How to ask for a raise

2026-09-06

Asking for a raise can feel uncomfortable, but you do not have to approach the conversation as an awkward request for more money.

How to Ask for a Raise: A Step-by-Step Guide to Getting Paid What You're Worth

Asking for a raise can feel uncomfortable, but you do not have to approach the conversation as an awkward request for more money.

A strong salary increase conversation is a business conversation. You are presenting evidence of the value you provide, explaining how your responsibilities have changed, and making a reasonable case for why your compensation should reflect your contribution.

Whether you have taken on additional responsibilities, consistently exceeded expectations, developed new skills, increased revenue, improved processes, or simply discovered that your compensation is below the market for your role, there are situations where asking for a raise makes sense.

The key is preparation.

This guide explains how to ask for a raise, including when to ask, what to say, how much to request, how to prepare your evidence, how to negotiate, what to do if your employer says no, and how to follow up.

If you are also considering a new job or career move, LiaHia can help with career coaching, resume optimization, LinkedIn optimization, interview preparation, and reverse recruiting.

When Should You Ask for a Raise?

Timing can significantly affect the conversation.

The strongest time to request a raise is usually when you can clearly demonstrate increased value or responsibility.

Good opportunities can include:

After completing a major project successfully
After taking on additional responsibilities
After receiving strong performance feedback
After exceeding important targets
After receiving a promotion or expanded role
During a scheduled performance review
When your responsibilities have substantially changed
When market compensation has moved significantly

You should also consider the company's financial situation and compensation cycle.

If the company has recently announced layoffs, major financial difficulties, or a hiring freeze, your timing may not be ideal unless your role or circumstances require an immediate discussion.

How Often Should You Ask for a Raise?

There is no universal rule requiring you to wait exactly one year.

A raise conversation should be connected to your contribution and circumstances rather than an arbitrary calendar date.

However, if you recently received a meaningful salary increase, you will generally need a stronger reason to request another adjustment soon afterward.

Instead of asking only because time has passed, ask yourself:

Has my scope increased?
Have my results improved?
Have I taken on responsibilities above my original position?
Have I developed valuable new skills?
Have I become difficult to replace?
Has the market compensation for my role changed?

How Much of a Raise Should You Ask For?

Do not choose a number randomly.

Your request should be based on several factors, including your current salary, market compensation, performance, responsibilities, company policies, and the value you provide.

Research comparable roles using reputable compensation resources and job postings. Resources such as the U.S. Bureau of Labor Statistics can provide occupational compensation information, while professional job platforms can help you understand current hiring ranges.

Consider creating a target range:

Number	Purpose
Minimum	The lowest increase you would consider meaningful
Target	The compensation level you realistically want
Stretch	A higher but defensible amount based on strong evidence

For example, if you currently earn $70,000 and believe your responsibilities and market value justify $78,000 to $82,000, you can enter the conversation knowing what outcome you are seeking.

The exact percentage should depend on your circumstances rather than following a generic “ask for 10%” rule.

Build Your Case Before Asking for a Raise

The biggest mistake employees make is preparing an argument based on personal expenses instead of professional value.

Your employer may care about your financial needs, but a compensation decision is usually based on the value of the employee's contribution and the company's compensation structure.

Build your case around results.

Gather evidence such as:

Revenue generated
Sales closed
Costs reduced
Customers retained
Projects completed
Processes improved
Time saved
Errors reduced
New responsibilities
Positive client feedback
Team leadership
Successful initiatives

Use Numbers Whenever Possible

Specific results are more persuasive than general statements.

Compare these two statements:

Weak: “I've been working really hard and doing a great job.”

Stronger: “Over the past six months, I increased qualified leads by 28%, took responsibility for two additional accounts, and reduced the average reporting time by approximately five hours per week.”

The second statement gives the employer something concrete to evaluate.

Create a “Raise Evidence” Document

Do not wait until the day before your meeting to remember your accomplishments.

Maintain a simple record throughout the year.

Your document can include:

Achievement	Impact	Evidence
Improved sales process	Higher conversion	Monthly sales report
Reduced reporting time	Saved team hours	Process comparison
Managed additional accounts	Expanded responsibilities	Account list

When the time comes to negotiate compensation, you will have evidence instead of relying on memory.

How to Ask Your Manager for a Raise

You do not need a complicated speech.

Keep the conversation professional and direct.

A simple structure is:

Express appreciation for the opportunity.
Explain that you would like to discuss compensation.
Summarize your contributions.
Explain how your role has expanded.
State the compensation you are seeking.
Ask for your manager's perspective.

For example:

“I'd like to discuss my compensation. Over the past year, I've taken on additional responsibilities, increased my contribution to the team, and delivered several measurable results. Based on my performance, expanded responsibilities, and the market for similar roles, I'd like to discuss adjusting my salary to $X. I'd appreciate your thoughts on that.”

Then stop talking.

Give your manager time to respond.

How to Ask for a Raise in Person

An in-person conversation, whether onsite or through video, allows you to have a real discussion rather than reducing the request to a short message.

Request a dedicated meeting rather than surprising your manager in the hallway or during another meeting.

You can say:

“I'd like to schedule some time to discuss my role, performance, and compensation. Could we set aside 20–30 minutes this week?”

This gives your manager context without forcing the entire conversation into a spontaneous moment.

How to Ask for a Raise Over Email

Email can be useful when you want to formally request a compensation discussion.

However, avoid sending a long emotional explanation.

The goal of the email is usually to start the conversation, not conduct the entire negotiation.

A concise request is often more effective.

How to Ask for a Raise When You Have More Responsibilities

One of the strongest reasons to request a raise is when your job has changed significantly since you were hired.

For example, perhaps you were originally hired to manage five clients but now manage fifteen. Or you were hired as an individual contributor and now train new employees, manage projects, or lead a team.

Frame the conversation around the change in scope.

Explain:

What you were originally hired to do
What you do now
How your responsibilities expanded
What results you have produced
Why your compensation should reflect the new scope

How to Ask for a Raise After a Promotion

If you are receiving a promotion without a meaningful compensation adjustment, it is reasonable to ask how the new salary was determined.

You can say:

“I'm excited about the expanded responsibilities. I'd also like to understand how the compensation for the new role was determined and discuss whether the salary appropriately reflects the scope of the position.”

A promotion should generally come with a clear understanding of the responsibilities and compensation associated with the new position.

How to Ask for a Raise Based on Market Salary

Market data can strengthen your case, but use it carefully.

Do not walk into your manager's office and say, “The internet says I should make $100,000.”

Compensation varies by:

Location
Experience
Industry
Company size
Responsibilities
Skills
Performance
Education and credentials

Instead, explain that you researched comparable positions and found compensation ranges that appear higher than your current salary.

Then connect the data to your own responsibilities and performance.

Should You Tell Your Employer How Much Other Companies Pay?

You can discuss market compensation without threatening to leave.

For example:

“I've reviewed compensation for comparable positions with similar responsibilities, and the market appears to be higher than my current compensation. Given my current scope and performance, I'd like to discuss bringing my salary closer to the market.”

This is more professional than saying, “Another company would pay me more, so you need to match it.”

What If You Have Another Job Offer?

A competing offer can change the negotiation, but be careful.

Do not use a fake job offer as leverage.

If you genuinely have another offer, you can explain the situation honestly.

However, only use the offer as leverage if you are actually prepared to leave.

If your employer calls your bluff and you cannot or will not accept the other opportunity, you may weaken your negotiating position.

What Not to Say When Asking for a Raise

Avoid making the conversation primarily about personal financial problems.

For example:

“My rent went up.”

“I need more money because I have bills.”

“My friend makes more than me.”

“I've been here for two years, so I deserve a raise.”

These may be real circumstances, but they are not strong business arguments.

Instead, focus on your contribution and the value of your work.

What If Your Manager Says “No”?

A “no” does not necessarily mean the conversation failed.

Ask why.

Your manager may say:

There is no budget right now.
Raises are only considered during annual reviews.
Your performance does not yet justify an increase.
The company has a compensation freeze.
Your current salary is already within the approved range.
The decision requires approval from another department.

Each answer requires a different strategy.

Ask What You Need to Do to Earn the Raise

If your manager says your performance is not yet at the required level, do not argue immediately.

Ask for specific expectations.

Say:

“What specific results or responsibilities would you need to see from me for us to revisit the compensation discussion?”

Then ask:

What targets should I achieve?
What skills should I develop?
What responsibilities should I take on?
When can we revisit this?
How will success be measured?

This turns a rejection into a development plan.

Get the Timeline in Writing

If your manager says, “Let's revisit this in six months,” clarify exactly what that means.

Ask:

“Would you be comfortable setting a date now to revisit this conversation?”

If appropriate, send a short follow-up confirming the goals you discussed.

This creates accountability for both sides.

What If Your Employer Cannot Increase Your Salary?

Salary is not the only form of compensation.

Depending on the organization, you may be able to negotiate:

Performance bonuses
Commission
Additional paid time off
Flexible working arrangements
Remote work
Professional development funding
Certification reimbursement
Equity
Better title
Additional responsibilities
Schedule flexibility

These alternatives should not automatically be treated as equivalent to salary. A permanent salary increase affects future compensation and may influence future raises, bonuses, and job offers.

Evaluate the total package carefully.

How to Ask for a Raise Without Sounding Entitled

Confidence and entitlement are different.

Confidence sounds like:

“Based on my results and the expanded scope of my position, I'd like to discuss increasing my compensation.”

Entitlement sounds like:

“I've been here long enough, so I deserve more money.”

You are not demanding that your employer agree.

You are presenting a case and asking for a discussion.

How to Prepare for Questions From Your Manager

Your manager may challenge your request.

Prepare for questions such as:

Why do you think you deserve a raise?
What have you accomplished?
Why should we increase your salary now?
What salary are you expecting?
What makes your contribution different?
What additional responsibilities have you taken on?
What market data did you use?
What would justify a higher salary?

Prepare concise answers backed by evidence.

Practice Your Raise Conversation

Practice saying your request aloud.

This may feel unnecessary, but it can prevent you from becoming nervous and talking yourself out of the request.

Your conversation should be short enough that you can communicate your case clearly without sounding like you memorized a speech.

Focus on three things:

What I have accomplished.
How my role has grown.
What compensation I am requesting.

Sample Salary Increase Conversation

Here is a simple example:

“I'd like to discuss my compensation. Since I joined the company, my responsibilities have expanded significantly. I've taken ownership of several major projects, increased my responsibilities with key clients, and helped improve the team's performance. Based on my results, the scope of my current role, and the market for comparable positions, I'd like to discuss increasing my salary to $85,000. I'd like to hear your thoughts.”

The exact amount should be replaced with your own researched target.

How to Ask for a Raise in a Performance Review

Performance reviews are a natural opportunity to discuss compensation.

Do not wait until the very end of the meeting if compensation is an important topic.

Bring your accomplishments and measurable results.

If you receive positive feedback, connect it to the compensation conversation:

“I'm glad to hear that my performance has been strong. Given those results and the additional responsibilities I've taken on, I'd like to discuss whether my compensation can be adjusted to reflect my current contribution.”

What If Your Responsibilities Keep Increasing Without a Raise?

This can be a sign that your position needs to be formally reevaluated.

If your responsibilities have increased substantially, ask whether your title, job description, compensation, and level are still aligned with the work you perform.

You may have effectively moved into a higher-level role without receiving the corresponding compensation.

Document the changes carefully.

When Should You Consider Leaving Instead?

Sometimes the best outcome of a salary conversation is realizing that your current employer cannot provide the compensation or career growth you want.

Consider exploring the external market if:

Your responsibilities continue increasing without compensation changes.
Your employer repeatedly postpones the conversation.
You are consistently underpaid relative to comparable roles.
There is no clear advancement path.
Your employer refuses to discuss development expectations.
Your compensation is constrained by company policy.
You have developed skills that are more valuable elsewhere.

You do not need to resign immediately.

You can quietly research the market and determine what opportunities are available.

Use Your Job Search as a Compensation Benchmark

One of the most useful ways to understand your market value is to see what employers are willing to pay for your skills.

Research comparable positions, speak with recruiters, review job postings, and evaluate actual compensation ranges.

Your market value is not necessarily the same as your current salary.

Sometimes your salary reflects what you negotiated when you were hired years ago rather than what your experience is worth today.

How LiaHia Can Help You Increase Your Career Value

Asking for a raise is easier when you understand how to position your professional value.

LiaHia can help job seekers evaluate their career positioning and prepare for compensation and career decisions through services including:

Career coaching — Develop a strategy for career growth and compensation.
Resume optimization — Present your accomplishments and skills more effectively.
LinkedIn optimization — Improve your professional positioning.
Interview preparation — Prepare to communicate your value during interviews.
Reverse recruiting — Get assistance identifying and pursuing new opportunities.
Training and upskilling guidance — Identify skills that can increase your competitiveness.

If your current employer cannot provide the compensation you want, understanding your external market can help you make a more informed career decision.

Frequently Asked Questions About Asking for a Raise

How do I politely ask for a raise?

Request a dedicated conversation, explain your accomplishments and increased responsibilities, provide evidence of your value, and clearly state the compensation you would like to discuss.

How much of a raise should I ask for?

There is no universal percentage. Base your request on your performance, responsibilities, market compensation, experience, and company compensation structure.

What is the best way to ask for a salary increase?

The best approach is usually a direct, professional conversation supported by measurable accomplishments and relevant market information.

Should I ask for a raise by email?

Email can be appropriate for requesting a meeting, but a compensation negotiation is often better handled through a direct conversation where both sides can discuss the situation.

Can I ask for a raise if I have only been at the company for six months?

You can, particularly if your responsibilities have changed significantly or you have delivered exceptional results. However, your case will generally be stronger when there is clear evidence supporting the request.

What if my boss says there is no budget?

Ask when the budget may be reconsidered and what results would strengthen your case. You can also discuss alternatives such as a bonus, additional benefits, professional development, or a future salary review.

Should I mention another job offer?

If you genuinely have another offer, you can disclose it honestly. Do not invent an offer, and only use a competing offer as leverage if you are genuinely willing to leave.

What if my employer refuses to give me a raise?

Ask for specific performance goals and a timeline for revisiting compensation. If the company cannot provide a realistic path to higher compensation, consider researching opportunities in the external job market.

Final Thoughts

Asking for a raise does not have to be confrontational.

The strongest salary conversations are built around evidence.

Know what you contribute. Document your accomplishments. Understand how your responsibilities have changed. Research the market. Determine what compensation you want. Then have a professional conversation with your manager.

Do not apologize for asking.

Do not make the entire conversation about your personal expenses.

Do not threaten to quit unless you are genuinely prepared to leave.

Instead, make a clear business case for why your compensation should reflect the value you provide.

And if the answer is no, use that information.

Find out what would need to change, establish a timeline, and determine whether your employer can realistically provide the career and compensation growth you want.

Your salary is part of your career strategy. Learning how to negotiate it is an important professional skill.

If you are ready to evaluate your next career move, LiaHia can help with career coaching, resume optimization, LinkedIn optimization, interview preparation, and reverse recruiting.