You’ve been taking on more responsibilities. Your work is getting results. You’ve stayed late, solved problems, helped teammates, and delivered above expectations. But despite your contributions, your compensation hasn’t changed. And now you’re wondering: Is it time to ask for a raise?
The answer might be yes. But asking for more money isn’t just about courage—it’s about strategy, preparation, and timing. Done well, it can be a turning point in your career. Done poorly, it can lead to tension or missed opportunities.
This article walks you through how to ask for a raise in a way that’s respectful, compelling, and grounded in professional value—not personal need.
Understand the Timing
Before you request a raise, consider the context. Timing is crucial.
Strong times to ask:
- During or after a successful performance review
- After completing a major project or achieving a big goal
- When your responsibilities have increased significantly
- At the end of a fiscal year or during budget planning cycles
- After market research shows your role is underpaid
Avoid asking:
- During periods of layoffs or budget freezes
- Right after a personal issue or emergency
- When your performance has recently been inconsistent
- In a reactive or emotional moment
Strategic timing shows that your request is based on performance and business value—not impulse.
Do Your Market Research
Come to the conversation with facts, not feelings. Research your role’s market rate using sources like:
- Glassdoor
- Levels.fyi
- Payscale
- LinkedIn Salary
- Industry-specific salary reports
Look for data relevant to your location, company size, years of experience, and responsibilities. This gives you a realistic benchmark—and strengthens your case.
Document Your Value
Before the meeting, create a concise summary of your accomplishments, such as:
- Revenue or cost savings you’ve contributed to
- Projects you’ve led or delivered
- Processes you’ve improved
- Skills you’ve developed that benefit the team
- Positive feedback or performance reviews
Think like a business case: What ROI have you delivered? How have you grown? Why are you more valuable now than when you were hired?
Practice Your Ask
You don’t need to memorize a speech, but you should rehearse your main points. Focus on clarity and confidence.
Example script:
“I’ve really enjoyed growing in this role over the past 18 months. Since taking on the XYZ project and streamlining ABC process, I’ve added measurable value to the team. Based on my performance, increased responsibilities, and market research, I’d like to discuss adjusting my compensation to reflect that.”
Keep your tone respectful and collaborative, not confrontational. You’re inviting a conversation, not issuing a demand.
Anticipate Objections—and Plan Your Response
Your manager may not say yes immediately. Be ready for responses like:
- “We don’t have the budget right now.”
- “Let’s revisit this in a few months.”
- “You’ve been doing well, but we need to see more leadership.”
Don’t panic. Instead, ask:
- “What would make me eligible for a raise in the near future?”
- “Can we agree on specific goals to revisit this conversation in X months?”
- “Are there non-monetary forms of recognition we can consider in the meantime?”
This shows professionalism and keeps the door open.
Choose the Right Setting
Schedule a one-on-one meeting specifically to discuss compensation—don’t just bring it up in a team sync or hallway chat.
Say something like:
“I’d like to set up a time to discuss my performance and future here. When would be a good time to talk about that?”
A formal setting shows you respect the topic—and your manager’s role in it.
Avoid These Common Mistakes
- Don’t compare yourself to coworkers: Focus on your value, not theirs.
- Don’t bring in personal finances: Raises are based on performance, not expenses.
- Don’t threaten to quit (unless you’re truly ready to leave): It can damage trust.
- Don’t apologize for asking: You’re advocating for your value, not doing something wrong.
Confidence is not arrogance. It’s clarity.
Follow Up in Writing
After the conversation, send a brief thank-you note summarizing what was discussed:
- Appreciation for the meeting
- Recap of your key contributions
- Any next steps or timelines
This reinforces your professionalism and helps create accountability.
Prepare for All Outcomes
If you get a yes—great! Celebrate, and make sure the raise is documented officially.
If it’s a “not now,” focus on your next step:
- Set a timeline to revisit
- Ask for stretch projects or leadership roles to build your case
- Explore training, certifications, or mentorship that increase your value
And if the answer is consistently no, despite strong performance? It may be time to assess your long-term fit.
Final Thought: Advocacy Is Part of Your Career
Asking for a raise isn’t about entitlement—it’s about ownership. It’s a signal that you know your worth, are invested in your growth, and are willing to have important conversations.
So do the work. Build the case. Ask with clarity. And remember: the most valuable employees don’t just deliver results—they advocate for the value they bring.