The best way to ask for a raise isn’t demanding more money. It’s demonstrating greater value through a professional and prepared conversation. Most managers expect employees to ask for raises, but the people who receive them usually come prepared with accomplishments, market research, and a clear understanding of how they’ve helped the organization succeed. Asking for a raise can feel uncomfortable, but it’s one of the most important career conversations you’ll have. Whether you’ve taken on more responsibility, consistently exceeded expectations, or discovered you’re being paid below market value, preparing for a raise discussion can dramatically improve your chances of success. In this guide, you’ll learn when to ask for a raise, how much to request, what to say during the meeting, and what to do if the answer is no.

What Is the Best Way to Ask for a Raise?

The best way to ask for a raise is to schedule a dedicated meeting, present measurable accomplishments, research market salaries, explain the value you’ve created for the company, and respectfully request compensation that reflects your contributions. Successful raise conversations focus on evidence rather than emotion.

When Should You Ask for a Raise?

Many employees wait until they’re frustrated before bringing up compensation.

That’s usually too late.

Instead, look for moments when your value to the organization has clearly increased.

Some of the best times to ask include:

• After completing a major project successfully.
• Following consistently strong performance reviews.
• After taking on additional responsibilities.
• When you’ve developed valuable new skills or certifications.
• During annual performance reviews or compensation planning.
• When market salaries have increased significantly for your role.

Timing won’t guarantee success, but asking after you’ve clearly demonstrated value puts the conversation on much stronger footing.

When asking for a raise, it’s best to do it following outstanding performance on your part and / or during a profitable season for the company.

If you just want a raise, but know the company is struggling financially and you haven’t recently gone above and beyond in your job duties, asking for a raise is likely to result in a negative outcome.

But if you have been going above and beyond in your work and have clear, demonstrable occurrences you can convey, you’ll be setting yourself up for success.

It’s important to keep a pulse on your company and the industry at large.

Times of prosperity combined with labor shortages are good soil for raises.

A happy boss, healthy work culture, and lots of work in the pipeline are showers that bring flowers.

All that’s left then when you have good soil and rain is a productive, industrious seed (that’s you!) who’s willing to have respectful, informed conversations about pay.

Signs You’re Ready to Ask for a Raise

You may be ready if:

• You’ve developed valuable new skills.
• You’ve taken on additional responsibilities.
• You’ve consistently exceeded expectations.
• You’ve improved company processes.
• You’ve received positive performance reviews.
• Your pay has fallen below market rates.

Why Do You Deserve a Raise?

Before asking for a raise, ask yourself one important question:

Why do I deserve one?

Wanting more money is understandable.

But your employer isn’t paying you because your bills increased.

They’re paying you based on the value you create.

Strong raise conversations focus on contribution—not personal financial needs.

I’ll tell you a secret.

Any raise request that is tied to anything other than proper valuation of your skills and abilities is a non-starter.

So just clear out all those internal conversations about just wanting more without having done more and you’ll be in a far greater position for a raise.

How Much of a Raise Should You Ask For?

Every situation is different, but the amount you request should be supported by evidence—not emotion.

Consider:

• Current market salary
• Years of experience
• Performance
• Additional responsibilities
• Certifications
• Recent accomplishments

Going into the meeting with salary research and examples of your contributions is far more persuasive than simply choosing a percentage.

Once you’ve gotten to the point of being convicted and believing a raise is justified, that you have done something that is worthy of a pay increase, the next logical question is how much raise is appropriate.

Employees often hinder themselves by undervaluing and overvaluing their contributions to the success of their organization.

Let me explain but also remember this: Shoot for the moon and if you miss, you’ll land among the stars.

Undervaluing Our Contribution to Company Success

It’s easy to feel like we are just a little cog in a big system that causes the company to grind out profits.

And make no mistake, it is the purpose and function of a company to create profits.

With no profit, there is no sustainable company.

Now, not every person in a company is contributing to the success of that company.

Bad actors, mooches, and destructive employees abound in every industry.

But I don’t think you’re one of them.

I think you’re genuinely trying to do a good job, or else you wouldn’t be seeking knowledge in how to have productive, helpful raise conversations.

Genuine people who want to help their company are critical to company success.

It’s clear then you are not unimportant.

Your role, your work, and your contribution is significant and deserves appropriate pay that satisfies your convictions.

The key word is appropriate.

As a good employee, you recognize that inappropriate pay, either too low or too high, could be detrimental to you and the organization.

Poor pay is encouraging you to leave, which can put the company in a bind.

Outlandish pay could bankrupt the company, especially if similar pay was provided to all employees at your level of performance and expertise.

Appropriate pay then is what a good employee should be seeking.

Overvaluing our Contribution to Company Success

The flip side of course is feeling like we deserve far more than what we really do.

It’s helpful here to consider the monetary benefit we have provided our company in the past, or the monetary benefit we provide daily.

If we look back on our job history, how much money have we brought into the storehouse of the company?

Were we directly responsible for a new or re-committed contract (big or small)?

Did we find or hire people who helped transform the company?

Had we identified processes or programs that needed improvement that directly affected the company’s profitability?

What effect did we have on improving company culture?

How have we positively affected company client relationships?

Do we make our company money daily rather than take company money daily?

What’s the net increase or decrease simply having us on the books?

These types of questions will cause us to face the reality of how our life is affecting the financial performance of our company.

We may realize we have been a key player in our company’s tremendous growth.

Or we may find our involvement has done little more than cover costs of our own position plus a little overhead.

A realistic view of what we do and have done for the company’s success will help ensure raise discussions are productive.

Research Salary Data Before You Ask

Before discussing compensation, spend time understanding what similar professionals earn.

Useful information includes:

• Industry salary surveys
• Job postings
• Recruiter conversations
• Professional associations
• Government labor statistics

Salary data doesn’t guarantee a raise.

It simply helps ensure your expectations are grounded in reality.

How to Ask for a Raise Professionally

Gather salary data for your review

The most well-informed person in a negotiation is typically in the most advantageous position.

As employees, it’s hard to be better informed than a boss because they have more access to internal data and industry experience.

Information is becoming more transparent though, and knowing what your counterparts earn for similar experience and efficiency gives you a leg up.

Knowing what competitive salaries are for your position also gives you peace of mind if you’re being paid well already.

The knowledge also helps you decide if it’s better to stay or go if pay becomes a deciding factor.

Use accomplishments, not longevity, as a basis for a raise and how those accomplishments impact the company

List out your accomplishments from biggest impact to smallest impact on company success.

Supervisors don’t typically know the full extent of what an employee has done to contribute to the company’s overall success.

Look beyond your job function for things like unexpected contracts, overtime, increases in skill, and what you’ve done with and for your co-workers.

Saying “I’ve been here a while so pay me more” means little to a boss and using an argument that like may show them you’re just a dead branch that’s been hanging on too long already.

Show off what you’ve done and then let them decide if it’s valuable or not.

Take stock of important benefits you want

Before you walk into a raise conversation, know your end game.

What do you want the result to be?

Is it just a pay increase or are you looking for other benefits, like workplace flexibility, title, paid time off, or equipment upgrades?

It’s also helpful knowing two numbers: The pay you want and the pay your willing to settle for.

Negotiation often includes some compromise from both sides to ensure it is a win-win.

If you can’t get the pay you believe is appropriate, can you settle for a little less with a timetable or action plan that gets you the rest of the way?

Rehearse the points you will raise in your salary review

Prepare, prepare, prepare!

Bring written key points if necessary, but also try to have it all ready in your mind.

Casual conversations are often more rewarding than formal note reading that makes people feel like they are in a debate class.

Consider alternative points of view and be ready to ask inviting questions like:

• What do you see holding me back from earning more?
• How can I be more valuable to the company?
• What are your priorities and how can I help mitigate your stress?
• Is there additional work I could do outside of my normal job function?
• How can I make my team more effective and profitable?
• What would make my request more reasonable?
• If the company can’t increase my pay this amount, what can I do and how long will it take to get there?

Talk to a Mentor Before Asking for a Raise

Before entering into a raise conversation, try to have and go to a mentor first.

This mentor could be in the same company but a different department, or a different company all together.

The important thing for a mentor is that they are a trusted confidant who wants the best for you and will be honest with you.

Share your accomplishments with your mentor and see if any are weak or unhelpful.

Ask your mentor what objections they can think of to help you prepare for the raise conversation.

Also, take stock of your current company relationships.

Have you been kind and helpful to coworkers, other company leaders, and subordinates?

How do they view your work ethic?

Cultivating these relationships will reinforce how valuable you are to the company and you never know if someone says something nice behind your back right before you walk into your negotiation.

Raise Conversation Checklist

Before asking for a raise, make sure you can answer “yes” to most of these questions:

• Have I consistently exceeded expectations?
• Can I clearly explain how I’ve added value to the company?
• Have I researched market salaries for my role?
• Do I know the salary range I’m seeking?
• Have I prepared examples of my accomplishments?
• Have I practiced what I’m going to say?
• Am I prepared to discuss next steps if the answer is “not yet”?

Preparation won’t guarantee a raise, but it will help you approach the conversation with confidence and keep the discussion focused on your contributions rather than your emotions.

What Should You Say When Asking for a Raise?

Many employees overthink the conversation.

It doesn’t have to be complicated.

Consider something like:

“I’d like to discuss my compensation. Over the past year I’ve taken on additional responsibilities, consistently delivered strong results, and believe my contributions have grown. I’d appreciate the opportunity to discuss adjusting my salary to better reflect the value I’m providing.”

Then let the conversation develop naturally.

After you’ve made your request, pause and let your manager respond. Avoid filling the silence or immediately trying to justify your position further. Listening carefully will help you understand their perspective and create a more productive conversation.

As an engineering manager, I’ve experienced both good and bad raise conversations from both sides of the table. The best discussions were respectful, well-prepared, and grounded in measurable value. The worst were unexpected, unrealistic, or driven primarily by emotion. Managers generally expect employees to advocate for themselves—but they’re much more receptive when the conversation centers on contributions and business value rather than personal circumstances.

Having the “I Want a Raise” Discussion

Eye opening!

One thing is guaranteed.

Having an intentional raise conversation with your supervisor will increase your understanding and awareness of how you are valued within the company you work for.

The result may be exciting or disappointing.

You may find you and your boss view your contributions to the company differently, which is why it’s so important to enter into the raise discussion well-prepared to express and defend your contributions.

One thing is certain: you’ll know what comes next.

A raise conversation will provide next steps.

Those next steps will either be 1) a raise or 2) an action plan to getting a raise.

If you learn that a raise is not in your future, or that your company does not value your contributions the way you do, it’s a great time to reflect on whether this company is best suited for you.

In any case, the raise conversation will be illuminating and help you make informed career decisions.

If You Don’t Get the Raise

I don’t think any raise conversation should be a failure in the sense of it not being fruitful.

Yes, you may not get a raise.

But you should, at the very least, get a plan for a raise.

Knowing what you can do or how long you must do it for will provide you clarity in looking forward in the company.

What If Your Boss Says No?

In case you haven’t realized it yet, most people hate change.

This includes bosses.

Whatever everyone is earning right this minute is the current benchmark.

It’s the standard.

It’s how life is.

A raise conversation is challenging the way things currently are.

And that makes people hesitant.

Sometimes uncomfortable.

If your well-prepared and respectful raise conversation leads to a no, you’ve got some internal choices to make.

You can accept it and end the meeting (not recommended), you can ask about action steps that would set you up for a raise down the road (decent plan B), or you can continue to negotiate (preferred).

Rather than accepting a no as a personal attack on who you are, try to view it as a sign.

A sign that the person sitting across from you is coming to a conclusion based on different data than what you have.

It’s possible that you haven’t done a very good job expressing your contributions to the company that exceed what your current job function is.

Or it’s possible that your supervisor has information you’re not aware of that would even cause you to realize a raise isn’t appropriate.

Other information you’re not privy to may include internal company losses, financial freezes, raise requirements for approval such as longevity or success benchmarks, responsibilities, client pressures, or internal goals.

During a raise conversation, it is always appropriate to respectfully ask if there is anything pressuring the company that makes giving you a raise problematic.

It’s also always appropriate to ask how you can become more valuable to the company so that you can be compensated better.

Negotiation should always be centered around win-win.

As employees, we win when our company wins.

If we make our company more successful, we can and should be compensated better within reasonable parameters that result in a win-win.

If the answer is no, ask whether you can revisit the conversation in three to six months after meeting specific performance goals. A follow-up timeline gives both you and your manager clear expectations moving forward.

What Should You Do After a Raise Conversation?

Work hard!

There’s a reason you were convicted to even having a raise conversation in the first place.

You worked hard and felt more valuable to the company than what you were seeing on your pay stubs.

After a raise conversation, it’s imperative to continue living out your strong work ethic and improve it all the more.

Never settle for the status quo, especially if you are rewarded for your hard work with a raise.

Keep learning, keep growing, and keep finding ways to make your company more successful.

Common Mistakes When Asking for a Raise

Some of the biggest mistakes include:

• Accepting “no” without asking how to earn a future raise.
• Waiting until you’re angry.
• Making the conversation personal instead of professional.
• Comparing yourself to coworkers.
• Arriving unprepared.
• Asking without evidence.
• Threatening to quit immediately.

Continue Investing in Your Career

Building a successful career requires more than technical skills. The books, tools, and resources that have helped me improve my communication, productivity, leadership, and long-term thinking are all collected on my Resources page if you’d like to explore them.

Frequently Asked Questions

How do I ask for a raise?

Prepare examples of your accomplishments, research market salaries, schedule a meeting with your manager, explain the value you’ve provided, and ask respectfully for compensation that reflects your contributions.

When is the best time to ask for a raise?

The best time is after you’ve demonstrated measurable value, completed an important project, received a strong performance review, or taken on greater responsibility.

Providing an employee a raise takes time, effort, and typically many layers of people in authority from other bosses to Human Resources and Accounting. If you just got a raise, it’s best to let that dust settle before asking for another one. The only exception is if your job functions significantly changed. For example, an individual operator sales rep who received a cost-of-living adjustment in January but then became a department manager in April has earned a raise conversation through increased company value, responsibility, and clear data-driven metrics.

How much of a raise should I ask for?

There’s no universal amount. Research market salaries, consider your accomplishments, and determine a reasonable range based on your role and experience.

What if my boss says no?

Ask what specific accomplishments, responsibilities, or timeline would justify a future raise. A “no” can often become a roadmap for earning more later.

Bosses balance financial pressures up and down the chain of command. Sometimes a “no” is all they can do at that time. But if you keep providing value and building their support, the next raise conversation or opportunity often is more successful. The ideal situation is being such a great employee your boss can’t help but fight for you.

Should I mention financial hardship?

Generally no.

Raise conversations are strongest when focused on the value you bring to the company rather than personal financial needs.

Should I negotiate after receiving an offer?

Yes—if the discussion remains respectful and supported by evidence. Negotiation is a normal part of many compensation conversations.

Can asking for a raise hurt my career?

Professional, well-prepared conversations rarely hurt your career. Most managers expect employees to advocate for themselves when they’ve demonstrated increased value.

I have never considered a raise conversation wrong – only some that were not fully informed or timed appropriately. However, these missteps were teaching opportunities for future and better raise conversations.

Final Thoughts

Asking for a raise isn’t about demanding more money.

It’s about communicating your value clearly and professionally.

The strongest employees don’t assume their work speaks for itself. They prepare, document their accomplishments, understand the market, and have respectful conversations about compensation.

Whether you receive the raise immediately or leave the meeting with a plan for earning one in the future, you’ve gained something valuable: clarity.

Continue developing your skills.

Keep creating value.

Keep improving your work.

When your contributions consistently grow, your compensation should eventually follow.