You feel like you’ve been doing a great job at work. Your manager’s feedback confirms this feeling. You’ve even taken on new responsibilities. Now would be the perfect time to ask for that raise, right? But something always seems to get in the way.
Maybe you worry that asking for more money will come across as ungrateful. Maybe you're not sure you’ve done enough to justify it. Maybe you keep rehearsing the conversation in your head and it doesn't quite feel right. Or maybe you're afraid they'll say no, and absolutely no one wants to deal with that rejection.
We promise it’s worth it. Asking for a raise is a truly fantastic investment. If you receive a salary bump now it means you’ve raised the floor for your next negotiation, and your next one after that (and hopefully a few more, we know you deserve it!). But why do so many people fail to ask? Well, because it’s super uncomfortable.
This guide attempts to make this all a bit less uncomfortable. We’ll cover everything: when to ask, how to prep your case, exactly what to say (literally, word for word), and what to do when the answer isn't a clean yes.
When Is the Right Time to Ask for a Raise?
The timing matters almost as much as the ask. Here are the moments that work in your favor (and a few that don't).
After a clear win
If you just landed a major client, led a project that delivered real results, or received strong positive feedback, that's the moment to strike. Your value is top of mind, and the conversation has natural momentum.
Before your annual performance review
Most people wait for their review to find out if they're getting a raise. Don't make this mistake. By the time your review arrives, budget decisions may already be done. Request a separate conversation about your compensation a few weeks before the formal cycle begins, so you're part of the discussion before the numbers are set.
After taking on more responsibility
Have your duties grown significantly since your salary was last set? That's a legitimate case. If you're doing the work of a more senior role you should be paid for it.
When you have a competing offer (but be careful)
A competing offer is leverage, but it's a double-edged one. If you bring it up, be prepared to actually leave if the company can't match it. Using a fake offer as a bluff almost always backfires and damages relationships.
When you should wait
If your company just went through layoffs, had a rough quarter, or if your manager is navigating a crisis, now is the time to hold off. Asking for a raise in those moments signals a poor read of the room. Patience here is a strategy, not a surrender.
How to Build Your Case Before the Conversation
Not being able to explain your case is a non-starter. Here's how to arrive ready:
Know what you should be making
This is the classic ‘write it on a piece of paper and slide it over’ moment. Do your research so you know what your role pays in your market. Put an exact number on your value to the company. You know your worth, and make it easy for them to decide they agree.
Document your contributions in concrete terms
Let’s be realistic, your manager probably doesn't remember everything you've accomplished this year, so go ahead and make it hard for them to forget:
- Revenue: "I led a campaign that generated $__."
- Growth: "When I joined, I managed three accounts. I now manage eight."
- Impact: "I took the lead on the relaunch and we hit our targets two weeks early."
Numbers are your friend here. Even estimations are more compelling than nothing when you’re defining your organizational impact.
How to Make the Ask (step-by-step guide)
There are three steps in this process: requesting the meeting, making your case, and handling the response. We’d suggest sending an email to request a compensation-specific meeting with your manager, then having the actual conversation face-to-face. Here are some examples on how to handle each step (remember to make these your own!)
Requesting the Meeting
Don’t forget your manager is also a person with their own set of responsibilities and worries. Let’s not ambush them at the end of a 1:1, let’s give them a bit of a heads-up so they can come prepared to have a meaningful conversation:
"Hey [Manager], I'd love to set up some time to talk about my compensation.
I've been reflecting on my contributions this year and I've done some market research. I'd like to share what I’m thinking, do you have 30 minutes this week or next to chat?"
Opening the Conversation
When the meeting arrives, lead with your value:
"Thanks for making time. I want to start by saying that I genuinely enjoy this work
and I'm proud of what we've accomplished together.
Over the past [timeframe], I've [highlight 1-2 specific contributions].
I've also taken on [additional responsibilities], and I feel like my role has grown meaningfully.”
Making the Ask
After you've laid the groundwork, name your number clearly and directly:
"Based on my research and what I've contributed this year,
I'm targeting a salary of $[X].
I believe that's in line with what this role commands in the market
and reflects the impact I’ve made on our organization.
I'd love to hear your thoughts."
Then stop talking. The silence after the ask may be a bit uncomfortable, but sit with it. You’re not in the wrong to want to be fairly compensated.
Remember, they will likely need time
It’s not often they can approve a raise right on the spot. This isn’t a ‘no’, it’s just part of the process:
"I totally understand, and I appreciate you taking my request seriously.
Can we set a time to follow up? I want to make sure we have a clear path forward."
What to Do If Your Manager Says No
A no isn't always the end of the conversation. In many cases, it's the beginning of a useful one.
Ask what 'no' actually means
Is it a 'no, not ever' or a 'no, not now'? The difference is huge.
"I appreciate your honesty. Can you help me understand what's driving the decision?
Is this more about timing and budget, or is there something specific about my performance?"
Their answer will tell you a lot about whether to stay, wait, or start exploring other options.
Get a clear roadmap
"That makes sense. What would need to be true [in terms of my performance, the company's financials, or timing] for this conversation to have a different outcome in six months?"
Not receiving a clear answer to this may be all the clarity you need.
Document the conversation
To keep both parties accountable, send a brief follow-up email after the meeting summarizing what was discussed and decided.
'Thanks for meeting with me. I'm going to focus on [feedback provided] and we'll plan to revisit this in [timeframe]'.
What to Do If Your Manager Says 'Not Now'
This is super common. It's not a firm no, but it delays the decision. What should you do in the meantime?
- Get the timeline in writing. A vague 'we'll revisit this' is not a commitment. Ask for a specific date. Before you leave the room make sure the follow up meeting is booked.
- Keep building your case. Use the time to document more wins, take on projects, and make your value known.
- Be honest with yourself. Does it feel like they’re putting this off and not taking your request seriously? This is a good time to reflect on your future with the organization.
Common Mistakes That Can Cost You
Leading with a personal need
'I need more money because rent went up' is not a compelling argument. Your employer is paying for your contribution to their business, not your life expenses. Always anchor your ask in your value, not your needs.
Accepting vague feedback
If a manager says 'you're doing great but it's not the right time,' ask them for specifics. Vagueness can be a deflection, accepting it leaves you stuck in limbo.
Giving up after one no
Employees who ask again after an initial no, but with a stronger case and better timing, are more likely to succeed. One no isn’t the end of the conversation, it usually means it’s just not the right time.
Not researching the market
Walking in with no data all the leverage on your employer's side. Your company’s HR team has done their salary-band research, so should you.
Asking at the wrong moment
Pick a moment when your manager is calm and not distracted with other pressing matters. Timing is crucial here.
FAQs
How often should I ask for a raise?
This doesn’t always happen, but ideally you’d have this conversation once a year, aligned with annual review cycles. That said, we know this is not the case for many. If your role has changed significantly or you've taken on substantial new responsibilities, that is a good time to initiate the conversation.
What's a reasonable raise to ask for?
It depends on your market, industry, and how long it's been since your last adjustment. Typical annual raises range from 3-5% at most companies, but if you're underpaid relative to the market or have taken on a substantially different role, asking for 10-20% is not unreasonable. Let the market data guide your number.
How do I ask for a raise if I'm remote?
Video calls work just as well for this conversation. Request a dedicated meeting rather than squeezing it into a regular check-in. The format matters less than the preparation.
What if there is no room for negotiation on salary?
There are other ways to receive additional value! Consider opportunities for increased bonuses, equity, extra PTO, remote flexibility, and title changes.
