- You will learn how to prepare a clear, evidence-based case for a raise
- You will have scripts for asking and responding to common employer replies
- You will learn when to ask and how to handle timing and backup plans
- You will gain negotiation tactics that keep the conversation professional and confident
Asking for a raise can feel intimidating, but a step-by-step plan makes it manageable and effective. This guide shows how to ask for raise by preparing evidence, choosing timing, using clear scripts, and handling common pushback so you leave the meeting confident and organized.
Step-by-Step Guide
Gather your evidence (how to ask for raise)
Collect specific examples of your contributions and measurable results from the last 12 months, such as projects completed, revenue influenced, cost savings, or process improvements. Focus on outcomes you controlled and include dates, numbers, and any positive feedback from clients or coworkers so your case is concrete.
Create a concise one-page summary and a short bulleted list you can share in the meeting, and attach supporting documents like performance reviews or customer emails to show credibility. Keep this evidence factual and avoid vague language, so your manager can quickly see the value you added.
Expect that your manager may ask clarifying questions about each example, and be ready to explain your role without oversharing; keep answers focused on your contribution and the impact to the team or company.
- Track accomplishments in a running document so you don’t forget details before the meeting
- Include at least two quantitative items, like time saved or percent increase in output
- Bring one or two supporting emails or a recent performance review to share if asked
Research market context and timing
Check external pay ranges for similar roles and the internal pay structure if available, so you understand what is reasonable to request. Use reliable salary sites or company data channels, and note any recent raises or budget cycles at your company to pick realistic expectations.
Pick a good moment to ask, such as after a successful project, during performance review season, or when budgets are being planned, and avoid times when the company is announcing layoffs or poor results. Aim to request a meeting at least two weeks after a major win so your contribution has had visible impact, and schedule a private one-on-one rather than bringing it up informally.
If your role is newly expanded or you took on extra responsibilities, document the new duties and compare them to the job description to justify a pay adjustment rather than a lateral title change.
- Look up 2-3 salary sources to form a reasonable range you can reference
- Time your request within one month after a clear win or successful deliverable
- If you don’t have internal data, ask HR hypothetically about pay bands before making a formal request
Request the meeting and set the agenda
Send a short, professional calendar invite that states the purpose as a compensation discussion, and offer two time options to make scheduling easy. Keep the message neutral and factual, for example: “I’d like to schedule 30 minutes to review my role and compensation based on recent responsibilities and results.
” This sets expectations and gives your manager time to prepare. Prepare a one-page memo to share during the meeting that summarizes your accomplishments, market research, and your target salary or range, plus a preferred outcome and acceptable alternatives such as more vacation or a title change.
Bring hard copies or a shareable digital file and plan to present it verbally in about five minutes, keeping the rest of the time for dialogue. Anticipate that your manager may need time to consult HR or leadership, and state at the end of the meeting when you expect a decision or a next check-in so there is clear follow-up.
- Keep the invite subject concise and professional, avoid emotional language
- Send the agenda 24 hours before the meeting so your manager can prepare
- Propose a follow-up timeline in the invite to avoid open-ended waits
Use clear scripts during the conversation (how to ask for raise)
Start by thanking your manager for their time, then present your one-page summary and lead with the strongest achievement and its impact on business outcomes. Use a script like: “I’d like to discuss my compensation.
Over the past year I led X, which resulted in Y, and based on market data and my expanded responsibilities, I am requesting a salary of [range]. ” This keeps the conversation focused and professional.
If your manager pushes back, use response scripts that keep the tone collaborative, for example: “I understand budget constraints, can you help me understand what milestones I should hit to qualify for this increase and a timeframe for review? ” That shifts the talk to next steps and makes expectations clear.
Avoid apologizing for asking or oversharing personal financial needs; focus on your performance and market context so the discussion remains job-related and results-oriented.
- Practice your script out loud until it feels natural and concise
- Lead with one strong data point, then mention other supporting items only if asked
- Keep your requested range anchored to your market research, not to personal need
Handle outcomes and follow-up professionally
If you receive the raise, confirm the details in writing including effective date and any new responsibilities or title changes, and thank your manager for the support. If the answer is a partial increase, a deferred raise, or non-monetary compensation, ask for a written plan with measurable milestones and a target review date so you have a clear path forward.
If the request is denied, stay calm and request specific feedback and a timeline for reassessment, for example: “What targets should I meet in the next six months to be considered for this increase? ” Record the agreed milestones and follow up by email to create accountability.
If internal options are exhausted and compensation remains below market after attempts to negotiate, evaluate your options privately, update your resume, and consider discreetly exploring the market with the goal of making an informed career decision rather than reacting emotionally.
- Always follow up with a summary email within 24 hours to confirm next steps
- If granted a non-monetary perk, quantify its value so you can compare it to a salary increase
- Set calendar reminders for agreed milestone check-ins so nothing gets forgotten
Common Mistakes to Avoid
Pro Tips from Experts
Practice the script with a friend or mentor and role-play tough responses to build confidence and reduce nerves
If negotiation stalls on salary, negotiate for measurable non-salary items like a performance bonus, training budget, or an agreed promotion timeline
Keep a running achievements log with dates and outcomes so you can pull an updated summary any time you need it
If your manager needs to consult others, offer to draft the follow-up email summarizing your points to make it easier for them to move the request forward
Asking for a raise becomes manageable when you prepare evidence, pick the right time, use clear scripts, and set follow-up steps. Take small actions now: document achievements, schedule the meeting, and practice your pitch so you approach the conversation with confidence.
You have a clear plan, so pick one next step and schedule your meeting this week.
Overview: Prepare, Pitch, and Follow Up
Asking for a raise succeeds when you treat it like a small business case: prepare data, present logic, and close with a clear ask. Start by researching market pay for your role and location.
For example, use 2–4 sources (Glassdoor, LinkedIn Salary, Bureau of Labor Statistics) and calculate a market range; if your role’s midpoint is $80,000 and you earn $68,000, your target ask could reasonably be 10–20% to reach midpoint. Next, build a one-page achievement summary that lists measurable wins from the past 12–18 months: revenue you helped generate (e.
g. , $150K), cost reductions (e.
g. , cut vendor costs by 18%), efficiency gains (reduced processing time from 5 days to 2), or improved satisfaction scores (+12%).
Use numbers and dates so your manager can verify quickly.
Schedule a dedicated 30-minute meeting labeled "Compensation Discussion" rather than bringing it up casually. Begin with a concise script: "I’d like to discuss my compensation based on the results I’ve delivered and the market data I’ve found.
My target is $X, which is a Y% increase. " Always propose a specific figure or range, not vague requests.
If the answer is "no" or "not now," request a timeline and specific milestones (e. g.
, achieve a 15% increase in sales within 6 months). Then follow up with a written summary and calendar reminders.
Actionable takeaway: gather at least 3 market sources and 5 quantified achievements before you request a meeting.
Subtopics: Research, Timing, Script, and Alternatives
Break the raise process into four focused subtopics so you stay organized and persuasive.
1) Research and Benchmarking
- •Collect 3 salary sources and compute a realistic target range (low, midpoint, high).
- •Adjust for location and level: add 5–10% for high-cost cities, or subtract 3–5% for small companies.
- •Example: Role midpoint $95K; target ask = $95K–$105K (10%–11% increase) if underpaid.
2) Timing and Internal Signals
- •Best times: after a big win, during performance reviews, or when budget planning occurs (often Q4).
- •Avoid asking during layoffs or company-wide cuts.
- •Aim to request 4–6 weeks before salary-cycle decisions.
3) Conversation Script and Evidence
- •Start: "I’d like to discuss my compensation based on recent results."
- •Evidence checklist: revenue impact, projects shipped, client retention %, and peer feedback.
- •Example line: "In the past 12 months I increased repeat business by 22%, adding $120K in recurring revenue. I’m asking for $X to reflect that contribution."
4) Alternatives and Negotiation Levers
- •If salary isn’t possible, propose a bonus, stock options, title change, or flexible schedule.
- •Quantify alternatives: request a $5K performance bonus or 2,000 stock options vesting over 2 years.
- •Prepare a BATNA: what you will accept and when you will revisit.
Actionable takeaway: create a one-page packet with benchmarks, 5 quantified wins, and a single clear ask before you meet.
Resources: Tools, Templates, and Practice
Use these concrete resources to build a data-backed case and practice your delivery.
Salary data and benchmarking
- •Glassdoor, LinkedIn Salary, Payscale: pull 3 data points and average them.
- •Bureau of Labor Statistics: for industry-level ranges and location adjustments.
- •Cost-of-living tools: adjust target by 5–15% for major metro areas.
Metrics and evidence templates
- •Achievement bullet template: "[Action] -> [Metric] -> [Timeframe]": e.g., "Automated reporting -> cut monthly close by 40% -> Q1–Q4 2025."
- •Impact spreadsheet: columns for project, start/end dates, metric before/after, dollar impact.
Scripts and email templates
- •Meeting request email: short subject "Compensation discussion" and two-line body asking for a 30-minute slot.
- •Opening script: keep 2–3 sentences ready, then present 3 key metrics.
Practice and coaching
- •Role-play with a mentor or use a 60-minute mock negotiation session with a coach; aim for 3 practice rounds.
- •Record one practice on your phone to check tone and pacing.
Further reading and communities
- •Book suggestions: negotiation books focused on practical tactics (look for titles on salary negotiation).
- •Online forums: career subreddits and professional Slack channels for role-specific benchmarks.
Actionable takeaway: download salary data from 3 sources, complete the achievement spreadsheet, and run at least 2 mock conversations before your meeting.