How to ask for a raise and actually get what you deserve
You’ve put in the hours, taken on more responsibility, and quietly outperformed your own job description, but your paycheck is still stuck in the same gear. While asking for a raise can feel awkward, there’s no point in winging it or waiting for your boss to notice.
This list outlines a practical, strategic approach to requesting a raise in a way that’s clear, professional, and backed by preparation, not just hope.
Track the Company’s Financial Health First
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Feeling underpaid doesn’t count for much if the company’s barely scraping by. Check revenue trends, recent hiring freezes, or bonus updates. A little detective work tells you whether now’s the right moment or if your request is doomed before you start.
Time Your Ask Around Reviews or Milestones
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If you’ve just wrapped a major project or landed new clients, this is your ideal window. Raises land better when tied to recent wins. If performance reviews are months away, use fresh accomplishments as your springboard. You want your value to be at the top of your mind, not buried under next quarter’s budget shuffle.
Make Sure Your Manager Has Bandwidth
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Even the strongest case can land poorly if your boss is stretched thin. Watch for a period when they seem more focused and less reactive. Bringing up compensation during a crisis or deadline-heavy week could delay or derail the conversation.
Benchmark Your Salary and Set a Clear Ask
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Ballpark guesses won’t cut it. Use reliable salary comparison tools filtered by your role, industry, and location. Then pick a number that reflects both that research and the unique value you bring. Going in vague makes it easier for them to punt. Be specific, and be ready.
Check Your Internal Job Description Against Actual Duties
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If your daily work looks nothing like your original job description, that’s a strong anchor for your ask. Are you doing higher-level tasks, managing people, or taking on broader impact? Your case becomes even stronger when you’re trying to align your pay with reality.
Document Contributions That Had Clear Impact
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Focus on where your work changed outcomes: increased revenue, saved time, boosted client retention. Be selective and attach metrics whenever possible. It’s easier for your manager to make a case to others when your value is tied to results, not just effort.
Schedule a Private, Dedicated Meeting
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No one wants to talk about money standing next to the coffee machine. Schedule a formal one-on-one with a clear subject and enough time to talk. A private, set meeting signals respect for their time and seriousness about the discussion. It also gives them time to prep.
Practice Both Content and Delivery
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You’re not giving a TED Talk, but you do want to sound like you’ve thought this through. Practice with a trusted colleague or friend who’ll be honest, not just encouraging. You want your pitch to be natural, grounded, and calm, not robotic or jittery.
Use Confident, Direct Language
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Hedging weakens your position. Avoid “I feel like” or “I think I might.” Instead, say, “Based on my performance and market value, I’d like to discuss a salary adjustment.” Confidence, not arrogance, signals credibility, especially when you back it up with facts.
Gather External Validation When Possible
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If you’ve received client praise, awards, or strong peer feedback, bring it. These outside perspectives often carry weight, especially in cross-functional roles. It helps reinforce that your impact is visible beyond your immediate team and can serve as informal third-party support.
Anticipate and Prepare for Objections
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There’s always a chance your manager pushes back. They might bring up budgets, timing, or expectations. Instead of freezing up, prep calm, clear responses. You’re starting a negotiation, not issuing an ultimatum. The smoother you handle pushback, the more likely you are to keep the door open.
Frame Your Ask Around Future Goals
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Yes, your past performance matters. But pairing that with your future goals makes the conversation more forward-looking. Linking your raise request to continued growth—new responsibilities, leadership goals, project expansion—positions your ask as an investment in what’s next, not just a reward for the past.
Be Open to Alternatives if Budgets Are Tight
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Sometimes the budget just says no. But the conversation doesn’t have to end there. Ask about one-time bonuses, extra vacation days, or training budgets. Flexibility shows you’re interested in finding a path forward, not just walking away if the answer isn’t “yes” right now.
Follow Up With a Written Recap
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After the meeting, send a short thank-you email summarizing your points and reiterating interest. If your manager needs to loop in HR or others, this makes it easier. If the request was deferred, it gives you a dated reference point for future follow-up.
Reflect and Reassess if Progress Stalls
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If multiple good-faith efforts go nowhere, start reevaluating. You can stay engaged and do great work, but also start looking elsewhere if the compensation gap doesn’t close. Sometimes, getting paid what you’re worth means moving to a company that recognizes it.