Asking for a pay raise starts with preparation. Research your market value, document your accomplishments, and schedule a short meeting with your manager. During the conversation, clearly state your request, support it with performance examples and salary data, and follow up in writing if needed.
Why Timing Matters
The right time to ask for a raise can significantly affect the outcome. Aligning your request with your company’s fiscal year or after a successful performance review increases your chances.
You should also time your request after a major project wraps up or when your manager isn’t overwhelmed. Employees who wait for key milestones often get better results. For instance, after leading a client project that saved the company $50,000, Alex scheduled a meeting during performance review season. With clear achievements, the request felt logical — and it worked.
Here’s how to spot the best timing:
- Just before or after your annual performance review
- After completing a major project or new responsibilities
- During budget planning periods
- When your manager is less stressed
- After a long time since your last raise
Strategic timing increases your chances of success, especially when matched with strong results and clear communication.
How to Prepare Before You Ask
Before you walk into that meeting, preparation is key. Start by gathering salary research on your job title, industry, and geographic area. Use tools like Glassdoor or Payscale to determine the average salary range for similar roles.
Also, reflect on your contributions. Create a list of:
- Key wins from the last 6–12 months
- Any additional responsibilities you’ve taken on
- Times you’ve trained team members or saved costs
- Positive feedback from clients or supervisors
Don’t forget to:
- Compare your current salary to the market
- Review your job description versus what you actually do
- Practice your pitch with a friend or in front of a mirror
Being clear on your value, numbers, and the salary increase you want will help you feel confident — and confident employees get better outcomes.
How to Start the Conversation
Start by scheduling a short meeting with your manager. You don’t need to give too many details upfront — just say, “I’d like to talk about my role and compensation.”
When the meeting begins, be direct and professional:
“I’ve really enjoyed working in this role and contributing to the team. Based on my recent contributions, I’d like to discuss a pay raise.”
Here are tips for structuring the conversation:
- Begin with your track record of success
- Mention your last raise if it was over a year ago
- Tie your request to clear metrics like revenue impact or efficiency gains
- Share hard data from your salary research
- Close with a calm tone: “Does a salary increase make sense at this time?”
Use facts, not emotions. Stay positive. Be ready for questions. And always end by thanking your manager for their time and consideration.
Supporting Your Request with Evidence
You need more than feelings to justify a raise — you need evidence. The best approach is to connect your job performance to measurable outcomes.
Use these examples:
- “I led a campaign that increased client engagement by 42%.”
- “I took on more responsibilities by managing two new team members.”
- “I streamlined our billing system, which led to $12,000 in cost savings over six months.”
Include:
- Charts or visuals if possible
- Feedback quotes from emails or evaluations
- Comparisons to the average salary range for similar roles
Remember: employers are more likely to approve a pay increase when they see how you’ve saved money, improved efficiency, or driven results.
What to Say in Writing (Follow-Up Email Example)
Always follow up your discussion with a written request. Keep it short, professional, and based on your conversation.
Here’s a quick sample:
Hi [Manager Name],
Thank you again for taking the time to discuss my role and compensation today.
As we reviewed, I’ve taken on [responsibilities] and delivered [measurable results]. Based on this, and current market research for similar roles, I’m requesting a salary adjustment to reflect my contributions.
I appreciate your consideration and look forward to your response.
Best,
[Your Name]
Putting it in writing helps your manager forward the request to HR or decision-makers — and shows you’re serious.
What to Do If the Answer is No
If your manager says no, stay calm. Thank them for the discussion and ask for specific feedback. Find out:
- What factors influenced the decision
- Whether timing or budget played a role
- When it might make sense to revisit
Then ask for clear next steps:
- “What goals should I meet for a raise in the future?”
- “When can we schedule a follow-up conversation?”
Many employees bounce back by showing they listened, kept improving, and came back stronger. Document your recent accomplishments, maintain a strong track record, and keep the door open for future conversations.
How Pay Raises Compare Across Roles
Below is a comparison table showing how pay raises vary by job title, industry, and performance factors. Use this salary data to determine what’s realistic for your next salary negotiation.
Average Pay Raise by Role and Performance Level
| Job Title | Average Salary Range | Typical Raise (%) | High Performance Raise | Time Since Last Raise |
|---|---|---|---|---|
| Marketing Specialist | $52,000–$68,000 | 3%–5% | Up to 8% | 12–18 months |
| Software Engineer | $80,000–$115,000 | 4%–6% | Up to 10% | 12 months |
| HR Generalist | $50,000–$65,000 | 3%–4% | 6%+ for top performers | 18+ months |
| Sales Representative | $60,000–$85,000 | 5%–7% | 10% with bonuses | 12 months |
| Customer Service Lead | $45,000–$55,000 | 2%–4% | 5%–6% | 18–24 months |
Source: Bureau of Labor Statistics and Glassdoor 2024
Most Popular Questions About Asking for a Raise
These are the most common questions we receive from people looking to ask for a raise.
How do I know the right time to ask for a raise?
The best time is after a performance review, project success, or when your company finalizes budgets. Avoid peak stress times or right after layoffs.
How much of a raise is fair to ask for?
A typical percentage increase ranges from 3% to 6%. High performers can ask for up to 10%, especially with salary research showing they’re underpaid.
Should I talk to my boss or HR first?
Always start with your manager. They know your contributions best and usually have input on compensation decisions.
What if my company says there’s no money for raises?
If budget is the issue, ask for a timeline or non-monetary perks like more paid time off or future salary increase consideration.
What mistakes should I avoid when asking for a raise?
Avoid comparing yourself to coworkers, making emotional appeals, or demanding an answer on the spot. Focus on value, results, and being professional.
Final Thoughts
A successful pay raise request depends on timing, preparation, and proof of your contributions. With the right conversation, research, and follow-up, you increase your chance of success. Don’t just wait — prepare, present your case clearly, and ask for what your work deserves.
