processing time from 3 days to 6 hours”
• Projects completed: “Delivered 8 major projects on time and under budget”

Format: “I [action] which resulted in [specific measurable outcome]”

Evidence Type #2: Expanded Responsibilities

Why it works: Shows you’re already operating at higher level and deserve compensation to match.

How to document:

• Original job description vs. current responsibilities
• New projects or initiatives you’re leading
• Team members you’re mentoring or training
• Additional roles you’ve taken on

Format: “Since starting, I’ve taken on [X], [Y], and [Z] beyond my original role of [job description]”

Evidence Type #3: Skills and Certifications Acquired

Why it works: Increased capability = increased value.

What to include:

• Certifications earned
• Training completed
• New software/systems mastered
• Languages learned
• Specialized knowledge developed

Format: “I’ve expanded my capabilities by [specific skill/certification] which has allowed me to [deliver specific value]”

Evidence Type #4: Market Data

Why it works: Objective third-party validation that you’re underpaid creates urgency.

How to present:

• Don’t lead with this (sounds like threat)
• Use as supporting evidence: “My research shows market rate for this role is $X-$Y”
• Reference specific sources: “According to [Glassdoor/PayScale], the median for my role in [city] is $X”
• Focus on value first, market data second

Creating Your Value Document

Your one-page raise justification:

COMPENSATION DISCUSSION – [YOUR NAME]

[Date]

CURRENT ROLE: [Title] since [Date] – [X] months/years

KEY ACHIEVEMENTS:

Understanding how to ask for a raise includes being prepared for various responses, not just hoping for an immediate yes.

1. [Specific achievement with numbers]

   Impact: [Quantified result]

2. [Specific achievement with numbers]

   Impact: [Quantified result]

3. [Specific achievement with numbers]

   Impact: [Quantified result]

EXPANDED RESPONSIBILITIES:

– [New responsibility 1]

– [New responsibility 2]

– [New responsibility 3]

SKILLS DEVELOPED:

– [Skill/certification 1]

– [Skill/certification 2]

MARKET ANALYSIS:

Market range for [your role] in [location]: $X – $Y

(Sources: [list 2-3 sources])

Current compensation: $Z

REQUEST:

Based on my expanded contributions and market research, I’m requesting an increase to $[your target], which represents [%] increase and brings me to [position in market range].

Keep to one page. Specific. Numbers-focused. Professional.

6. The Proven Raise Request Script (Word-for-Word)

Here’s the exact script that works. Memorize the structure, adapt the specifics to your situation.

The Complete Raise Request Script

Part 1: The Opening (30 seconds)

“Thank you for taking the time to meet with me. I wanted to discuss my compensation. I’ve really enjoyed working here over the past [time period], and I’m excited about [specific project or company direction]. I’d like to talk about adjusting my salary to reflect the value I’ve been delivering and the expanded role I’ve taken on.”

Why this works:

• Thanks them (sets positive tone)
• States purpose immediately (no beating around bush)
• Shows commitment to company
• Frames as adjustment, not demand

Part 2: Present Your Value (2-3 minutes)

“Since [starting/last raise], I’ve delivered several significant results:

First, [achievement #1 with specific numbers]. This [saved/earned/improved] [specific outcome].

Second, [achievement #2 with specific numbers]. As a result, [specific outcome].

Third, [achievement #3 with specific numbers], which led to [specific outcome].

Beyond these specific achievements, I’ve also expanded my responsibilities significantly. I’m now [new responsibility 1], [new responsibility 2], and [new responsibility 3], which weren’t part of my original role.

I’ve also invested in growing my capabilities by [certification/skill gained], which has allowed me to [specific value delivered].”

Why this works:

• Leads with value, not request
• Three specific examples (brain remembers threes)
• Quantified results (undeniable)

Even when the answer is no, knowing how to ask for a raise properly means you’ve positioned yourself for future success.

• Shows growth beyond original role

Part 3: Market Context (30 seconds)

“I’ve also done research on market rates for this role. Based on [2-3 specific sources like Glassdoor, PayScale, industry reports], the median compensation for [your role] with [your experience] in [location] is $[X] to $[Y].”

Why this works:

• Objective data (not personal opinion)
• Multiple sources (shows thorough research)
• Presented as information, not threat

Part 4: The Ask (15-30 seconds)

“Given my performance, expanded responsibilities, and market research, I’m requesting an increase to $[specific number]. This represents a [X]% increase and would bring me to [position in market range – e.g., ‘median’ or ‘between median and 75th percentile’].”

Then pause. Say nothing. Let them respond.

Why this works:

• Specific number (shows you’ve thought this through)
• Justified by preceding case
• Pause gives them chance to process and respond

Part 5: The Close

[After their initial response, if positive or neutral]:

“I appreciate you considering this. What would be the next steps in the process?”

[If they need time]:

“I understand. When would be a good time to follow up on this?”

[If they say yes]:

“Thank you. I really appreciate that. Can we discuss the timeline for implementing this increase?”

The Complete Script in Action

Here’s how it flows all together:

“Thank you for making time to meet with me today. I wanted to discuss my compensation. I’ve really enjoyed working here over the past 18 months, and I’m excited about the new product launch we’re planning. I’d like to talk about adjusting my salary to reflect the value I’ve been delivering and the expanded role I’ve taken on.

Since joining the team in January 2023, I’ve delivered several significant results. First, I led the Smith account implementation which increased their usage by 34% and resulted in them expanding their contract by $125,000. Second, I developed the new client onboarding process that reduced onboarding time from 8 weeks to 3 weeks, which has allowed us to take on 40% more clients with the same team. Third, I mentored three junior team members, two of whom have now taken on their own accounts, which has directly contributed to our team exceeding our Q3 and Q4 targets.

Beyond these specific achievements, I’ve also expanded my responsibilities significantly. I’m now managing our top five accounts, leading our monthly client strategy meetings, and I’ve taken on training responsibilities for new hires – none of which were part of my original job description as an Account Manager.

I’ve also completed my PMP certification and Salesforce advanced training, which has allowed me to improve our client reporting and forecasting accuracy.

I’ve also done research on market rates for this role. Based on Glassdoor, PayScale, and the recent Robert Half salary guide, the median compensation for an Account Manager with two years of experience in Chicago is $62,000 to $72,000.

Given my performance, expanded responsibilities, and market research, I’m requesting an increase to $68,000. This represents a 13% increase from my current $60,000 and would bring me to the median of the market range for my role and experience.

[PAUSE]

What are your thoughts?”

Total time: 3-4 minutes for your part

7. How to Handle Every Possible Response

Your manager won’t just say yes or no. Here’s how to handle every response professionally.

Response #1: “Yes, we can do that”

Your response:

“Thank you so much. I really appreciate that. Can we discuss the timeline for implementing this increase? And would this be reflected in my next paycheck, or is there a specific effective date?”

Then:

• Get confirmation in writing (via email)
• Confirm exact amount
• Confirm effective date
• Express gratitude

Response #2: “I think you deserve it, but I need to check with HR/my boss”

Your response:

Different circumstances require adapting how to ask for a raise while maintaining the core principles of preparation and evidence.

“I understand completely. I really appreciate you advocating for this. When do you think you’ll have an answer? And is there any additional information I can provide that would be helpful?”

Then:

• Set specific follow-up date (not “I’ll let you know”)
• Offer to provide written summary
• Send thank-you email reiterating key points
• Follow up on agreed date

Response #3: “We can’t do the full amount, but we can do $X” (lower than requested)

Evaluate the offer:

• Is it within your acceptable range?
• Is it meaningful increase (5%+ at minimum)?
• Does it move you closer to market rate?

If acceptable:

“I appreciate that. While I was hoping for $[your number], I understand budget constraints. Can we discuss a timeline for getting to $[your original number]? Perhaps we could revisit this in [3-6 months] after [specific milestone]?”

If not acceptable but close:

“I appreciate the offer of $[their number]. Could we meet in the middle at $[number between theirs and yours]? That would represent [X]% increase and bring me closer to market rate.”

Don’t immediately accept without trying to negotiate up slightly.

Response #4: “We can’t do anything right now, but let’s revisit in [3-6 months]”

Your response:

“I understand. I appreciate you being straightforward with me. Let’s definitely plan to revisit this. To help me prepare for that conversation, can you share what specific results or milestones would position me for the increase I’m requesting? I want to make sure I’m focusing on the right priorities.”

Then:

• Set specific date to revisit (mark calendar)
• Get clear goals/milestones in writing
• Exceed those goals
• Follow up exactly when agreed

Response #5: “The budget is frozen” or “We’re not doing raises right now”

Your response:

“I understand budget constraints are real. A few questions: Is this a temporary freeze or indefinite? When would be an appropriate time to revisit this discussion? And are there other forms of compensation we could discuss – such as additional vacation days, flexible scheduling, or professional development budget?”

Alternative compensation to consider:

• Extra vacation days (1 week = roughly 2% of salary value)
• Remote work flexibility
• Professional development/conference budget
• Bonus structure tied to performance
• Stock options (if available)
• Better benefits

Response #6: “I don’t think you’re ready for this increase yet”

Your response (stay calm and professional):

The follow-up phase is an often-overlooked aspect of how to ask for a raise that separates successful requests from abandoned ones.

“I appreciate your feedback. Can you help me understand specifically what gaps you’re seeing? What would I need to demonstrate over the next [3-6 months] to be ready for this conversation? I want to make sure I’m meeting and exceeding expectations.”

Then:

• Get specific, measurable goals
• Ask for examples of what “ready” looks like
• Request monthly check-ins on progress
• Document everything
• Exceed the goals
• Return in 3-6 months with proof

Response #7: “We can’t afford to lose you, but we can’t give raises right now”

Your response:

“I’m glad to hear that I’m valued. However, I’m concerned about the gap between my current compensation and market rate. If a salary increase isn’t possible right now, can we discuss a performance-based bonus structure or a written commitment to address this in [specific timeframe] once budget allows?”

This response:

• Acknowledges their constraint
• Restates your concern
• Proposes alternative
• Pins down commitment

What to Do Immediately After the Meeting

Within 24 hours, send this email:

Subject: Thank you – Compensation Discussion Follow-Up

Hi [Manager Name],

Thank you for taking the time to discuss my compensation today. I appreciate [your support/your feedback/the conversation].

To summarize our discussion:

– [Key point 1 from meeting]

– [Key point 2 from meeting]

– Next steps: [What was agreed – timeline, additional info needed, etc.]

I’m committed to [specific goal or project], and I look forward to [next step or continued contribution].

Please let me know if I’ve misunderstood anything or if you need additional information from me.

Thank you again,

[Your Name]

Why this email matters:

• Creates written record
• Confirms mutual understanding

This worksheet guides you through the practical steps of how to ask for a raise systematically.

• Shows professionalism
• Keeps momentum going

7A. Preparing for Different Salary Discussion Scenarios

When learning how to ask for a raise, many people prepare for only one scenario: their manager says yes. But effective preparation means being ready for multiple outcomes during your salary discussion, each requiring a different response.

**Scenario 1: Immediate Yes**
If your manager agrees to give you a raise on the spot, don’t just say “thank you” and leave. Get specifics: What is the new salary? When does it take effect? Is it reflected in your next paycheck or the following one? Will it be documented in writing? Ask: “I appreciate this. Can you confirm the new salary amount and the effective date so we’re aligned?”

**Scenario 2: “Let me think about it”**
This is the most common response. Your manager needs to check budget availability, consult with HR, or get approval from their boss. Your response: “I understand you need to review this. To help with your evaluation, is there any additional information I should provide? And what timeline should I expect for a decision?” Pin down a specific follow-up date.

**Scenario 3: “Not now, but maybe later”**
This feels like a soft no, but it’s actually negotiable. Ask: “When would be the right time to revisit this conversation? What specific goals or metrics should I achieve to earn a raise by [specific date]?” Get commitments in writing via email summary after the meeting.

**Scenario 4: Questions about your justification**
If they challenge your request – “Why do you think you deserve a raise?” or “Your salary is already competitive” – this is where your preparation pays off. Return to your evidence: “Based on my salary research using Glassdoor and industry surveys, the average salary for my role with my experience is [amount]. Additionally, since my last raise, I’ve [specific achievement #1], [achievement #2], and [achievement #3], which have brought [specific value] to the company.”

**Scenario 5: Budget constraints**
“We don’t have budget for raises right now” might be true, or it might be negotiation. Ask: “I understand budget limitations. Can we discuss when budget will be available, and what I can do to be first in line when it is? Would it make sense to revisit this conversation at the start of the next fiscal year?”

For each scenario, have your response planned. Practice saying these words out loud. The salary discussion will feel more natural when you’ve rehearsed multiple paths the conversation might take.

Remember: the goal isn’t to win an argument, it’s to get the salary you deserve while maintaining a positive relationship with your manager. Even if the immediate answer isn’t what you wanted, a professional, well-prepared conversation positions you for success in future attempts.

7B. Leveraging Your Commitment to the Company During Negotiation

When you’re asking for a raise, demonstrating your commitment to the company makes your request more compelling. Managers are more likely to approve a raise for someone they see as a long-term investment rather than someone who might leave after getting more money.

Your commitment to the company shows up in several ways during the raise conversation:

**Past contributions:** Reference specific projects or initiatives where you went beyond your job description. “Over the past year, I’ve taken on leadership of the [project name] initiative, which wasn’t part of my original role but significantly contributed to [business outcome].” This shows you don’t just do assigned work – you see needs and address them.

**Future orientation:** Talk about what you want to accomplish next. “With the raise I’m requesting, I’m excited to continue developing [specific area] and take on even more responsibility in [specific domain].” This signals you’re not planning to ask for more money and coast – you’re asking so you can justify staying and contributing even more.

**Long-term thinking:** If you’ve been with the company for multiple years, reference that tenure. “I’ve been here for [X years], and I see my career continuing to grow here. This raise would help me feel my compensation reflects the value I bring and my ongoing commitment.” This is particularly powerful if you’ve turned down outside opportunities or taken on extra work without complaint.

**Team player mentality:** Mention ways you’ve helped colleagues or contributed to team success beyond your individual metrics. “I’ve also been mentoring two junior team members and have received positive feedback from them and their managers about the impact on their work.” This shows you increase the value of others, not just yourself.

However – and this is critical – never use the threat of leaving as leverage unless you’re genuinely prepared to follow through. Saying “I have other offers” or “recruiters have been contacting me” might get you a raise, but it damages trust. Managers remember those conversations, and you might find yourself first on the list when layoffs come.

The best approach combines commitment with realistic market awareness: “I love working here and want to continue growing with the company. At the same time, I want to ensure my compensation reflects both my contributions and market rates for someone with my skills and experience.” This acknowledges reality (you could leave for more money elsewhere) without making threats, while affirming your preference to stay.

8. What to Do If They Say No

A “no” isn’t the end. Here’s how to turn it into eventual yes or use it to your advantage.

Immediate Response to “No”

In the moment:

“I’m disappointed, but I appreciate your honesty. Help me understand – is this a ‘no for now’ or a ‘no indefinitely’? And what would need to change for this to become a yes?”

Stay calm, professional, non-emotional. Your response to rejection shows more about your character than your response to yes.

The Post-No Action Plan

Step 1: Get Clarity (in the meeting or follow-up)

Ask these specific questions:

• “What specific performance or results would position me for the increase I’m requesting?”
• “Is the issue budget-related, performance-related, or something else?”
• “When would be appropriate to revisit this conversation?”
• “Are there other ways to increase my compensation – bonus structure, benefits, flexibility?”

Step 2: Document Everything

Write down:

• Date of conversation
• Exact reason given for no
• Specific goals or milestones mentioned
• Timeline for revisiting
• Any commitments made

This protects you and holds them accountable.

Step 3: Decide Your Path

Option A: Stay and Work Toward Yes

Choose this if:

• They gave legitimate reason and clear path to yes
• You otherwise like the job
• Timeline is reasonable (3-6 months max)
• Goals are achievable and specific

Action plan:

• Exceed the goals they set
• Document your results
• Request monthly check-ins
• Return at agreed time with proof

Option B: Start Job Searching

Choose this if:

• Vague or no clear path to yes
• You’re significantly underpaid (20%+ below market)
• Pattern of unfulfilled promises
• Company financial troubles
• You’ve been denied multiple times

Action plan:

• Update resume immediately
• Start interviewing

Practicing how to ask for a raise out loud makes the actual conversation feel more natural and confident.

• Don’t quit until you have offer
• Use market offers to negotiate (carefully) or just leave

Option C: Negotiate Alternative Compensation

Choose this if:

• They genuinely can’t increase salary now
• You want to stay
• Other benefits would help

Request:

• Additional PTO (1 week ≈ 2% salary value)
• Remote work flexibility
• Professional development budget ($2,000-$5,000)
• Performance bonus tied to specific goals
• Title change (helps future job search)

Using Outside Offers to Negotiate (Risky but Powerful)

If you get outside offer:

The nuclear option (high risk):

“I wanted to let you know that I’ve received an offer for $[amount] from [company]. I’d prefer to stay here because [genuine reason], but I can’t ignore the [X]% difference. Is there any way we can revisit my compensation?”

When this works:

• You’re genuinely valuable
• You’re actually willing to leave
• Offer is real (don’t bluff)
• You present it as preference to stay, not threat

When this backfires:

• They call your bluff
• They say “take it” and you’re stuck
• Damages relationship even if they counter
• They counter but start planning your replacement

My recommendation: Only use outside offer leverage if you’re 100% willing to leave. Otherwise, just leave for the better offer.

9. Special Situations: Remote Work, Job Title Changes, Promotions

Some scenarios require modified approach.

Special Situation #1: Asking for Raise While Remote

Modified script addition:

“I also want to acknowledge that working remotely has allowed me to [specific productivity gain or flexibility that benefits company]. While I’m not physically in the office, I’ve [specific results showing consistent delivery].”

Address the elephant in room: Some managers unconsciously value remote workers less. Proactively demonstrate your results haven’t suffered.

Special Situation #2: Asking for Raise + Job Title Change

Why title matters:

• Signals to future employers
• Often required to unlock pay bands
• Reflects actual work you’re doing

Modified script:

“I’d like to discuss both my compensation and my title. My responsibilities have evolved significantly beyond the [current title] role. I’m now [describe responsibilities that match target title]. I’m requesting that my title be updated to [target title] and my compensation adjusted to $[amount], which reflects both the market rate for [target title] and my performance.”

Learning how to ask for a raise also means understanding common mistakes that undermine otherwise strong requests.

This combo is powerful because title change helps justify larger raise.

Special Situation #3: Asking for Promotion

This is different from raise request:

Promotion = New role, new responsibilities, new pay

Modified script:

“I’d like to discuss my career growth. I’ve demonstrated [specific achievements], and I’m interested in moving into a [target role] position. I’ve already been [doing responsibilities of target role], and I’m confident I’m ready for this step. What would be involved in making this official, and what would the compensation be for [target role]?”

Key difference: You’re asking what it would take, showing you’ve already been operating at that level, then negotiating compensation for new role.

10. The Follow-Up Strategy

After your initial conversation, strategic follow-up keeps momentum and shows professionalism.

Timeline for Follow-Up

If they said they need time:

Day 1 (within 24 hours): Send thank-you email summarizing discussion

Week 1 (if they gave specific timeline): Do nothing, let them work

Week 2 (if agreed to 2-week timeline):

• Day 13: Send polite check-in email

Week 3-4 (if no timeline given):

• Day 14: Send check-in email
• Day 21: If still no response, schedule brief meeting

Follow-Up Email Templates

Check-in email (if they’re working on it):

Subject: Following Up – Compensation Discussion

Hi [Manager],

I wanted to follow up on our conversation from [date] about my compensation. You mentioned you’d need to [check with HR/review budget/talk to leadership], and I wanted to see if you had any updates.

Is there any additional information I can provide to help move this forward?

Thanks,

[Your Name]

If timeline has passed with no response:

Subject: Checking In – Compensation Discussion

Hi [Manager],

When we spoke on [date], we discussed revisiting my compensation request in [timeframe]. That time has passed, and I wanted to check in on where things stand.

Could we schedule a brief meeting this week to discuss?

Thanks,

[Your Name]

If you got “revisit in 3-6 months”:

[At the 3 or 6 month mark]:

Subject: Performance & Compensation Follow-Up

These frequently asked questions address the most common concerns people have when learning how to ask for a raise.

Hi [Manager],

When we discussed my compensation in [month], we agreed to revisit the conversation in [3/6] months. Since then, I’ve [list specific achievements that address the goals they set].

Could we schedule time this week to continue that discussion?

I’ve attached an updated summary of my achievements since our last conversation.

Thanks,

[Your Name]

10A. Turning a Denied Request into Future Success

When your request for a raise is denied, how you respond in the next 48 hours largely determines whether you’ll eventually get that raise or need to leave the company to achieve your salary goals.

First, reflect on your achievements honestly. Did you present a truly strong case, or were you hoping your manager would recognize value you didn’t articulate clearly? If your preparation was weak – you didn’t have salary data, couldn’t quantify your impact, or picked poor timing – the denial is feedback to improve your approach for next time.

If you presented a strong case and still got denied, you need specific information:

**Ask: “What specifically would need to change for you to approve a raise?”** This forces your manager to either identify concrete goals or reveal that raises aren’t possible regardless of performance (important information for your career planning).

**Ask: “Is this a budget issue or a performance issue?”** Budget issues might resolve next quarter or next fiscal year. Performance issues require immediate attention and development plans. You need to know which you’re dealing with.

**Ask: “Can we set a timeline to revisit this conversation?”** Don’t let it end with vague “maybe someday.” Get a specific date: “Can we schedule a follow-up discussion in three months to review my progress toward a raise?”

After the conversation, send a summary email:

“Thank you for meeting with me to discuss my salary request. I appreciate your feedback. Based on our conversation, I understand that to earn a raise, I need to [specific goals from discussion]. I plan to focus on these areas over the next [timeframe] and would like to schedule a follow-up conversation on [specific date] to review my progress. Does [date] work for your calendar?”

This email serves multiple purposes: it documents the conversation, shows professionalism, creates accountability for both you and your manager, and sets a clear next step.

Over the following weeks, treat your job like you already got the raise. Don’t let rejection make you bitter or check out mentally. Keep delivering excellent work, building relationships, and contributing to the company. This discipline is hard but essential – many people who get denied sabotage their next attempt by becoming obviously disengaged.

If you hit the goals your manager set and they still deny your raise the second time, that’s a signal. Either your manager lacks authority to give raises (political problem), the company truly has no money (financial problem), or you’re not valued as much as you thought (fit problem). All three suggest it might be time to get the salary increase you deserve by changing employers.

10B. When to Consider External Opportunities While Negotiating

Sometimes the best way to get a raise at work isn’t to ask for one – it’s to get an external offer that forces your current employer to match or let you go. This strategy works, but it requires careful execution and genuine willingness to leave.

The right time to consider this approach: You’ve asked for a raise properly, presented strong evidence, timed it well, and still got denied or received an insufficient increase. You know your market value is significantly higher than your current pay, and you’re genuinely open to leaving if the right opportunity appears.

How to do this correctly:

Start passively exploring opportunities. Update your LinkedIn profile, respond to recruiter messages, take exploratory calls. You’re not actively job hunting yet – you’re staying informed about what’s available and what salary range other companies offer for your skills.

If something promising appears, go through their full interview process. Get to the offer stage. Make sure it’s a legitimate offer you’d actually accept if your current company doesn’t match – using a fake offer or an offer from a company you’d never join is unethical and often backfires.

When you have a written offer, schedule time with your manager: “I wanted to speak with you because I’ve received an external offer that I’m taking seriously. Before I make a decision, I wanted to discuss whether there’s opportunity to increase my compensation here, as I would prefer to stay if we can make the numbers work.”

Present this factually, not as a threat. You’re simply being transparent about a real decision you’re facing. Show the offer letter if asked (though many managers won’t request it if they trust you).

Your manager will likely need time to consult with HR and their leadership. Give them 48-72 hours maximum. If they come back with a counteroffer that meets or exceeds the external offer, you have a decision to make based on total career satisfaction, not just money.

**Important warnings about this strategy:**

First, some companies have a policy against counteroffers. The moment you say you have an external offer, they’ll wish you well in your new role. Know your company culture before trying this.

Second, accepting a counteroffer can mark you as a flight risk. Your manager may begin quietly looking for your replacement, exclude you from long-term projects, or pass you over for future promotions. About 50% of people who accept counteroffers leave within 18 months anyway.

Third, this strategy only works once. If you do this twice, you’re clearly using job offers as leverage, and most companies will let you go rather than play that game repeatedly.

The FinanceSwami perspective: External offers are a legitimate data point about your market value, and exploring opportunities is part of healthy career management. However, getting a raise at work through genuine value creation and effective communication is more sustainable than using external pressure. Use the external offer strategy only when you’ve genuinely exhausted internal options and you’re truly willing to leave.

11. Raise Request Preparation Worksheet

RAISE REQUEST PREPARATION WORKSHEET

TIMING ANALYSIS:

Best time to ask: ___________________

Why this timing: ___________________

Backup timing if needed: ___________________

MARKET RESEARCH:

My current salary: $_________

Market range for my role (Source 1: __________): $_________  – $_________

Market range for my role (Source 2: __________): $_________  – $_________

Market range for my role (Source 3: __________): $_________  – $_________

Market median: $_________

Where I fall in range: Below / At / Above median

TARGET CALCULATION:

My target salary: $_________

This represents: _____% increase

Justification for this amount:

________________________________________________

ACHIEVEMENT DOCUMENTATION:

Achievement #1:

What I did: _________________________________

Quantified result: __________________________

Impact on company: __________________________

Achievement #2:

What I did: _________________________________

Quantified result: __________________________

Impact on company: __________________________

Achievement #3:

What I did: _________________________________

Quantified result: __________________________

Impact on company: __________________________

EXPANDED RESPONSIBILITIES:

Original job responsibilities:

1. _________________________________________

2. _________________________________________

3. _________________________________________

Current additional responsibilities:

1. _________________________________________

2. _________________________________________

3. _________________________________________

SKILLS/CERTIFICATIONS GAINED:

1. _________________________________________ (Date: ______)

2. _________________________________________ (Date: ______)

3. _________________________________________ (Date: ______)

PRACTICE CHECKLIST:

□ Written out my complete script

□ Practiced out loud at least 5 times

□ Recorded myself practicing

□ Practiced with friend/partner

□ Prepared responses to objections

□ Can deliver entire case in under 5 minutes

□ Feel confident and prepared

MEETING LOGISTICS:

Meeting requested: Yes / No

Meeting scheduled: Date: _________ Time: _________

Location: _________________________________

Materials to bring:

□ One-page value summary

□ Market research summary

□ Achievement documentation

□ Notepad for notes

POST-MEETING:

□ Send thank-you/follow-up email within 24 hours

□ Document what was discussed

□ Note any commitments or next steps

□ Set reminder for follow-up date

12. Your Raise Conversation Practice Script

RAISE CONVERSATION PRACTICE SCRIPT

Practice this out loud at least 5 times before your meeting.

By now, you have a complete understanding of how to ask for a raise effectively, from preparation through follow-up.

—OPENING—

“Thank you for taking the time to meet with me. I wanted to discuss my compensation. I’ve really enjoyed working here over the past [TIME PERIOD], and I’m excited about [SPECIFIC PROJECT OR COMPANY DIRECTION]. I’d like to talk about adjusting my salary to reflect the value I’ve been delivering and the expanded role I’ve taken on.”

—VALUE PRESENTATION—

“Since [STARTING/LAST RAISE], I’ve delivered several significant results:

First, [ACHIEVEMENT #1 WITH SPECIFIC NUMBERS]. This [SAVED/EARNED/IMPROVED] [SPECIFIC OUTCOME].

Second, [ACHIEVEMENT #2 WITH SPECIFIC NUMBERS]. As a result, [SPECIFIC OUTCOME].

Third, [ACHIEVEMENT #3 WITH SPECIFIC NUMBERS], which led to [SPECIFIC OUTCOME].

Beyond these specific achievements, I’ve also expanded my responsibilities significantly. I’m now [NEW RESPONSIBILITY 1], [NEW RESPONSIBILITY 2], and [NEW RESPONSIBILITY 3], which weren’t part of my original role.

I’ve also invested in growing my capabilities by [CERTIFICATION/SKILL GAINED], which has allowed me to [SPECIFIC VALUE DELIVERED].”

—MARKET CONTEXT—

“I’ve also done research on market rates for this role. Based on [2-3 SPECIFIC SOURCES], the median compensation for [YOUR ROLE] with [YOUR EXPERIENCE] in [LOCATION] is $[X] to $[Y].”

—THE ASK—

“Given my performance, expanded responsibilities, and market research, I’m requesting an increase to $[SPECIFIC NUMBER]. This represents a [X]% increase and would bring me to [POSITION IN MARKET RANGE].”

[PAUSE AND WAIT FOR RESPONSE]

—RESPONSES TO PRACTICE—

If they say YES:

“Thank you so much. I really appreciate that. Can we discuss the timeline for implementing this increase?”

If they say MAYBE/NEED TIME:

“I understand completely. I really appreciate you considering this. When do you think you’ll have an answer?”

If they say NO:

“I’m disappointed, but I appreciate your honesty. Help me understand – is this a ‘no for now’ or a ‘no indefinitely’? And what would need to change for this to become a yes?”

If they COUNTER LOWER:

“I appreciate that offer. While I was hoping for $[YOUR NUMBER], I understand budget constraints. Could we meet in the middle at $[MIDPOINT]?”

—PRACTICE NOTES—

Things that went well:

_____________________________________________

Things to improve:

_____________________________________________

Confidence level (1-10): _____

13. Common Raise Request Mistakes to Avoid

Learn from others’ errors.

Mistake #1: Making It Personal Instead of Professional

Wrong approach: “I need a raise because my rent went up” or “I’m getting married and need more money”

Why it fails: Your personal financial situation isn’t your employer’s responsibility.

Right approach: Focus on value delivered, market rates, expanded responsibilities.

Mistake #2: Threatening to Quit

Wrong approach: “If I don’t get this raise, I’ll have to start looking elsewhere”

Why it fails: Puts manager on defensive, damages relationship, often backfires.

Right approach: Present your case positively. If you must mention outside interest, frame as “I’ve been approached by recruiters” not as threat.

Mistake #3: Comparing Yourself to Coworkers

Wrong approach: “John makes more than me and I do more work than him”

Why it fails: You don’t know John’s full compensation story, sounds petty, creates workplace conflict.

Right approach: Focus on your own value and market rates, not coworker comparisons.

Mistake #4: Asking Via Email

Wrong approach: Sending raise request via email without discussion

Why it fails: Too easy to say no via email, shows lack of confidence, misses opportunity for dialogue.

Right approach: Always request in-person (or video call if remote). Email is only for scheduling meeting or following up after conversation.

Mistake #5: Not Having Specific Number

Wrong approach: “I’d like a significant raise” or “Whatever you think is fair”

Why it fails: Shows you haven’t done homework, gives all negotiating power to employer, likely results in lower offer.

Right approach: Always have specific, researched number ready.

Mistake #6: Apologizing or Being Overly Tentative

Wrong approach: “I’m sorry to bother you, but I was maybe thinking I might possibly deserve a small raise?”

Why it fails: Undermines your case before you start, shows lack of confidence in your value.

Right approach: Be direct, confident, and professional. You’re not asking for a favor – you’re discussing appropriate compensation for value delivered.

Mistake #7: Giving Up After First No

Wrong approach: Manager says no, you accept it and never bring it up again.

Why it fails: Many “no”s are really “not right now” or “you haven’t convinced me yet.”

Right approach: If they say no, get clarity on why, what would need to change, and when to revisit. Then execute on that plan.

14. Frequently Asked Questions

Q: How often should I ask for a raise?

A: Standard timeline: once per year, typically at annual review. However, you can ask sooner if:

• You’ve taken on significantly new responsibilities
• You’ve delivered exceptional results
• You discover you’re significantly underpaid relative to market
• You were promised a review after probation period and it hasn’t happened

Don’t ask more frequently than every 12 months unless circumstances have genuinely changed dramatically.

Q: What if I just started this job 6 months ago?

A: Generally, wait at least 12 months before asking for raise unless:

• You discover you’re significantly underpaid (20%+ below market)
• Your role has expanded dramatically beyond what was described
• You were promised salary review after probation period
• You’ve delivered exceptional, quantifiable results

If you must ask before 12 months, be prepared for pushback and have exceptional justification.

Q: Should I mention that I have another job offer?

A: Only if you’re genuinely willing to leave and the offer is real. This is high-risk strategy. Better approach: if you have outside offer that pays significantly more, just take it. Using it as leverage often damages relationships even if they counter-offer, and they may start planning your replacement.

Q: What if my company has a “no raises this year” policy?

A: Ask about:

• When policy will change
• Whether exceptions are ever made
• Alternative compensation (bonus, extra PTO, professional development budget, title change)
• Whether promotion to new role would allow salary adjustment

Document their response and revisit when they indicated.

Q: How do I ask for a raise when working remotely and haven’t seen my manager in person in months?

A: Video call is acceptable substitute for in-person. Schedule dedicated meeting (not piggyback on other call). Make sure you have strong internet connection, quiet environment, and professional setup. The script and approach are identical to in-person conversation.

Q: Is it better to ask for a raise or a promotion?

A: Depends on your situation:

• Ask for raise if: You’re doing good work in current role, underpaid relative to market, expanded responsibilities within current role
• Ask for promotion if: You’re consistently operating at higher level, ready for new title and responsibilities, current title doesn’t reflect what you actually do

Sometimes asking for both is appropriate: “My responsibilities have grown beyond [current title], so I’d like to discuss both updating my title to [new title] and adjusting compensation accordingly.”

Q: What if I’m happy with my salary but want to keep pace with inflation?

A: You still need to ask. Standard 3-4% annual increases barely keep pace with inflation. If you don’t ask, many companies will give minimal increase or none. Frame it as: “I’d like to ensure my compensation keeps pace with my growing contributions and market rates” rather than just inflation.

Q: Can I ask for a raise if my performance review was only “meets expectations”?

A: “Meets expectations” typically means you’re doing your job well – that should still warrant standard increase (3-4%). However, if aiming for larger raise (7-10%+), you need “exceeds expectations” level performance. If your review was merely “meets,” focus first on improving performance, then ask for raise in 3-6 months after demonstrating excellence.

Q: What if my boss says “we’ll see” or gives vague response?

A: Don’t accept vagueness. Respond: “I appreciate you considering this. To help me plan, can you give me a more specific timeline? Should I follow up in two weeks, a month? And is there any additional information you need from me to make this decision?”

Pin them down to specific next steps and timeline.

Q: Should I accept a counter-offer if I get one after giving notice?

A: Generally no. Statistics show 80%+ of people who accept counter-offers leave within 12 months anyway. Why?

• Nothing changed except you threatened to leave
• Employer now sees you as flight risk
• You already mentally left
• Underlying reasons you were leaving still exist

Better strategy: Get appropriate compensation before you’re job searching.

Q: How do you politely ask for a salary increase?

A: The polite way to learn how to ask for a raise starts with requesting a meeting rather than ambushing your manager. Email: “I’d like to schedule 30 minutes to discuss my compensation and performance. Do you have availability next week?” This gives your manager time to prepare and check budget information. During the meeting, use professional framing: “I’d like to discuss my salary. Based on my research and contributions over the past [timeframe], I believe a salary increase is appropriate.” Focus on your value and market data, not personal financial needs. Thank your manager for considering your request regardless of the immediate answer, and ask about next steps if they need time to decide. Politeness doesn’t mean being timid – it means being professional, prepared, and respectful of the process while still advocating clearly for the raise you deserve.

Q: What is the best wording to ask for a raise?

A: The best way to ask for a raise uses specific language that combines appreciation, evidence, and a clear request. Here’s effective wording: “I appreciate the opportunity to discuss my compensation. Over the past [timeframe since your last raise or review], I’ve consistently delivered results including [specific achievement #1 with numbers], [achievement #2 with metrics], and [achievement #3 with outcomes]. Based on my salary research on Glassdoor and industry sources, professionals in similar roles with my level of experience typically earn [salary range]. Given my performance and market rates, I’m requesting a salary increase to [specific amount]. What are your thoughts?” This wording works because it: thanks your manager, provides concrete evidence, references market data, makes a specific ask, and opens dialogue. The best wording to say when asking avoids vague requests like “I’d like a raise” or emotional appeals like “I really need more money” – instead, it treats the raise discussion as a professional business conversation backed by facts.

Q: Is asking for a 20% raise too much?

A: Whether asking for a 20% pay raise is too much depends on your specific situation, not just the percentage. A 20 percent raise is typically justified when: (1) You’re significantly underpaid relative to market rates based on thorough salary research – for example, similar roles pay $90,000 but you earn $75,000, (2) You’ve taken on dramatically expanded responsibilities that essentially constitute a promotion without the title or pay adjustment, (3) It’s been multiple years since your last raise and you’re catching up for several years of growth, or (4) You have a competing offer for 20% more and your company wants to retain you. However, a 20% increase is aggressive for a standard annual raise at most companies. The average salary increase for good performers is typically 3-7% annually. If you’ve done excellent work and want a raise this large, you need exceptionally strong documentation of your value you bring to the company and clear salary data showing you’re underpaid. Be prepared to negotiate – you might request 20% but settle for 12-15%, which would still represent a meaningful pay increase. If your research supports 20%, ask for it, but frame it around market correction rather than arbitrary percentage: “Based on my research and contributions, I should be earning [amount], which represents approximately a 20% increase from my current salary.”

Q: Is a 3% yearly raise good?

A: A 3% yearly raise is fairly standard but whether it’s “good” depends on several factors. In terms of market norms, 3% is close to the average salary increase most companies give performers who meet expectations – typically companies budget 2-4% for annual merit increases. From a cost of living perspective, 3% roughly keeps pace with inflation in low-inflation years, meaning your purchasing power stays approximately flat rather than growing. However, 3% isn’t good if: (1) You’ve delivered excellent work and gone above and beyond expectations (top performers typically get 5-10%), (2) You’ve taken on significantly more workload or responsibilities, (3) People in your field with your experience are typically seeing larger increases, or (4) It’s been multiple years since you got more than 3%. If you’ve received 3% for several consecutive years without any larger increases, you’re falling behind the earning trajectory you should be on. Consider asking for a higher salary increase when you’ve demonstrated exceptional performance, expanded your role significantly, or have salary data showing your compensation has fallen below market rates. A 3% raise is acceptable for meeting expectations in a stable role, but if you want to earn a raise that meaningfully advances your career and compensation, you need to make your case for a larger pay raise – typically 7-10% for strong performers or 15%+ when taking on substantially more responsibility. The best way to ask for more than 3% is to come prepared with evidence of your contributions to the company and salary research supporting a higher increase in salary.

Q: How do I prepare for a salary negotiation with specific numbers?

A: To prepare for a salary negotiation effectively, you need three sets of numbers ready: market data, your contribution metrics, and your target salary. First, gather salary data from Glassdoor, PayScale, and industry-specific sources showing what people in your field with similar roles and your level of experience actually earn. Document the average salary range (low, median, high) from at least three sources. Second, quantify your contributions since your last salary review: revenue you generated, costs you saved, projects you delivered, or measurable improvements you created. Write these as: “I [specific action] which resulted in [specific outcome with number].” Third, calculate your target: if market research shows you should earn $85,000 but you currently make $75,000, your target might be $82,000 (accounting for tenure and room to negotiate). When you want to ask for a raise, bring this documentation: “Based on salary research from Glassdoor and [other source], similar positions with my experience pay $80,000-$90,000. Since my last salary increase, I’ve delivered [achievement with numbers]. Given this, I’m requesting a salary increase to $82,000.” Preparing specific numbers transforms the raise discussion from subjective opinion to objective data, which makes it much easier to get a raise you deserve.

Q: What should I do if my salary request is denied due to budget constraints?

A: When your salary request is denied because of budget limitations, the key is turning a “no” into a “not yet” with concrete next steps. First, clarify if this is truly a budget issue or if budget is a polite way of saying performance concerns exist. Ask: “If budget weren’t an issue, would my performance and contributions justify this increase?” If yes, you’re dealing with timing and money, not performance. Second, get specific about when budget will be available: “When does our next budget cycle begin, and can we revisit this conversation then?” Mark your calendar for 2-3 months before that date to bring it up again. Third, ask what you can do to position yourself for the raise in the future: “What specific goals or metrics should I achieve to make this salary increase possible when budget allows?” Document these goals in an email summary. Fourth, explore non-monetary compensation while waiting: additional vacation days, flexible work arrangements, professional development budget, or a more senior title. Finally, ask for a written commitment: “Can we agree to review this again on [specific date] assuming I’ve continued performing at this level?” If your manager won’t commit to any timeline or alternatives, that’s information – it might not truly be a budget issue, or the company may not value you as much as you thought. Use this time to continue delivering excellent work while also passively exploring what other opportunities might offer you the higher salary your salary research suggests you should earn.

Q: Should I discuss my salary during my performance review or separately?

A: Whether to discuss your salary during your next performance review or schedule a separate meeting depends on your company’s review process and your specific situation. If your company has a formal process where raises are discussed during annual reviews, align with that system – bring up salary during the review itself. However, if you want to ask for a raise outside the standard review cycle – perhaps because it’s been a year since your last raise, you’ve taken on significant new responsibilities, or you’re underpaid relative to market – schedule a separate salary discussion. The advantage of a separate meeting is it makes your raise request feel deliberate rather than opportunistic, and it gives your manager time to prepare budget information without being surprised during a performance review. The best approach: if your performance review is 2-3 months away, wait and prepare thoroughly to discuss salary during that review. If it’s 6+ months away, or if you have a compelling reason (major achievement, new responsibilities, market data showing significant underpayment), request a dedicated salary review meeting. When you ask your manager for this meeting, be clear about the purpose: “I’d like to schedule time to discuss my compensation based on my contributions and market research. Do you have 30 minutes available in the next two weeks?” This clarity helps your manager prepare properly and shows you’re serious about the raise discussion. Regardless of timing, treat learning how to ask for a raise as a separate skill from discussing performance – they’re related but distinct conversations.

Q: How do I know if I’ve done enough excellent work to earn a raise?

A: You’ve done excellent work worthy of a raise when you can answer “yes” to most of these questions: Have you consistently exceeded the core requirements of your job description? Have you taken on additional responsibilities beyond your original role without being asked? Have you delivered measurable results – increased revenue, reduced costs, improved efficiency, or solved significant problems? Have you received positive feedback from your manager, colleagues, or clients specifically about the value you bring to the company? Have you maintained this high performance level for at least 6-12 months (not just one exceptional month)? Have you developed new skills that make you more valuable? If you can document specific examples for 3-4 of these areas with numbers and outcomes, you’ve likely earned a raise. However, “excellent work” alone isn’t sufficient – you also need to make your case effectively. Many high performers never get the raise they deserve because they assume good work speaks for itself. It doesn’t. Even when you’ve gone above and beyond, you must learn how to ask for a raise properly: gather your evidence, research market rates, and present your case professionally. The question isn’t just “Have I earned this?” but “Can I demonstrate that I’ve earned this?” Both the performance and the communication matter. If you’re unsure whether your work justifies a raise, start by asking for feedback: “What level of performance and contribution would justify a salary increase in your view?” This helps calibrate expectations before you formally want a raise. When you’re going to ask for your raise with confidence, remember that a salary raise isn’t just about asking for more – it’s about demonstrating raise based on concrete evidence. Some people hesitate to ask for a pay increase because they worry about seeming presumptuous, but if you’ve met the criteria above, you’ve earned it.

15. Conclusion: Schedule Your Raise Conversation This Week

You now have everything you need to ask for the raise you deserve.

What you’ve learned in this guide:

You understand why most people never ask for raises – fear of rejection, not knowing what to say, hoping it happens automatically – and why those barriers are surmountable with the right preparation and script.

You know when to ask for maximum success – annual review periods, after major achievements, after expanding responsibilities, or after 12-18 months in role – and when to avoid asking.

You’ve learned how to research market rates and calculate your target number using data from multiple sources, positioning yourself at the appropriate point in the market range based on your performance and experience.

You have the complete 30-day preparation process: market research and documentation in week 1, building your case in week 2, practicing in week 3, and executing the conversation in week 4.

You have the proven word-for-word script that works: the opening that sets positive tone, the value presentation with three specific achievements, the market context, the specific ask, and how to close professionally.

You know exactly how to respond to every possible answer – yes, no, maybe, counter-offer, or budget freeze – with specific language for each scenario.

You have the follow-up strategy to maintain momentum and the action plan if they say no, including when to stay and work toward yes versus when to start job searching.

Here’s what happens if you don’t take action:

A year from now, you’ll still be earning the same salary or maybe 2-3% more. You’ll watch as colleagues who negotiated get larger increases. You’ll be frustrated, underpaid, and wishing you’d asked. Two years from now, the compounding effect of not asking will have cost you $10,000-$30,000 in total compensation. Five years from now, that missed raise will have cost you six figures in lifetime earnings.

Here’s what happens if you do take action:

Best case: You follow this guide, prepare thoroughly, deliver the script confidently, and get the full raise you requested or close to it. Your salary increases by $5,000-$15,000 annually, which compounds over your career into hundreds of thousands of dollars in additional lifetime earnings. Your confidence grows. You’ve proven you can advocate for yourself. You feel valued.

Middle case: You ask and get a partial increase or they commit to revisiting in 3-6 months. You’ve established that you know your worth, you’ve opened the conversation about appropriate compensation, and you’ve set the stage for future raises. Even a smaller increase today (5-7%) compounds over time.

Worst case: They say no, but you get clarity on what it would take to earn yes. You either work toward those goals and return successfully, or you realize this company won’t pay you fairly and you start searching for better opportunity. Either way, you’re in better position than if you never asked.

All three outcomes are better than staying silent and staying underpaid.

Your Action Plan (Start This Week):

Today (Next 2 Hours):

• Start the 30-Day Preparation Process (Week 1, Days 1-2: Market Research)
• Research market rates on Glassdoor, PayScale, and 3 other sources
• Calculate your target number
• Commit to asking within 30 days

This Week (Next 7 Days):

• Complete Week 1 of preparation: finish market research, document achievements
• Start building your value document with specific achievements and numbers
• Calculate exactly how much to ask for
• Begin drafting your script

Next 2 Weeks:

• Complete Weeks 2-3: finish value document, practice script minimum 5 times
• Practice with friend, partner, or record yourself
• Prepare responses to different scenarios
• Build your confidence

Week 4:

• Schedule meeting with manager (“I’d like to discuss my performance and compensation”)
• Review all documentation one final time
• Have the conversation using your practiced script
• Send follow-up email within 24 hours

The Critical Truth About Asking for Raises:

Getting paid what you’re worth isn’t about luck or having a generous boss. It’s about:

• Knowing your market value
• Documenting your results with numbers
• Asking confidently with a clear case
• Persisting if the first answer is no
• Being willing to walk if they won’t pay fairly

Thousands of people get raises every week using these exact principles. The difference between them and people who don’t isn’t talent, value, or performance – it’s that they asked and they asked effectively.

My Final Challenge to You:

Don’t save this guide to read “someday when the timing is right.” The timing will never feel perfect. Don’t wait until you’re desperate or already job searching. Don’t hope your boss notices your hard work without you saying anything.

Do this instead:

Right now, before you close this page, take one of these actions:

• Open your calendar and block time this week to start market research
• Create a document titled “[Your Name] Raise Preparation” and list your first three achievements
• Draft an email to your manager requesting a 30-minute meeting next week
• Calculate your target salary using the formulas in this guide

Take one action in the next 60 minutes. Not tomorrow. Not next week. Right now.

Then tomorrow, take the second action. Next week, practice the script. In 30 days, have the conversation.

The distance between being underpaid and being fairly compensated is crossed by asking. The question is: will you ask?

Your raise conversation – the one that increases your salary by $5,000, $10,000, or $15,000 annually – starts this week.

Make the decision. Schedule the meeting. Prepare your case. Ask for what you’re worth.

Your path to fair compensation starts now.

16. About FinanceSwami & Important Note

FinanceSwami is a personal finance education site designed to explain money topics in clear, practical terms for everyday life.

Important note: This content is for educational purposes only and does not constitute personalized financial advice.

17. Keep Learning with FinanceSwami

If this guide helped you prepare to ask for a raise and advocate for yourself professionally, there’s more I want to share with you.

I write comprehensive, beginner-friendly guides on career growth, income building, side hustles, financial planning, and wealth creation. Everything I create follows the same philosophy as this guide: practical, honest, actionable, and designed for real people working toward real financial goals.

You can explore more articles on the FinanceSwami blog where I break down complex career and money topics into clear strategies you can implement immediately.

If you prefer video content, I also explain career advancement strategies, income growth tactics, and personal finance concepts on my YouTube channel, using the same direct, practical teaching approach you found in this guide.

You’re not alone in building your career and income. I’m here to help every step of the way with clear, actionable guidance.

Now go research your market rate. Document your achievements. Practice your script. Schedule that meeting.

Your raise conversation starts this week.