Mastering the art of asking for a raise: How to get it

Getting a raise isn't about luck; it's about preparation. The real work happens long before you ever step into your manager's office. It's about building such a compelling, data-backed case for your value that a "yes" becomes the most logical answer.

Let’s move past the simple feeling of being underpaid and start gathering the cold, hard facts that prove your worth.

Build Your Data-Driven Case for a Raise

It's one thing to feel like you deserve more money. It’s another thing entirely to walk in with a file full of proof. That’s the difference between a weak plea and a strong business case.

Your goal here is to reframe the entire conversation. You're not just asking for a raise; you're presenting a strategic investment opportunity—an investment in a proven asset. This prep work is, without a doubt, the most important part of the whole process. Get this right, and you’ll walk into that meeting with unshakable confidence.

Determine Your Market Value

First things first: you need to know what you're actually worth. Before you can argue you’re underpaid, you have to know what the right pay even looks like for someone with your specific skills, in your industry, and in your city.

Get online and use salary benchmarking tools to find a realistic pay range. A quick search on job boards for similar roles will also show you what competitors are willing to pay for your talent right now. This isn't just about picking a number out of thin air; it's about grounding your request in reality.

Expert Tip: Your market value is the single most powerful tool you have. When you can confidently say, "Based on market data for this role and my experience level here in Austin, the typical salary range is X to Y," you've immediately shifted the conversation from what you want to what the market demands.

Quantify Your Achievements and Impact

Your manager already knows your job description. What they often don't see is a clear summary of your impact—the value you've created that goes beyond your day-to-day duties. Vague claims like "I worked really hard last quarter" are easy to dismiss. Quantified achievements are not.

This is where a "brag file" comes in. It might sound a little egotistical, but it's just a running log of your wins. Keep a simple document and update it whenever something good happens.

For every project, ask yourself:

• Did I help make money? By how much? (e.g., "My contributions to the XYZ campaign directly led to $50,000 in new leads.")
• Did I help save money? How much? (e.g., "I automated our weekly reporting, which saves the team roughly 10 hours per week.")
• Did I make something better? What was the result? (e.g., "The new content template I created has boosted organic traffic by an average of 15% per post.")
• Did someone say something nice? Copy and paste that positive feedback from Slack, email, or your performance review.

This exercise transforms your list of duties into a compelling story of tangible results, proving that your value to the company is actively growing.

Understand Your Company’s Compensation Philosophy

Finally, context is everything. You need to understand how your company actually handles raises. Is there a rigid annual review cycle where all salary decisions are made at once? If raises are only approved during Q4 budget planning, asking in January is a surefire way to get a "no," no matter how strong your case is.

It’s also smart to look at the bigger picture. In the current economic climate, many companies are budgeting around 4% for salary increases, but that doesn't tell the whole story. For example, while the average U.S. budget for individual merit increases was 3.8%, the overall adjustment for entire pay structures was only 2.5%. This gap shows that companies are being very selective, prioritizing targeted raises to retain their top performers instead of giving everyone small cost-of-living bumps. You can review the latest findings on NFP.com to get a better handle on these trends.

Knowing this allows you to frame your request perfectly—not as a simple ask for more money, but as a strategic move for the company to retain a high-value employee. And don't forget, your base salary is just one piece of the puzzle. Getting familiar with your total compensation package can open up other negotiation possibilities, like bonuses, stock options, or professional development funds.

To build a truly undeniable case, you need to gather specific pieces of information. The table below breaks down exactly what you should be looking for.

Key Data Points for Your Raise Request

A summary of the essential information you need to gather to build a compelling, data-backed case for a salary increase.

Data Category	What to Look For	Why It Matters
Market Salary Data	Salary ranges for your job title, experience level, and geographic location from 2-3 reputable sources.	Establishes an objective, external benchmark for your pay.
Quantified Achievements	Specific metrics: revenue generated, costs saved, processes improved (with percentages or dollar amounts).	Proves your direct, tangible impact on the company's bottom line.
Positive Feedback	Quotes from performance reviews, praise from managers, or kudos from senior colleagues and clients.	Provides third-party validation of your skills and contributions.
Company Pay Cycles	The specific timing of annual reviews, budget planning, and when raises are typically approved.	Ensures you make your request at the most opportune moment.
Scope Expansion	New responsibilities, skills, or projects you've taken on since your last salary review.	Demonstrates that your role has grown and is now more valuable.

With these data points in hand, you're no longer just asking for a raise. You're presenting a well-researched, evidence-based proposal that your manager can confidently take to their higher-ups.

Understand the Global Pay Landscape

When you're building a case for a raise, your stellar performance is just one piece of the puzzle. Your request doesn't exist in a vacuum—it lands right in the middle of a complex global economy that directly impacts your company's budgets and compensation philosophy. Getting a feel for these bigger trends is a critical first step.

Knowing the average pay increase in your country or region changes the entire dynamic of your ask. It shows your manager you’ve done your homework and are tuned into the same business realities they are. This context helps you frame your request as a well-researched, market-aware proposal, not just a personal wish list.

Setting Realistic Expectations Across Regions

Salary budgets can swing wildly from one country to another, all thanks to things like inflation, talent shortages, and general economic health. A 5% raise might be standard in one market but feel like hitting the jackpot in another. For instance, in the United States, average salary increases have settled around 3.5%. While that’s down from recent highs, it still shows a tight labor market.

This kind of data gives you a powerful baseline. If you know the national average is 4%, asking for a 15% bump without some truly exceptional accomplishments to back it up might make you seem out of touch. On the flip side, if you've been knocking it out of the park, requesting a raise that's a few points above the average is a completely reasonable place to start the conversation.

The infographic below really breaks down the key components of building your case, which should always be grounded in the economic realities of your location.

As you can see, understanding your market value, your direct impact on the company, and its internal policies all come together to build a strong argument.

A Closer Look at European and UK Trends

The pay situation across Europe is a perfect example of these regional nuances. Recent data paints a picture of wide-ranging salary adjustments.

For example, countries like the Netherlands saw average pay rises leading the pack at 6.3%, while others like Sweden had more modest gains around 4.1%. In parts of Eastern Europe, where high inflation is a major factor, double-digit salary hikes weren't uncommon. Meanwhile, the UK and Germany both saw average increases of 5.0% (a dip from previous years), with France and Spain landing at 4.9% and 4.0%, respectively. You can discover more insights about European pay trends to get a better feel for where your country stands.

These aren't just abstract numbers; they reflect the real-world pressures and opportunities in each market. A manager in London is working with a completely different set of budget constraints than one in Madrid.

When you bring these benchmarks into the conversation, you’re speaking your manager’s language. You're showing them you understand the budget realities, which instantly gives your request more weight and credibility.

Ultimately, this global and regional context helps you tailor your approach. It’s a crucial step in making sure your ask is both ambitious and achievable within your company’s financial reality. This is a core part of figuring out what is a competitive salary for your role, right now. Armed with this information, you can confidently frame your request as a reasonable, market-aligned investment in a high-value team member.

How to Script and Frame Your Request

After weeks of gathering data and building your case, the moment of truth is here. The conversation itself is where all that preparation pays off. How you frame your request and the specific words you choose can make all the difference, turning a potentially tense chat into a collaborative career discussion.

The goal is to project confidence without coming across as demanding. This isn't about issuing an ultimatum; it's about presenting a rock-solid business case for why an investment in you is also an investment in the company. Your tone should be positive, forward-looking, and laser-focused on the value you'll continue to bring.

Setting the Stage The Right Way

First things first, you have to get the meeting on the calendar professionally. Firing off a quick Slack message like, "Got a minute to talk about my salary?" is a surefire way to catch your manager off guard and put them on the defensive.

Instead, send a brief, professional email to schedule the chat. This simple step sets a collaborative and serious tone from the get-go.

Here’s a script you can adapt:

• Subject: Chat about Career Growth & Contributions
• Body: "Hi [Manager's Name], I'd like to schedule a 30-minute meeting next week to discuss my recent contributions and my future growth at the company. Please let me know what day and time works best for you. Thanks!"

This phrasing is strategic. It frames the conversation around your career journey—which naturally includes compensation—rather than a narrow, transactional ask for cash.

Structuring the Conversation for Maximum Impact

Once you’re in the meeting, resist the urge to jump straight to the number. A well-structured conversation follows a logical arc, guiding your manager through your reasoning so your final request feels like an obvious and reasonable conclusion.

Kick things off with genuine gratitude for the role and the opportunities you've had. From there, smoothly transition into a concise summary of your key achievements, leaning on the facts and figures you prepared. Finally, connect those wins to your future potential and make your specific ask.

Pro Tip: Frame the conversation around "we" and "our goals," not just "I" and "my needs." Language like, "I'm excited to keep helping our team achieve..." positions your raise as a tool to keep a high-value contributor motivated and focused on shared success.

Scripts for Different Career Levels

The way you pitch your raise should absolutely change as you climb the ladder. A junior employee’s leverage is built on potential, while a senior leader’s is built on proven strategic impact. Your script needs to reflect that reality.

For the Junior Employee

As a junior professional, your whole narrative is about growth, learning, and taking on more. Your value is in your potential and the new skills you're rapidly adding to the team's arsenal.

• Example Script: "I've really enjoyed growing in this role over the last year. I’ve taken the lead on [Project X] and got certified in [New Skill Y], which helped the team achieve [Result Z]. As my responsibilities have grown, I’d like to discuss adjusting my compensation to reflect that expanded scope and my current market value."

For the Mid-Level Professional

At this point in your career, you have a proven track record. You’re reliable, you deliver, and you know the business inside and out. Your case is built on that history of consistent results.

• Example Script: "Over the past two years, I've consistently hit my goals, including [Mention a specific metric like 'increasing lead conversion by 15%']. My market research shows that a salary of [Specific Number] aligns with my experience level and contributions. I'm confident that with this adjustment, I can continue to drive even bigger results for the department."

For the Senior Leader

As a senior contributor or leader, your value is tied directly to the bottom line—revenue, market share, team performance, or cost savings. Your conversation needs to focus on that big-picture strategic impact.

• Example Script: "The initiatives I've led, like [Initiative A], have directly resulted in [Specific business outcome, e.g., '$250k in cost savings' or 'a 10% increase in market share']. Looking ahead, my focus is on [Future Goal B]. To ensure my compensation aligns with this level of strategic impact, I am requesting an adjustment to [Specific Number]."

Making the Specific Ask

When it's time to actually say the number, be direct and confident. No apologies, no wishy-washy language. You've done the work, you know your worth.

Presenting a specific number or a tight, well-researched range is almost always better than being vague. It anchors the negotiation and shows you’re prepared.

Instead of, "I was hoping for a bit more," try: "Based on my contributions and the market data, I am seeking a new salary of $85,000."

This is also where you need to be ready for follow-up questions. Knowing exactly how to answer salary expectations is a crucial skill that helps you justify your number calmly and logically. Our full guide offers deeper strategies for mastering this part of the conversation.

Finally, after the meeting, always send a follow-up email. It's a professional touch that creates a record of your discussion, confirms the next steps, and keeps the ball rolling. It closes the loop and shows you’re serious about a resolution.

Navigate Objections and Negotiation Tactics

Even after you’ve laid out a brilliant, data-backed case for a raise, you might not get an immediate "yes." Hearing "no" or "not right now" stings, but don't get discouraged. This isn't the end of the road; it's often where the real negotiation begins. Your most powerful tool at this moment is to stay calm, professional, and strategic.

The trick is to reframe their objection. It’s not a personal rejection of your value. It’s a problem you and your manager can solve together. They might be wrestling with things you can't see, like a locked-down department budget or rigid company pay bands. Your job is to pivot from being an advocate for yourself to being a collaborative problem-solver.

Responding to Common Objections

You're likely to hear one of a few standard replies when you ask for more money. Instead of getting flustered, walk in with a calm, thoughtful counterpoint for each. This shows you’re a serious professional who can navigate tough business discussions.

Here's how to turn a potential dead end into a productive conversation:

• The Objection: "There's just no budget for that right now."

  • Your Response: "I understand that the current budget is tight. Could we talk about the timeline for the next budget cycle? I’d like to schedule a time to revisit this then. In the meantime, what key results would you need to see from me to make a strong case for this raise in the next quarter?"

• The Objection: "Your performance is solid, but we need to see more at the next level."

  • Your Response: "I appreciate that feedback, and I'm motivated to reach that next level. Can we work together to define what those specific goals and outcomes look like? I'd love to create a clear plan with measurable targets so I can meet those expectations over the next three to six months."

• The Objection: "It’s just not a good time for the company."

  • Your Response: "I definitely understand the bigger picture right now. Since a salary bump isn't possible at this moment, could we explore other ways to recognize my expanded contributions? I’m interested in discussing options like a title change, additional PTO, or a professional development budget."

With these kinds of responses, you stay in the driver's seat. You’re not just accepting their "no"—you’re opening up a new discussion about the future with clear, concrete next steps.

Mastering Key Negotiation Tactics

Once you get past that initial objection, the real negotiation kicks off. This is your chance to show flexibility while still standing firm on your value. A win doesn't always mean getting the exact number you first asked for. It means finding a solution where you feel properly valued.

Think of it as a partnership. It’s in everyone’s best interest to keep you happy, motivated, and engaged.

Don’t get tunnel vision on the salary number alone. Think about the total value of the package: your responsibilities, travel, flexibility, growth opportunities, and support for education. A wider view creates more paths to a win-win outcome.

One of the most effective tactics is anchoring. By stating your desired salary first (say, "$95,000"), you set the starting point for the whole discussion. Even if the final number is lower, it will almost always be closer to your anchor than if you let your manager make the first move. Always anchor a bit higher than your absolute minimum to give yourself some wiggle room.

It's also critical to know your walk-away point before you even step into the meeting. This is your non-negotiable bottom line. Having this number clear in your head will stop you from accepting an offer out of pressure that you’ll regret later.

Exploring Non-Monetary Alternatives

If a salary increase is genuinely off the table, don't leave empty-handed. This is a perfect time to negotiate for other valuable perks that can improve your career and work-life balance. Frankly, sometimes these benefits are just as good as cash.

Consider pushing for these powerful alternatives:

• A Title Change: A better title like "Senior Marketing Specialist" doesn't just sound good. It reflects your growth and immediately positions you for higher-paying roles down the line, both inside and outside the company.
• More Paid Time Off: An extra week of vacation is worth thousands of dollars in mental health and burnout prevention. It's a high-value perk that often doesn't come from the same strict budget line as salaries.
• Professional Development Budget: Getting the company to pay for a certification, conference, or online course is a direct investment in your skills. It makes you more valuable to them and boosts your long-term earning potential.
• Flexible Work Arrangements: Securing more remote days or a flexible schedule can save you real money on commuting and give you back precious time.

By skillfully handling objections and using smart negotiation tactics, you can transform a difficult conversation into a major career win.

What to Do After You've Had the Talk

The big conversation is over. Phew. But don't close the book on this just yet. What you do in the next 24 hours is just as critical as how you handled the meeting itself. Your follow-up is your chance to show professionalism, confirm agreements, and control the narrative, no matter what answer you got.

Whether you heard a "yes," a "maybe," or a "no," each outcome requires a different strategy. Let's break down how to handle each one to protect your interests and set yourself up for success down the road.

When the Answer Is Yes

First off, congratulations! You did it. Take a moment to celebrate—you earned it. But once the initial excitement settles, it's time to get everything locked in.

Your immediate next step is to send a thank-you email within 24 hours. This isn't just good manners; it's smart business. This email serves as a written record of your new agreement.

Make sure your email does three things:

• Thanks them for their time and for approving the raise.
• Clearly restates the new salary or compensation package you both agreed on.
• Confirms the exact date the new pay rate takes effect.

This simple follow-up prevents any "misunderstandings" later and makes sure everyone is on the same page. It’s the final, professional touch that solidifies your win.

If You Got a "Maybe"

Hearing "I'll look into it" or "let me see what I can do" can leave you feeling stuck in limbo. Don't let it. This is your chance to turn that ambiguity into a concrete action plan with a clear timeline. The absolute worst thing you can do is let the conversation fizzle out.

Send a follow-up email thanking your manager for considering your request, then gently nudge them toward a firm timeline. You could write something like, "Thanks for looking into this for me. To keep it on the radar, could we schedule a quick 15-minute chat on [suggest a date a week or two out] to circle back?"

This keeps the ball in play and shows you're serious.

An ambiguous 'maybe' only becomes a 'no' if you let it. By establishing a clear timeline for the next conversation, you maintain momentum and hold your manager accountable for providing a definitive answer.

When It's a Firm "No"

Okay, this one stings. Hearing "no" is never easy, but how you react right now can define your future at the company. Resist the urge to show your frustration or disappointment. Instead, handle it with grace and pivot the conversation toward growth.

The goal is to turn a rejection into a feedback session. Ask questions like, "I appreciate the honest feedback. Can you help me understand what specific skills or accomplishments you'd need to see from me to reconsider this in the future?"

Work with your manager to build a real performance plan. It needs to have measurable goals and a set timeline for your next review—maybe in three or six months. This shows you're committed and keeps the door wide open for the next opportunity.

This is especially critical when companies are tightening their belts. While initial projections for salary increases in the United States were around 3.9%, the actual average landed closer to 3.5%, showing that budgets are getting more conservative. You can discover more insights about salary budget trends on WTWco.com. By creating a clear performance roadmap, you position yourself perfectly for when those budgets eventually open up again.

Your Top Questions About Asking for a Raise, Answered

Even with the best preparation, you’re bound to have some specific questions pop up. Let's tackle the most common ones I hear from people so you can walk into that meeting feeling completely prepared and confident.

When Is the Best Time of Year to Ask for a Raise?

Timing is everything. You want to make your case when your manager has the power and budget to say yes. The sweet spot is usually three to four months before your company finalizes budgets for the next year. If your company runs on a standard calendar year, that means you should be having the conversation in Q3—think late summer or early fall.

Why then? It gives your manager time to actually advocate for you and work your raise into their new financial plan. It’s no longer a surprise request; it's a planned expense.

Another killer opportunity is right after a huge win. Did you just launch a massive project ahead of schedule? Land a game-changing client? That’s your moment. Your value is never clearer than when you’ve just delivered tangible, high-impact results.

Should I Have a Specific Number in Mind When I Ask?

Yes. Don't leave this to chance. Walking in without a clear number puts all the power back in your employer's hands. You need a precise figure or, at the very least, a tight, well-defended salary range.

Think of it this way: a specific, data-backed number isn't just a wish—it's a business proposal. It shows you’ve done your homework, you understand your market value, and you’re taking your career seriously.

Your number should be a direct result of the market data you've gathered and the value you've proven with your achievements. Be ready to walk your manager through exactly how you got to that number.

What if My Company Has a Salary Freeze?

A salary freeze feels like a brick wall, but you can still make progress. Don't skip the conversation. Instead, shift the focus from an immediate pay bump to your long-term growth and future compensation.

Use the meeting to get on your manager's radar and agree on a timeline. You could ask, "I understand the freeze is in place now, but can we put a placeholder in the calendar to formally revisit this in six months?"

This is also a prime opportunity to negotiate for things that don't hit the payroll budget in the same way. Think about a title change, more flexible hours, extra vacation days, or a budget for professional development and certifications.

Is It Better to Ask in Person or Over Email?

The actual "ask" needs to happen face-to-face, whether that’s in person or on a video call. There's just no substitute for a real-time conversation.

A direct conversation lets you read the room, adapt your approach, and build a genuine connection. You can see their body language and react accordingly, turning it into a collaborative discussion rather than a one-sided demand.

Email is for logistics, not the main conversation. Use it to set up the meeting and to send a polite follow-up summary of what you discussed. The crucial conversation itself? That deserves a personal touch.

---

At SalaryGuide, we’re firm believers that knowing your worth is the first step to earning it. Our platform gives you access to the real-world salary data, career opportunities, and practical advice you need to benchmark your value and negotiate like a pro. Take control of your career and compensation today.