Knowing how to ask for a raise starts well before you walk into your manager's office. The strongest requests are built on preparation: clear evidence of your impact, a realistic sense of what your role is worth and a plan for how the conversation will go. Most of the work happens beforehand.
This guide takes you through the whole process, from deciding whether the time is right to what to say, how to handle a "no" and what to do next. The goal is a calm, professional conversation that makes it easy for your manager to say yes, or to tell you exactly what it would take.
Decide whether the timing is right
A good request meets the right moment. Several situations make a raise conversation more likely to succeed.
- You have taken on more responsibility. Your scope has grown beyond your original role, whether that is managing people, owning a bigger budget or covering a colleague's work.
- You have delivered clear results. A finished project, strong feedback or measurable improvements give you something concrete to point to.
- It is review season. Many companies set budgets and decide pay adjustments at specific points in the year. Raising the topic a bit before decisions are locked is often wise, so your manager has time to advocate for you.
- Your pay lags the market. If similar roles elsewhere appear to pay more, you have a legitimate reason to raise it.
Timing can also work against you. If the company is going through layoffs, a freeze or a rough quarter, a request may land badly. That does not mean waiting indefinitely. It may mean asking for a plan or timeline instead of an immediate increase.
Build your case
Document your achievements
Start a running list of what you have accomplished, ideally with numbers when you have them. Instead of "improved the process," write what changed and what it meant: time saved, revenue supported, errors reduced, customers retained. Use only facts you can back up from your own work.
Include things that are harder to quantify but still valuable, such as mentoring new hires, solving a recurring problem or being the person others turn to. Pair each example with the business benefit.
Compare responsibilities with your job description
If your day-to-day work has expanded, make that visible. List the tasks you now handle that were not part of your original role. This shows that the request is about the work you do, not just how long you have been there.
Research your market value
Look at salary data for your role, level, industry and location. Salary databases, job postings with pay ranges, professional associations and conversations with recruiters or peers all help. Treat results as approximate and look for a range instead of a single number. If you are weighing a new offer elsewhere, our guide on how to negotiate salary explains how to use market data in that context.
Choose your number
Decide what you are asking for before the meeting. A specific figure or percentage, supported by research and your results, sounds more credible than a vague request for "more." Prepare a target and an acceptable minimum, but only share the target.
Prepare for the conversation
Request a dedicated meeting
Raising the subject in passing, in a hallway or at the end of a busy meeting, is rarely effective. Ask for a conversation in advance with a message such as, "I'd like to schedule time to discuss my role and compensation. Would you have thirty minutes this week or next?" This signals that it is a serious topic and gives your manager time to prepare.
Understand the process
Find out how raise decisions are made at your company. Does your manager decide alone, or do they need approval from HR or leadership? Knowing this tells you what your manager needs from you: perhaps a short written summary they can pass up the chain.
Practice out loud
Rehearse your opening and your key points. Practice with a friend if possible, and ask them to push back with likely objections. You will feel steadier when the real conversation arrives.
What to say
Keep the structure simple: appreciation, evidence, request, then listen.
- Start positively. Thank your manager for their support and say you enjoy the work.
- Present your contributions. Summarize two or three major results and changes in your responsibilities.
- Make the ask. State what you are requesting and the reason.
- Pause and listen. Let your manager respond without rushing to fill the silence.
A sample script might sound like this:
"I've enjoyed taking on the new client accounts this year, and I'm proud of what the team has achieved. Since my responsibilities have grown to include [area], and based on what I've seen for similar roles in our market, I'd like to discuss adjusting my salary to [number]. I'd love to hear your thoughts."
Tone and body language
Be warm, direct and unhurried. Avoid apologizing, over-explaining or comparing yourself with specific coworkers. Personal financial needs, such as rent increases, are understandable but are usually less persuasive than your impact on the business, so keep the focus on value.
Handle the possible answers
"Yes"
Thank your manager, confirm the amount and the start date, and ask for written confirmation. Keep the conversation professional and gracious.
"Not right now"
This is not necessarily a rejection. Ask clear follow-up questions: What is holding this back? What would need to happen for it to be approved? When can we revisit this? Try to leave with a defined timeline and measurable goals, then send a short email summarizing what was discussed.
"No"
Stay composed. Ask for feedback on what would change the answer and whether there are other forms of recognition available, such as a title change, extra paid time off, flexible work, a bonus or training funding. If the reasons seem vague and the pattern continues, it is reasonable to consider what your longer-term options are.
"Let me think about it"
Thank them and agree on a date to follow up. Then do exactly that, politely.
When a raise is not the right ask
Sometimes the better request is a promotion, a new title or a change in scope, any of which may come with a larger increase later. Ask your manager what the path to the next level looks like, and which skills or results would earn it.
Also think about the whole picture. If your pay is fair but your work-life balance is slipping, a request for flexibility may matter more. Our guide to work-life balance tips can help you think about what to prioritize.
Mistakes that weaken your request
- Waiting until you are frustrated. Resentment shows. Raise the topic while you are still engaged and constructive.
- Giving ultimatums. Threatening to quit unless you really mean it can backfire.
- Relying on tenure alone. Time in a job is not the same as increased value.
- Going in unprepared. Without evidence, the request is easy to dismiss.
- Discussing colleagues' salaries. Even where this is allowed, it can create tension. Use market data instead.
- Skipping the follow-up. After the meeting, send a short thank-you that recaps next steps.
Keep your profile strong
A raise conversation is easier when your record is visible. Keep your resume current, since writing down your achievements regularly makes the next review simpler. Our guide on how to write a resume shows how to present results clearly. And if you decide to explore the market, solid job interview tips and a polished look, as covered in what to wear to a job interview, help you keep your options open.
Frequently asked questions
When is the best time to ask for a raise?
Usually after a clear accomplishment, an expansion of your responsibilities or ahead of your company's review and budgeting cycle. Avoid periods of company turbulence if you can, and give your manager time to advocate for you before decisions are final.
How much of a raise should I ask for?
Base your figure on market research for your role, level and location, as well as your own results. A specific number you can justify is more persuasive than a vague request. Come prepared with a target and a minimum you would accept.
Should I ask for a raise by email or in person?
Request the meeting by email, then have the conversation live, by video or in person, so you can read tone and respond to questions. Afterward, send a short follow-up email summarizing what was discussed.
What if my manager says no?
Ask what would change the answer and when you can revisit the request. You can also ask about other forms of value, such as a title change, flexibility or development support. Document the discussion and follow up on any commitments.
Final thoughts
Asking for a raise is a normal part of a career, not a favor. Prepare your evidence, choose your timing, say what you want clearly and listen to the response. Whether the answer is yes now, yes later or not yet, you will leave with clearer information about where you stand. Find more guidance across the Career section.
