How to Ask for a Raise (And Actually Get One)
Asking for a raise is one of the highest-ROI actions you can take financially. A successful negotiation that adds $5,000 to your base salary doesn't just pay you $5,000 this year — it compounds. Future raises are calculated on a higher base. Bonuses are often a percentage of base salary. And it signals your market value to your employer.
Yet most people never ask. And many who do ask poorly.
Here's how to do it right.
Why Most People Don't Ask (and Why That's a Mistake)
The reasons people avoid asking are mostly psychological:
- Fear of rejection
- Worry about seeming greedy or ungrateful
- Assumption that the employer will recognize and reward good work automatically
The last one is particularly costly. Employers are not incentivized to proactively pay you more than they have to. They pay the minimum necessary to keep you. Your job is to move that minimum upward.
The data is clear: people who negotiate consistently earn more over their careers. A survey by Salary.com found that 84% of employers have room in their budget to increase an offer when asked — they just don't volunteer it.
The cost of not asking is years of compounded lower income.
When to Ask
Annual review cycles — If your company does annual performance reviews, this is the most expected time to discuss salary. Start the conversation 4–6 weeks before your review so it's on your manager's radar.
After a significant accomplishment — Just led a project that saved the company money or generated significant revenue? Closed a big client? Shipped something important? The moment after a visible win is a strong time to negotiate.
After taking on more responsibility — If your role has expanded significantly beyond your job description, your compensation should reflect that.
When you have a competing offer — A competing offer is the most powerful leverage you'll ever have. If you genuinely have another offer, you're negotiating from a position of strength — they know you'll leave otherwise.
After 12+ months without a raise — If you've been performing well for over a year without a salary increase, you have a reasonable case.
Avoid: Asking during high-stress periods for the company, right after you made a mistake, or right after a difficult review.
The Research Phase
Before you say a single word, research your market value. This is the foundation of a credible negotiation.
Sources for salary data:
- Glassdoor — salary reports from employees at your company and in your role
- LinkedIn Salary — includes job-level filtering
- Levels.fyi — best for tech roles with equity breakdowns
- Bureau of Labor Statistics — industry-wide median data
- Payscale, Salary.com — detailed breakdowns by location, experience, and company size
Look for the market rate for your role, experience level, and location. Don't use the average — use the 60th or 70th percentile as your target if you're a strong performer.
Also consider: What would it cost the company to replace you? Recruiting and onboarding typically costs 50–150% of a position's annual salary. You are cheaper than turnover.
Building Your Case
Your negotiation should be based on value delivered, not need. "I need more money because my rent went up" is the wrong framing. "I've delivered X, Y, and Z and market data shows this role pays $A" is the right framing.
Prepare a list of specific contributions from the past year:
- Projects you led or contributed significantly to
- Problems you solved
- Revenue generated or costs saved (with numbers when possible)
- Additional responsibilities you've taken on
- Skills you've developed that make you more valuable
- Recognition you've received from clients or leadership
Quantify where you can. "I managed the Smith account which brought in $200K this year" beats "I manage accounts."
The Conversation: What to Actually Say
Request a dedicated meeting for this conversation. Don't ambush your manager in the hallway.
When you sit down:
Start with appreciation and positioning:
"I wanted to talk today about my compensation. I've really enjoyed this work and I'm committed to this team — I want to make sure we're set up for the long term."
Make your case:
"Over the past year, I've [specific accomplishments]. Based on my research into market rates for this role in [city], I'm seeing a range of [$X to $Y]. I'm currently at [$Z], and I'd like to discuss moving to [$A]."
State a specific number. Not "more money" — a specific number. Pick a number slightly higher than your actual target, so there's room to negotiate down to where you want to land.
Then stop talking. This is important. State your case and let silence do work. The instinct to fill silence by backing down is the enemy.
Handling Common Responses
"The budget is tight right now."
"I understand. When would be the right time to revisit this? I'd like to keep the conversation open."
If they can't do salary: "Is there flexibility on other forms of compensation — a bonus, additional vacation time, or a timeline commitment for when we can revisit the base salary?"
"You're already at the top of your pay band."
"What would need to happen for me to move to a higher band? What does a path to that look like?"
"I'll have to check with [someone else]."
"Of course — when do you think you'll have more clarity?" (Nail down a specific follow-up date.)
"That's higher than we expected."
"That's based on market research I've done for this role and location. What are you working with?" (This invites them to share their number, which you can negotiate from.)
A clear no:
"I appreciate your honesty. I want to stay here because I value [X and Y]. Can we talk about what would make a different answer possible — either in terms of timeline or in what I need to demonstrate?"
After the Conversation
If you get the raise: negotiate the start date (not just the amount), get it in writing, and thank your manager.
If you don't: ask for specific milestones that would justify a raise and when you can revisit. Set that follow-up date in writing.
If you consistently get nowhere despite strong performance: your compensation may have a ceiling at this company. Update your resume. The most powerful career move for salary growth is often switching employers — job changers typically see 10–20% salary increases compared to 2–5% raises for staying.
The Long View
Compounding works on salary too. Starting at $60,000 vs. $65,000 — with the same 3% annual raises — means you'll earn $25,000+ more over a 10-year period, just from the starting point difference.
Ask when you should. Prepare properly when you do. The discomfort of the conversation lasts a few minutes. The impact on your finances lasts years.