How to Ask for a Raise – And Actually Get It

If you don’t ask, you won’t get it.

Yet, many professionals hesitate when it comes to salary discussions. Whether you’ve taken on additional responsibilities, exceeded expectations, or simply know your worth in the market, negotiating a raise is a necessary skill.

Here’s how to do it strategically, professionally, and with confidence.

Step 1: Pick the Right Moment

Timing matters. The best times to ask for a raise include:

• When you’ve recently delivered outstanding results.

• When the company is financially stable and performing well.

• A few months before the fiscal year-end when budgets are being decided.

Avoid asking right after company setbacks, layoffs, or peak busy seasons.

💬 How to request the meeting: “Hi [Manager's Name], I’d like to set up a meeting to discuss my performance and compensation. Would you be available next week to have this conversation?”

Step 2: Do the Prep Work

Before you walk into a salary discussion, you need to be clear on two things:

• Why you deserve a raise.

• How much you’re asking for and why that number makes sense.

How to figure out the right amount to ask for:

• Check industry benchmarks: Use websites like Glassdoor, Payscale, Levels.fyi, and LinkedIn Salary Insights to compare salaries for your role, experience level, and location.

• Look at job postings: Search for similar roles in your industry and location. Note the listed salaries or ranges, if available.

• Speak to peers or mentors: If appropriate, discreetly ask trusted contacts in your field what’s typical.

• Determine a range: Raises commonly fall between 5–15%, depending on performance, role, and tenure.

Step 3: Build a Strong Business Case

Make it easy for your manager to say yes by presenting evidence of your impact. This includes:

• Your key achievements and/or important projects: Focus on quantifiable results (e.g. “increased social engagement by 47%” or “reduced operational errors by 30%”).

• Your scope of work: Have you taken on tasks outside your job description or supported multiple teams?

• Salary research: Be ready to show that your compensation is below market or doesn’t reflect your current level.

💬 How to present your case: “Over the past year, I’ve taken on [specific responsibilities] and delivered [specific results]. Based on my performance and industry benchmarks, I’d like to discuss a potential adjustment to my salary that reflects my current contribution.”

Step 4: Ask Clearly and Confidently

Here’s where you present your number. You can either lead with your expected range or let your manager start, but be prepared either way.

💬 If you lead with the number: “Based on my contributions, such as [achievement #1] and [achievement #2], and my research on industry standards, I’d like to request a salary adjustment to [$X] or a raise in the range of X%–Y%.”

💬 If your manager asks for your range first: “I’ve done some benchmarking, and considering my performance, I believe a raise in the X%–Y% range would be appropriate.”

Should you say a number first? - It depends on your confidence in your research. If you have strong data, it helps anchor the conversation. But if you're unsure, you can frame your ask more generally and invite a response first.

🚫 What not to say:

• “I feel like I deserve a raise.”

• “I need more money because of [personal reason].” 

• “Other people are getting paid more.”

Step 5: Prepare for Pushback

Not every raise request gets a yes right away. Being prepared for objections keeps the conversation productive.

💬 If they say it’s not in the budget: “I understand that budgets are tight. Could we explore other forms of compensation, like performance bonuses or professional development support?”

💬 If they say it’s not the right time: “I appreciate your honesty. What specific goals or milestones should I aim for so we can revisit this in the next six months?”

💬 If raises only happen during review cycles: “That makes sense. Could we build a plan now to position me for a raise at the next review?”

💬 If your request is denied with no explanation: “I’d love to understand if there are any specific areas I should improve on or expectations I haven’t met, so I can work toward a future raise.”

Many people feel uncomfortable asking why they were turned down, but doing so professionally shows maturity and willingness to grow.

Step 6: Have a Backup Plan

If your request is denied and there’s no clear path forward, it’s time to think long-term.

💬 If you're open to staying and growing: “I enjoy working here and want to continue contributing at a high level. If a raise isn’t possible right now, could we discuss what benchmarks I should aim for to put myself in a strong position at the next review?”

💬 If you’re considering other options: “I understand if an increase isn’t possible at this time. But to ensure I’m being fairly compensated for my skills and contributions, I may need to explore external opportunities.”

Advocate for Yourself

Salary conversations can feel intimidating, but preparation and confidence go a long way.

✅ Know your worth and back it up with real data.

✅ Frame your request like a business proposal.

✅ Control the narrative without being confrontational.

✅ Be ready for objections, and keep the tone collaborative.

Negotiating a raise isn’t just about money. It’s about recognizing your value and having the confidence and facts to back it up.

Chloe Chioy is a PR Specialist and Social Media Lead contracting with Resume Genius while pursuing a Master’s in Marketing Science at Nanyang Technological University. Her job insights and articles have been featured on top career platforms, blogs, and media outlets, including Zapier, Software Suggest, VolunteerHub, Fast Company, Her Campus, and the BBC.