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

Before You Ask: Do You Deserve a Raise?

Be honest with yourself. Asking for a raise isn't about tenure ("I've been here 2 years!") or need ("My rent went up!"). It's about value delivered.

You deserve a raise if:

You've taken on significantly more responsibilities
You've consistently exceeded performance expectations
You've delivered measurable results (revenue, cost savings, efficiency gains)
You're underpaid compared to market rates for your role
It's been 12-18+ months since your last raise (and you've grown)

You probably don't deserve a raise if:

You're just meeting expectations (not exceeding them)
You've been there less than a year
You recently got promoted or a raise
Your company is in financial trouble or doing layoffs
Your performance has been inconsistent or below average

Step 1: Do Your Research

Never ask for a raise without data. Use these resources to determine your market value:

Glassdoor, Levels.fyi, Payscale: Look up your exact role, location, and experience level
Industry reports: Robert Half, LinkedIn Salary Insights, Dice (for tech roles)
Your network: Ask peers (anonymously) what they earn in similar roles
Recruiters: Reach out to ask what similar roles pay in the current market

Calculate the midpoint of the market range for your role. If you're below that, you have a strong case. If you're at or above it, you'll need exceptional performance to justify more.

Step 2: Document Your Wins

Build a "brag document" with specific, quantifiable accomplishments from the past 6-12 months.

Good Examples:

"Increased sales by 25% year-over-year, adding $500K in revenue"
"Reduced customer support response time from 48 hours to 12 hours"
"Led a project that saved the company $100K annually"
"Mentored 3 junior team members, all of whom were promoted"
"Took ownership of [new responsibility] without additional headcount"

Weak Examples (Avoid):

"I work really hard"
"I'm a team player"
"I've been here 2 years"
"Everyone else got a raise"

Step 3: Determine Your Ask

Based on your research and performance, decide on a specific number.

Standard annual raise: 3-4% (cost of living / performance-based)
Strong performance raise: 5-10%
Promotion or major role expansion: 10-20%
Market correction (you're significantly underpaid): 15-30%

Pro tip: Ask for slightly more than your target (e.g., 12% if you want 10%). This gives room for negotiation.

Step 4: Pick the Right Time

Timing matters. Ask when you have leverage and the company has budget.

Best times to ask:

After a major win: You just shipped a big project or hit a key milestone
During performance reviews: Annual or mid-year reviews are built for this
Before budget planning: If your company sets budgets in Q4, ask in Q3
When you have an outside offer: (Use carefully — this can backfire)
After taking on new responsibilities: Your role has expanded without a title or pay change

Bad times to ask:

During layoffs, hiring freezes, or financial struggles
Right after you made a major mistake
Less than 6 months after your last raise or promotion
When your manager is overwhelmed or dealing with personal issues

Step 5: Schedule the Conversation

Don't ambush your manager. Give them a heads-up so they can prepare.

EMAIL TEMPLATE:

Subject: Request for 1:1 - Compensation Discussion

Hi [Manager],

I'd like to schedule some time to discuss my compensation. I've been reflecting on my contributions over the past [time period] and would love to have a conversation about my salary.

Could we set aside 30 minutes in the next week or two?

Thanks,
[Your Name]

Step 6: Make Your Case (The Conversation)

Keep it professional, confident, and data-driven. Here's the structure:

Opening (30 seconds)

"Thanks for making time for this. I wanted to discuss my compensation. I've really enjoyed working on [project/team], and I'm excited about what we're building. I've been here [time period] and have taken on [new responsibilities]. Based on my performance and market research, I'd like to discuss a salary adjustment."

Your Case (2-3 minutes)

Present your wins (from Step 2) and market data (from Step 1). Be specific and confident.

"Over the past year, I've [accomplishment 1], [accomplishment 2], and [accomplishment 3]. I've also taken on [new responsibility] without additional support. Based on my research using Glassdoor and Payscale, the market rate for this role in [city] is $X-$Y, and I'm currently at $Z. I'm asking for a raise to $[Your Ask]."

The Ask (10 seconds)

"I'd like to propose a [X%] increase to $[specific number]. Does that feel reasonable based on my performance and market data?"

Listen and Respond

Your manager might say yes, no, or "let me think about it." Stay calm and professional regardless of the response.

How to Handle Common Responses

"We don't have budget right now."

Your response: "I understand. Is there a specific time when budget will be available? Can we revisit this in [3 months / Q2]? In the meantime, is there a performance target I can hit to make this a priority?"

"Your ask is too high."

Your response: "I appreciate the feedback. What number did you have in mind? I'm open to discussing this, but I want to make sure we're aligned on market rates and my contributions."

"You just got a raise 6 months ago."

Your response: "That's true, but my role has changed significantly since then. I'm now responsible for [new responsibilities], which wasn't part of my previous scope. I'd like to discuss adjusting my compensation to reflect that."

"We'll review this at your annual review."

Your response: "I'd prefer not to wait until then. Can we set a specific date to revisit this conversation? I want to ensure we're on the same page about my performance and compensation."

If They Say No (And Mean It)

If you get a hard no, you have three options:

Ask what you need to do to earn it: "What would I need to accomplish for you to approve a raise in 6 months?"
Negotiate other benefits: More PTO, remote flexibility, professional development budget, equity
Start looking elsewhere: If you're underpaid and they won't fix it, the fastest raise is a new job

Reality check:

The average raise is only 3.6%. If you want a 10-20% bump, you'll often need to change jobs. External hires are frequently paid more than internal employees for the same role.

Follow Up in Writing

After the conversation, send a summary email to document what was discussed.