If your pay no longer reflects your work or the market for your role, a conversation with your manager can help you understand what is possible. It can also clarify what would need to change before your compensation is reviewed again.
This guide will show you exactly how to ask for a raise: when to do it, how to prepare, what to say, and how to handle whatever response you get.
Why You Should Ask
A well-prepared request gives your manager a clear account of your contributions and the pay range you are seeking. They may agree, offer something different, or explain why a change is not possible now. If the answer is no, ask for the reason and a concrete path to revisit the discussion.
Outcomes depend on your role, employer, market, and circumstances. Treat any salary survey as context for your own case, not a promise of a raise.
When to Ask for a Raise
Timing matters. The same request can succeed or fail based on when you make it.
Best Times to Ask
After a major accomplishment. Just shipped a big project? Landed a major client? Exceeded your targets? Strike while the iron is hot. Your value is freshly demonstrated and top of mind.
During performance review season. This is when salary discussions are expected and budget decisions are being made. If your company reviews in January, have the conversation in December.
Before the budget cycle closes. Companies plan budgets in advance. If you wait until after the budget is set, there may genuinely be no money available, even if you deserve more.
When you've taken on more responsibility. If your role has expanded significantly, especially if you're doing work above your level, you have a strong case for compensation that matches your actual contributions.
When you have market leverage. If you've received an outside offer, or if your skills are in particularly high demand, your negotiating position is stronger.
When your compensation has not been reviewed for a while. If you have taken on more responsibility since the last review, ask how your employer evaluates pay and when the next decision can be made.
Worst Times to Ask
When the company is struggling. Layoffs, budget cuts, missed targets: these are not the moments to ask for more money. Read the room.
During a crisis or busy period. Your manager is stressed, distracted, and short on patience. Wait for calmer waters.
Right after receiving criticism. If you just got negative feedback, address the performance issues first. Asking for a raise immediately appears tone-deaf.
When your manager is having a bad day. Obvious, but worth stating: emotional state matters. Choose a moment when your manager is receptive.
How to Prepare
The difference between a successful raise request and an unsuccessful one often comes down to preparation.
Step 1: Research Your Market Value
Before you can argue you deserve more, you need to know what "more" means.
Resources for salary research:
- Glassdoor, Levels.fyi, LinkedIn Salary
- Payscale, Salary.com
- Industry-specific surveys
- Conversations with peers (where appropriate)
- Recruiters who reach out to you
What to look for:
- Salary ranges for your exact title and level
- Compensation in your geographic area
- Industry-specific variations
- Total compensation (not just base salary)
You want to walk in knowing: "People in my role, with my experience, in this market, typically earn $X to $Y."
Step 2: Document Your Accomplishments
Your manager is busy. They may not remember everything you've done. Make it easy by creating a clear record of your contributions.
What to document:
- Projects completed and their impact
- Revenue generated or costs saved
- Problems solved
- Positive feedback from colleagues, clients, or leadership
- Skills developed
- Responsibilities added
- Goals exceeded
How to quantify:
- "Increased conversion by 15%"
- "Reduced processing time from 3 days to 4 hours"
- "Managed a team of 5 through successful product launch"
- "Brought in $200K in new business"
These are examples, not results to copy into your own request. Use only figures you can verify and explain your contribution to them.
Step 3: Know Your Number
Decide in advance what you're asking for. Don't walk in vague.
Ground your request in a relevant salary range, your responsibilities, and your employer's compensation process. A fixed percentage cannot tell you what is appropriate for your role or location.
Have three numbers ready:
- Your target: What you actually want
- Your ask: Slightly higher than your target (gives room to negotiate)
- Your minimum: The lowest you'll accept
Make sure the amount you ask for is supported by the market data you found and the contributions you can document.
Step 4: Anticipate Objections
Think about what your manager might say and prepare responses:
| Objection | Your Response | |-----------|---------------| | "It's not in the budget" | "I understand. Can we discuss a timeline for when this could be revisited? What would I need to demonstrate?" | | "You haven't been here long enough" | "I appreciate that. However, my contributions in [time period] have included [specific achievements]. I'd like my compensation to reflect that impact." | | "Everyone would want one" | "I understand you can't give raises to everyone. I'm asking based on my specific contributions: [examples]." | | "The economy is tough" | "I understand the constraints. If salary isn't possible now, could we discuss other forms of compensation or a timeline for revisiting this?" | | "Your performance needs to improve in X area" | "That's fair feedback. If I address that, can we revisit compensation in [timeframe]?" |
Step 5: Practice
Rehearse your pitch until you can deliver it confidently. Practice with:
- A friend or family member
- A mirror
- A recording (to hear how you sound)
Pay attention to:
- Filler words ("um," "like," "you know")
- Hedging language ("I feel like maybe I might deserve...")
- Your tone (confident but not demanding)
- Your pace (slow enough to be understood)
The goal is to sound natural, prepared, and confident, not scripted or aggressive.
What to Say: Scripts That Work
Requesting the Meeting
Don't ambush your manager. Schedule a dedicated conversation.
Email template:
Subject: Request for 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 appreciate the opportunity to have a conversation about my salary.
Would you have 30 minutes available this week or next?
Thanks, [Your name]
The Conversation
Opening:
"Thank you for making time for this. I wanted to discuss my compensation because I believe my contributions have grown significantly, and I'd like my salary to reflect that."
Making your case:
"Over the past [time period], I've [specific accomplishments with metrics]. Based on my research, someone with my experience and responsibilities in this market typically earns between $X and $Y. I'm currently at $Z, and I'd like to discuss increasing my salary to $[target]."
If they ask why you deserve it:
"A few things: First, I've [accomplishment 1]. Second, I've [accomplishment 2]. Third, my role has expanded to include [new responsibilities]. I'm confident my work has delivered value, and I'd like my compensation to reflect that."
Closing:
"I'm committed to this team and to continuing to deliver results. I believe this adjustment would fairly recognize my contributions. What are your thoughts?"
Specific Scenarios
When you're underpaid relative to market:
"I've done some research on compensation for my role in this market, and I've found that the typical range is $X to $Y. I'm currently below that range at $Z. Given my performance and contributions, I'd like to discuss bringing my salary in line with the market, ideally to $[amount]."
When your responsibilities have increased:
"Over the past [time period], my role has expanded significantly. I'm now [list new responsibilities], which wasn't part of my original position. I'd like to discuss adjusting my compensation to reflect these additional responsibilities."
When you have an outside offer:
"I want to be transparent with you. I've received an offer from another company at $X. I'm not looking to leave. I value my work here and the team. But I wanted to discuss whether there's room to adjust my compensation, as I'd prefer to stay."
Note: Only use the outside offer approach if you're genuinely willing to leave. Using a fabricated offer as leverage is risky and can backfire.
Mistakes to Avoid
1. Not Asking at All
If you have a reason to seek a pay review, a clear request gives your employer a chance to respond. Ask for a specific amount and be ready to discuss the reasoning behind it.
2. Framing It Around Your Needs
Wrong: "I need a raise because my rent went up and I have student loans."
Right: "I'm asking for a raise because I've delivered significant value to the team, including [specific examples]."
Employers pay for value delivered, not bills owed. Keep the focus on what you've contributed.
3. Comparing Yourself to Colleagues
Wrong: "I know Sarah makes more than me, and I do just as much work."
Right: "Based on market data for my role and experience level, I believe a salary of $X would be appropriate."
If you use pay information from colleagues, respect their privacy and make sure you can explain why the roles and responsibilities are comparable. Market ranges and your own contributions can also support your request.
4. Making Threats
Wrong: "If I don't get this raise, I'll have to start looking elsewhere."
Right: "I'm committed to this team and want to continue contributing. I'm hoping we can find a compensation level that reflects that commitment."
Threats create adversarial dynamics and can backfire badly.
5. Talking Too Much
State your case, then stop. Silence is uncomfortable, but rambling after you've made your point can weaken your position or introduce new objections.
6. Accepting the First Response Immediately
If they say yes, great. If they say no or offer less than you asked, don't accept immediately. Say: "Thank you for considering this. Can I have a day to think it over?"
7. Focusing Only on Base Salary
If salary is truly maxed out, there may be room elsewhere: bonuses, equity, extra PTO, flexible work arrangements, professional development budget, or title changes.
8. Poor Timing
Asking during company turmoil, right after criticism, or when your manager is clearly stressed sets you up for failure.
What to Do If They Say No
A "no" isn't the end of the conversation. It's the beginning of a different one.
Get Clarity on Why
"I appreciate you considering this. Can you help me understand what's preventing a raise at this time? Is it budget constraints, or is there something about my performance you'd like to see improve?"
Establish a Path Forward
"What would I need to accomplish for us to revisit this conversation? Can we set a specific timeline, say in six months, to discuss this again?"
Get It in Writing
If your manager commits to revisiting compensation at a future date, follow up with an email:
"Thank you for the conversation today. I appreciate you explaining the current constraints. As we discussed, we'll revisit my compensation in [month] after I've [specific milestones]. Please let me know if I've captured this correctly."
Negotiate Alternatives
If salary isn't possible, ask about:
- One-time bonus
- Additional PTO
- Flexible work arrangements
- Professional development budget
- Better title
- Expanded responsibilities (as a path to future promotion)
Know When to Move On
If you're consistently underpaid, your requests are repeatedly denied without clear reasoning, and there's no path to improvement, it may be time to look elsewhere. Sometimes the best raise is a new job.
A Note on Gender and Negotiation
Do not assume a pay difference exists because someone failed to negotiate. Compensation decisions can be affected by factors outside an employee's control. If you suspect an unfair difference, ask for the pay range and decision criteria for your role, and consider seeking advice appropriate to your location and situation.
Strategies that help:
- Document your contributions and the pay range you found
- Practice explaining your request clearly
- Ask which criteria the employer uses to make pay decisions
- Follow up in writing so you have a clear record of what was discussed
- Advocate for transparent salary bands in your organization
The negotiation tactics in this guide work regardless of gender, but it's worth acknowledging that the playing field isn't perfectly level.
The Raise Checklist
Before the Conversation
- [ ] Researched market salary for your role
- [ ] Documented your accomplishments with metrics
- [ ] Determined your target, ask, and minimum numbers
- [ ] Prepared responses to likely objections
- [ ] Practiced your pitch
- [ ] Chosen appropriate timing
- [ ] Scheduled a dedicated meeting
During the Conversation
- [ ] State your case clearly and concisely
- [ ] Focus on value delivered, not personal needs
- [ ] Use specific examples and numbers
- [ ] Ask for a specific amount
- [ ] Listen to the response without interrupting
- [ ] Stay calm and professional regardless of outcome
- [ ] If no: ask about timeline and path forward
After the Conversation
- [ ] Send a follow-up email summarizing what was discussed
- [ ] Document any commitments made
- [ ] Set a calendar reminder for any agreed-upon follow-up date
- [ ] If denied: evaluate whether to stay or explore other options
Final Thoughts
Asking for a raise can feel uncomfortable, and the outcome is uncertain. A prepared conversation can still give you useful information about your pay and future opportunities.
You're not being greedy by asking to be paid fairly. You're not being difficult by advocating for yourself. You're doing what every professional should do: ensuring your compensation reflects your contributions.
Prepare thoroughly. Time it well. Make your case with confidence. And remember: you deserve to be paid what you're worth.
DYNIK's career insights include salary reference ranges by role and location: one more data point for the case you are building, not a substitute for the research above. See what is included or create a free account.
