Getting a raise can feel intimidating. Many employees work hard, achieve great results, and yet hesitate when it comes to asking for more money. The truth is, most companies don’t hand out raises automatically — you often need to ask and justify it.
The good news? With the right approach, preparation, and timing, you can boost your chances of success. Let’s break it down into 5 simple, actionable steps you can follow.
Step 1: Do Your Research
Before you ever ask for a raise, you need to know what’s realistic. Walking in blind is one of the fastest ways to get a “no.”
- Check market salaries. Use tools like Glassdoor, PayScale, or LinkedIn Salary to see what people in your role and location typically earn.
- Look at internal factors. Some companies have pay bands, grade levels, or budget cycles that determine when raises are possible. Try to understand these limits.
- Compare experience. Think about your own skills, years of experience, and performance. Are you at the top, middle, or just starting out compared to peers?
This research gives you two things: confidence in your ask and a clear number (or range) to aim for. Instead of saying, “I’d like a raise”, you’ll say, “Based on market benchmarks, I believe my role should pay closer to $70,000.”
That’s a much stronger case.
Step 2: Build Your Case with Evidence
Getting a raise isn’t about what you want. It’s about the value you bring to the company.
Think like your boss: what proof do they need to justify giving you more money?
Collect your wins:
- Major projects you’ve completed
- Revenue you’ve helped generate or costs you’ve saved
- Problems you’ve solved or processes you’ve improved
- Positive feedback from clients, managers, or teammates
Keep a running record of these achievements throughout the year. This turns vague statements like, “I’ve been working hard” into concrete ones like:
“Over the last 12 months, I’ve led three projects that increased efficiency by 20%, saving the company $50,000.”
Use numbers where possible:
Metrics, percentages, and dollar amounts make your contributions undeniable. Managers love specifics.
Think of this step as building your “business case.” If you can show the company that you’re worth more than what they’re paying, you’re making it easy for them to say yes.
Step 3: Choose the Right Timing
Even the best pitch can fail if you ask at the wrong time. Timing is half the battle.
- Company calendar matters. Raises often happen during performance reviews or annual budget planning. If you know when these happen, plan ahead.
- Consider business performance. If your company just announced layoffs or is struggling financially, it’s probably not the best moment.
- Personal timing counts. Have you just completed a big project, hit a major goal, or received positive recognition? Strike while the iron is hot.
A practical tip: schedule a meeting in advance. Don’t spring the conversation on your boss during a busy Monday morning. Request a sit-down where you can have their full attention.
Timing shows respect, but it also maximizes your chances of success.
Step 4: Practice the Conversation
You’ve done the research. You’ve gathered your evidence. Now you need to deliver it with confidence.
This is where practice pays off.
Structure your pitch:
- Start positive. Thank your manager for their support and highlight how much you’ve enjoyed contributing.
- Present your evidence. Share specific examples of your achievements.
- Make the ask. Clearly state the raise (or salary range) you’re seeking, based on your research.
- Stay open. End by showing you’re willing to discuss and listen.
Here’s a sample script:
“I really enjoy the work I’m doing and the opportunities I’ve had to contribute. Over the past year, I’ve taken on additional responsibilities and delivered results, such as [X, Y, Z]. Based on my performance and market benchmarks, I believe a salary adjustment to [$X] would reflect the value I bring. I’d love to discuss how we can make this happen.”
Practice with a friend:
Run through the conversation with someone you trust. This helps you refine your wording and reduce nerves.
And remember: confidence is key. If you sound unsure, your manager will be too.
Step 5: Be Ready for “Yes,” “No,” or “Not Yet”
Not every raise request will get an immediate “yes.” That’s okay — what matters is how you handle the outcome.
If it’s a yes:
Celebrate, thank your manager, and keep proving you’re worth the investment.
If it’s a no:
Stay calm. Ask constructive follow-up questions like:
- “What can I do to put myself in a stronger position for a raise?”
- “Are there skills I should develop to be considered next time?”
- “When would be a good time to revisit this conversation?”
This shows professionalism and sets you up for the future.
If it’s a not yet:
Sometimes budgets are tight, or timing is off. In this case, negotiate for non-financial benefits — more vacation days, flexible hours, training opportunities, or a one-time bonus.
The key is to treat the conversation as a negotiation, not a one-shot gamble. A “no” today doesn’t mean a “no” forever.
Extra Tips for Success
- Keep emotions in check. Stay professional and avoid ultimatums.
- Be realistic. Asking for a 50% raise out of nowhere won’t fly. Aim for 5–15% depending on context.
- Maintain performance. Don’t slack off once you start thinking about a raise. Keep showing your value right up to the conversation.
- Document everything. Email summaries of wins and responsibilities to your boss throughout the year. This makes your case undeniable.
Final Thoughts
Asking for a raise doesn’t have to feel like walking into battle. It’s a professional conversation about value — your value.
By researching the market, building a strong case, timing your request wisely, practicing your delivery, and handling the outcome with grace, you put yourself in the best possible position to succeed.
Remember: companies want to keep great employees. If you’re performing well, asking for a raise isn’t greedy — it’s fair.
So take these five steps, prepare with confidence, and go get the raise you deserve.
