Waiting for your employer to notice you deserve a raise can take a long time. Asking directly, with preparation, gives you a better chance — and helps you understand where you stand.
Key Takeaways
- Ask ahead of budget planning or review cycles, not after budgets are set.
- Build a case with results, expanded responsibilities and market pay data.
- Request a meeting specifically to discuss compensation.
- If the answer is no, ask what would need to happen and when to revisit.
Timing
Good times to ask:
- Before annual budget planning
- After a major accomplishment
- When your responsibilities have grown
- During performance reviews, if compensation decisions are made then
Ask your manager how and when compensation decisions are made.
Build your case
- Results: projects completed, revenue, savings, improvements.
- Responsibilities: new duties, leadership, training others.
- Market data: pay ranges for similar roles.
- Feedback: positive reviews or recognition.
The conversation
- Request a meeting: “I’d like to talk about my compensation.”
- Summarise contributions.
- Share market research.
- Make a specific request.
- Listen and ask questions.
If the answer is no
- Ask what you would need to achieve for a raise.
- Agree on a timeline to revisit.
- Consider non-salary options, such as training or flexibility.
- Decide whether to look elsewhere if growth is unlikely.
A sample script
“Thanks for making time. I’d like to talk about my compensation. Over the past year, I’ve taken on management of the vendor program, which saved roughly $80,000 in annual costs, and I’ve been training two new team members. Based on market data for similar roles in our area, the typical range is $X to $Y. Given my results and expanded responsibilities, I’d like to discuss moving my salary to around $Z. What would it take to make that happen?”
The script is short, factual and ends with a question that invites discussion.
Keep a brag file
Many people struggle to remember their accomplishments when it is time to ask. Keep a running document with:
- Projects completed and outcomes
- Positive feedback from colleagues or clients
- Problems solved
- New skills or certifications
Reviewing it before the conversation makes your case easier to build.
Understand how raises are decided
Ask your manager or HR:
- When are compensation decisions made?
- Who approves raises?
- Are there salary bands for your role?
- How is performance assessed?
If your salary is near the top of your band, a promotion may be the realistic route to more pay.
Promotions vs raises
A raise increases pay for your current role. A promotion moves you to a higher level with new responsibilities and usually a higher pay band. If you are already performing at the next level, consider asking about promotion criteria.
Staying professional
Avoid ultimatums unless you are prepared to leave, and avoid comparing yourself to specific colleagues’ pay. Focus on your contributions and market data.
Frequently Asked Questions
How much should I ask for? Use market data and your performance; many requests fall in a moderate range.
Should I mention outside offers? Only if you are willing to leave.
Should I put my request in writing? A brief written summary after the meeting can help.
What if my manager doesn’t control pay? Ask them to advocate for you and explain the process.
The bottom line
Prepare evidence, ask at the right time, make a specific request and leave with clear next steps.