This new article will show you everything you need to know about how to ask for a raise at work.
If you’ve been putting in great work and consistently delivering results, it’s worth taking the initiative to ask for a raise. Many people talk themselves out of it with excuses like “The timing isn’t right” or “My boss is too stressed right now.” If you recognize this pattern in yourself, it’s time to stop letting hesitation hold you back and start preparing a clear plan to secure the salary you’ve earned.
How To Ask For a Raise At Work:
1. Make sure you actually have leverage
Raises rarely happen just because someone wants one; they happen because the employee brings undeniable value. Leverage can come from things like consistently outperforming expectations, taking on responsibilities that weren’t part of your original role, or having specialized skills that are hard to replace. Another form of leverage—one that must be used carefully—is having a competing job offer, but only mention it if it’s real and if you’re willing to take it.
A strong performer is often worth the investment for a good company, even when budgets feel tight. Just know that “We’re already over budget” is a common deflection managers use, even when a raise is possible. This is why it’s important to understand your value and be ready to demonstrate your contribution clearly and calmly.
2. Set expectations that match reality
Even if you’re doing excellent work, timing can matter. If your company is going through layoffs, shrinking its workforce, or openly struggling financially, you may need to be strategic about when you ask. In situations like these, pushing too hard might even put your role at risk.
But this doesn’t mean you should wait forever. Sometimes simply initiating the conversation plants a seed—your boss may not be able to grant a raise today but may keep you in mind as soon as the situation improves.
3. Understand how your company handles raises
Before you make your request, take a moment to understand how compensation decisions actually work where you work. Check your employee handbook, browse your company’s internal resources, or ask someone from HR discreetly.
Try to find out:
- Whether raises are tied to annual performance reviews
- Whether the company uses a structured pay scale or rank system
- Who ultimately approves salary changes—it’s not always your direct manager
Knowing the process prevents you from asking in a way—or at a time—that puts your boss in an impossible position.
4. Build a clear, objective picture of your value
Feeling like you deserve more pay is not enough; you need concrete, measurable reasons. Compare your contributions not only to your job description but also to what’s typical in your field. Many employers expect employees to be performing well above their original scope—sometimes 20% more—before discussing a raise.
Consider:
- How your responsibilities have expanded
- Any leadership or mentorship roles you’ve taken on
- Your accumulated expertise and experience in this industry
- Certifications or training you’ve completed
- Whether your region has specific market rates
For example, maybe you were hired as a junior analyst but have gradually taken ownership of projects, trained new team members, or become the go-to person for solving technical issues. Those are objective signs of growth.
5. Research current pay standards in your field
As roles evolve, so do salary expectations. Spend some time looking up what similar positions earn in your region—salary databases, job listings, and industry reports can give you a realistic benchmark.
This isn’t ammunition to demand a raise by saying “Other companies pay more,” but it strengthens your understanding of what is reasonable to ask for. It helps you walk into the conversation informed, confident, and prepared to explain how your work aligns with current market standards.
Once you combine leverage, realistic expectations, company policy awareness, objective self-assessment, and solid market data, you’ll be in a much stronger position to ask for the raise you deserve—and to ask without hesitation.
6. Stay informed about industry trends
Make a habit of following at least one reliable industry publication and discussing emerging developments with colleagues. When you understand where your field is heading, you naturally become someone who can anticipate challenges rather than simply react to them. Set aside time each month to think about upcoming shifts—new technologies, changing customer expectations, or regulatory updates—and how they might affect your company.
By regularly looking ahead, you position yourself as someone who brings strategic insight. This kind of forward-thinking is valuable not only in daily work but also when renegotiating your salary. A person who helps the company anticipate change is a person worth keeping and investing in.
7. Strengthen your value as an employee
You can increase your desirability by developing yourself just as you would if you were applying for the job again today. Look into certifications, courses, or training opportunities that relate to your role—many reputable platforms offer valuable classes at little or no cost.
For example, if you work in marketing, you might complete a course in data analytics or AI-driven advertising tools. If you’re in operations, learning project-management software or earning an Agile certificate can make you more effective and more valuable. Even if your raise doesn’t happen immediately, these investments pay off long-term by expanding your professional options.
8. Compile a clear record of your accomplishments
Create a list of achievements supported by concrete results. Use measurable outcomes whenever possible—such as reduced turnaround times, increased client satisfaction, streamlined processes, or revenue growth linked to your work. This list helps you see your own progress and gives you tangible material for your conversation.
Some bosses prefer a verbal summary during a meeting; others appreciate a clean, written document. Base your approach on what you know about your manager. If you’re presenting verbally, rehearse your points until you can deliver them confidently. If you prepare a written summary, ask someone you trust to review it for clarity and tone.
9. Look back at the impact you’ve already made
Review your time at the company and identify the moments when you went beyond expectations. Think about major projects, difficult challenges you helped resolve, or improvements you introduced that made work more efficient.
Questions that can guide you:
- Have you successfully led or contributed to a demanding project?
- Have you worked overtime or stepped up during high-pressure periods?
- Have you initiated improvements without being asked?
- Have you developed tools, documents, or workflows that saved time or cut costs?
- Have you helped colleagues grow through training or mentorship?
Managers love employees who elevate the team around them. If you’ve supported others in becoming more effective, that’s a powerful addition to your case.
10. Highlight your future value, not just your past achievements
While your track record matters, companies also pay for what you can contribute going forward. Show your boss that you understand where your department is heading and that you’re prepared to help the company grow.
Be ready to name specific long-term goals you plan to contribute to—improving a process, expanding a client base, implementing new tools, or developing junior staff. This signals that you’re thinking beyond your current tasks and seeing yourself as part of the company’s evolution.
Although you shouldn’t say outright that retaining you is easier than hiring someone new, communicating your long-term commitment and vision reinforces that you’re an asset worth investing in.
11. Decide on the raise you want—and be able to justify it
Before you walk into the meeting, know the exact figure or range you’re asking for. The goal is to be confident, not aggressive. A reasonable request grounded in facts is far more convincing than a number that feels inflated.
One effective approach is tying your request to concrete financial contributions. If your work has directly increased revenue, improved efficiency, or cut costs, those results can form the backbone of your argument. If you expect to secure a major client or complete a project that will bring in significant profit soon, you can reference that potential—without stating it bluntly as a guarantee.
When presenting numbers, make them feel digestible. Instead of saying “I’m asking for an additional $2,200 a year,” you could frame it as “This comes out to about $40 more per paycheck,” which feels far less intimidating.
If the company can’t meet your salary expectations, consider negotiating for other valuable benefits. Extra vacation days, flexible hours, an improved title, mentorship opportunities, or a professional-development budget can all meaningfully improve your work life. Some people even negotiate housing stipends, upgraded equipment, or stock options, depending on the industry.
No matter what you ask for, expect some back-and-forth. Even a reasonable number can lead to negotiation, so stay open and calm.
12. Talk openly with coworkers and friends about pay
Discussing salaries can give you a clearer picture of the market and help you avoid underselling yourself. Comparing pay with trusted colleagues or friends in similar roles helps you determine a fair request.
In the United States, employers cannot legally forbid you from discussing your pay. If a company tries to shut down those conversations, it’s often a red flag. Use these discussions as a data point to understand what someone with your skills, responsibilities, and experience should reasonably earn.
13. Ask—don’t wait for permission to be noticed
The biggest obstacle to getting a raise is often reluctance to ask. Some people worry they’ll be viewed as demanding; others think good work should “speak for itself.” In reality, managers are busy and may not automatically connect your contributions with the idea of adjusting your pay.
This is especially relevant for people who’ve been socialized to avoid appearing pushy. Learning to advocate for yourself is a skill—one that improves with practice. Try negotiating in low-stakes situations first, like asking for a discount or discussing terms with a service provider. Getting comfortable with the process makes the conversation with your boss far easier.
14. Time your request wisely
Timing can dramatically influence the outcome of your salary discussion. Ask yourself what you’ve accomplished recently that clearly demonstrates your value. If you’ve just led a successful event, landed a major client, solved a high-stakes problem, or received glowing feedback, that’s the moment to strike.
Avoid asking when the company is struggling financially or when your own performance hasn’t stood out lately. Also avoid framing your request around how long you’ve worked there—longevity alone isn’t a compelling reason. Managers respond best to results, not tenure.
Approach the conversation when your recent successes are still fresh in your boss’s mind.
15. Schedule a dedicated meeting
Don’t spring the request on your manager in passing or send it in an email hoping for the best. Set a specific meeting time so both of you can focus. You don’t need to give details upfront—something simple like “I’d like to discuss my role and performance before you head out today” is enough.
Avoid Mondays, when everyone is overwhelmed, and Fridays, when attention is already drifting toward the weekend. Midweek, especially late morning or early afternoon, tends to be the most productive window.
Meeting face-to-face gives you the greatest chance of success and allows you to read your boss’s reactions, adjust your tone, and communicate your confidence clearly.
16. Present yourself professionally and confidently
When the meeting starts, how you carry yourself matters almost as much as what you say. Sit upright, lean in slightly, and maintain steady but relaxed eye contact. Aim for confidence rather than arrogance—your tone should be positive, calm, and respectful.
Begin by expressing what you genuinely enjoy about your job or what you value about working with the team. This helps create a warmer, more open atmosphere. Then transition into your accomplishments and the measurable impact you’ve had. Connecting your enthusiasm for the role with your contributions makes your case stronger and more human.
17. Make a clear, specific request—then pause
Avoid vague statements like “I’d like a raise.” Instead, state exactly what you’re asking for, whether it’s a percentage increase, a new annual salary figure, or a bracket. This shows you’ve prepared, researched, and thought the request through.
Examples:
- “Based on my expanded responsibilities, I’m requesting a 10% increase.”
- “I’d like to discuss adjusting my salary to $72,000 to reflect my current contributions.”
After stating your request, stop talking. Give your boss space to respond. You’ll likely encounter one of three outcomes:
- A direct no — which you can later revisit with a plan.
- A request for time — in which case, ask for a specific follow-up date.
- An immediate yes — which you can reinforce by replying with something like, “Great, I appreciate that. Let me know what the next steps are to make it official.”
18. Thank your boss sincerely
No matter the answer, show appreciation for their time and attention. A simple, genuine thank you goes a long way. Some people even follow up with a short note or a brief email summarizing the discussion and expressing gratitude. This reinforces your professionalism and keeps the conversation documented.
19. Follow up and ensure the agreement is carried out
If your boss agreed to the raise, your next task is to make sure it actually happens. Delays can occur for many reasons—administrative issues, budget approvals, or someone simply forgetting. Stay patient but proactive.
You can ask questions like:
- “Is there any paperwork I should complete for the adjustment?”
- “Do you have an idea of when the change will take effect?”
If necessary, gently remind your boss of the commitment by referencing timelines discussed in the meeting. The key is subtlety and professionalism—not pressure.
20. Stay professional if the answer is no
Rejection stings, but how you react will influence your future opportunities. Don’t let frustration show in your tone, body language, or work performance. A bad attitude after a rejection can make your boss believe they made the right decision.
Instead, respond with composure. You might ask what concrete milestones you’d need to achieve to revisit the conversation in the future. Keep delivering strong work and maintain a positive presence. Many people receive a raise months later simply because they handled the initial “no” with maturity.
A calm, steady response preserves your reputation and keeps the door open for the next opportunity.
Summary:
A raise conversation works best when you approach it with preparation, clarity, and a professional mindset. Your goal is to communicate your value, show openness to growth, and establish a constructive, ongoing dialogue with your boss.
- Communicate clearly and confidently. Explain why you believe you deserve a raise, focusing on your contributions, results, and value to the company.
- Ask your boss what you can improve. Show openness to feedback and willingness to take on more responsibility. Agree on measurable actions that lead toward a future raise.
- Follow up with a thank-you email. This creates a written record of your conversation and demonstrates professionalism and follow-through.
- Stay persistent. Set a future date to revisit the conversation, continue performing at a high level, and demonstrate consistent improvement.
- Reevaluate if nothing changes. If months pass without progress or recognition, consider exploring roles elsewhere that better match your worth.
