How to Ask for a Raise: A Step-By-Step Guide to Getting the Salary You Deserve!

Asking for a raise feels uncomfortable for almost everyone, but it shouldn't. If you've been taking on more responsibility, improving your team's results, or consistently performing above expectations, it's reasonable (and smart) to advocate for fair compensation. The key is approaching the conversation with preparation, clarity, and the right timing. 

Before we get into step-by-step guidance, here's what you need to know at a glance.

>> Visit the HireVeterans Job Board <<

Main Takeaways

• Preparation beats confidence: Employees who gather data, document results, and present clear value have the highest success rate—regardless of personality type. 

• Timing matters: Performance reviews, major wins, or moments when your boss is visibly less overwhelmed dramatically improve your chances. 

• Your ask must be tied to results (not tenure): "I've been here a long time" is weak. "Here's the measurable value I've added" is strong. 

• Clarity wins: You should walk into the meeting knowing the exact number you're requesting and why it's justified. 

How to Ask for a Raise (Step-by-Step)

1. Know Your Market Value 

Start with salary research (not assumptions). One of the biggest mistakes professionals make is guessing what they should earn based on intuition or watercooler gossip. Real negotiating power comes from concrete, verifiable data that shows what someone with your skills, experience, and location actually commands in today's market. 

Spend at least an hour gathering information from multiple sources to build a complete picture. Different platforms use different methodologies, so cross-referencing ensures you're not relying on outdated or skewed information. 

Use sources like: 

• Bureau of Labor Statistics – Government data with broad national and regional averages 

• PayScale – Detailed breakdowns by experience, company size, and specific skills 

• Glassdoor – Self-reported salaries with company-specific insights 

• Indeed Salary Insights – Real-time market trends based on actual job postings 

Look for ranges based on: 

• Your role 

• Your location (or remote status) 

• Your experience level 

• Your industry 

This gives you a realistic, data-based anchor instead of an arbitrary guess. When you can say "professionals in my role with my experience typically earn between $X and $Y in this market," you're no longer asking; you're aligning your compensation with industry standards. 

2. Document Your Wins

Before the conversation, create a short list of quantifiable impacts. This is where most people stumble. They know they've done good work, but they can't articulate it in terms that matter to decision-makers. Your manager isn't inside your head. They're juggling dozens of priorities and may not remember the full scope of your contributions from six months ago. 

Your job is to make your value impossible to ignore. Numbers tell a story that vague statements like "I work really hard" simply cannot. When you walk into that meeting with a clear record of what you've delivered, you shift the conversation from subjective opinion to objective performance. 

Think in terms of: 

• Revenue generated – Did you close deals, bring in new clients, or upsell existing accounts? 

• Costs saved – Did you negotiate better vendor rates, streamline spending, or reduce waste? 

• Processes improved – Did you eliminate bottlenecks, automate manual tasks, or increase team efficiency? 

• Time saved – Did you cut project timelines, reduce meeting overhead, or speed up delivery? 

• Projects completed – Did you launch initiatives on time, under budget, or ahead of schedule? 

• Responsibilities you've quietly absorbed – Are you training new hires, covering for teammates, or managing tasks outside your job description? 

Your goal is to make your value visible. Managers respond best when the data is clear and easy to digest. Keep your list concise: three to five strong examples are better than a rambling list of fifteen mediocre ones. 

3. Pick the Right Timing

The right moment can make or break the conversation. Even the strongest case can fall flat if your manager is distracted, stressed, or dealing with competing priorities. Timing isn't just about when you feel ready—it's about when your manager is most receptive and when the company is in a position to say yes. 

Think of it this way: you're asking someone to allocate resources. That's easier to approve when budgets are confirmed, performance is fresh in their mind, and they're not in crisis mode. A little strategic patience can make the difference between "let me think about it" and "yes, you've earned this." 

Ideal times include: 

• During your annual or mid-year performance review – Compensation is already on the agenda 

• After a major project success or achievement – Your value is top of mind and undeniable 

• When you've recently taken on new responsibilities – Your role has expanded, your pay should too 

• When your company is financially stable – Avoid layoffs, hiring freezes, or uncertainty 

• When your manager isn't overloaded or putting out fires – You need their full attention 

If you're unsure, a simple: 

"Hey, I'd love to find 20 minutes on your calendar in the next week to talk about my role and compensation—what works for you?" 

sets the stage without pressure. This approach signals professionalism and gives your manager time to prepare and positions the conversation as a planned discussion, not an ambush. 

4. Prepare Your Ask

Make your request simple and direct. Many people lose their negotiating power the moment they start hedging, apologizing, or burying their request in unnecessary preamble. Confidence doesn't mean being aggressive; it means being clear. You've done the research. You've documented your value. Now state what you want without diluting your message. 

Your manager shouldn't have to guess what you're asking for or why. The cleaner your delivery, the easier it is for them to advocate for you internally if needed. 

Example phrasing: 

"Based on my performance over the past year—including [insert top 2–3 achievements]—and current market rates for this role, I'd like to discuss adjusting my salary to [$X]." 

This shows: 

• You've done your homework 

• You've connected your value to the request 

• You're proposing a clear number 

Pro Tip: Avoid softening language like "I was hoping maybe we could talk about possibly…" It undermines your case. This is a business conversation, not a favor. Treat it that way. 

5. Practice Your Delivery

Say it out loud. Not scripted; just practiced enough to feel natural. Rehearsing your key points reduces anxiety and helps you avoid common traps: rambling, apologizing, or backing down when you feel nervous. You don't need to memorize a speech, but you should be comfortable stating your case in 60 seconds or less. 

Practice in front of a mirror, with a friend, or even while driving. Pay attention to how you sound; are you confident or tentative? Direct or meandering? The more comfortable you are with your own words, the more convincing you'll be in the actual conversation. 

Focus on: 

• Calm tone – Avoid sounding defensive or overly emotional 

• Confident phrasing – Use declarative statements, not questions 

• Avoiding filler language – Cut out "Sorry… I was just wondering…" or "Do you think maybe…" 

You're making a business case, not asking for a favor. The energy you bring matters just as much as the words you use. 

6. Handle Pushback Professionally

Your boss may say "not right now," "we don't have the budget," or "let's revisit later." This isn't necessarily a rejection; it's often a delay. But how you respond determines whether this conversation goes nowhere or becomes the foundation for future success. 

Most employees hear "no" and either give up or get frustrated. The smartest professionals treat pushbacks as an opportunity to set clear expectations and create accountability. This is your chance to turn a vague "maybe later" into a concrete action plan. 

Your response should be measured and constructive: 

"I understand. What specific goals or metrics should I meet so we can revisit this conversation in the next 3–6 months?" 

This flips the situation into: 

• A performance roadmap 

• Documented expectations 

• A future conversation already set 

Most people never ask this question—and it's where real progress happens. By getting specific criteria in writing, you eliminate ambiguity and give yourself a clear path forward. If your manager can't or won't define those criteria, that's valuable information too. 

What Not to Do When Asking for a Raise

Even a well-researched request can backfire if you make these common mistakes. These missteps damage trust, shift focus away from your value and make it harder for your manager to advocate for you—even if they want to. 

1. Don't compare yourself to coworkers 

Statements like "I know what John makes" or "I do more than Sarah" damage trust and derail the conversation. Even if you're right, this approach creates awkwardness, violates pay confidentiality norms, and forces your manager into a defensive position. Keep the focus on your performance and market value—not internal drama. 

2. Don't base the request on personal needs

Your rent going up or having a new baby isn't relevant. Raises are tied to value, not life circumstances. While your financial pressures are real, they don't justify a business expense from your employer's perspective. Stick to professional contributions and market alignment. 

3. Don't be vague

"Can we talk about my pay?" leads to an unfocused conversation. You need a specific number and justification. Vague requests invite vague responses. Without clarity, your manager has no clear action to take—and you're unlikely to get the outcome you want. 

4. Don't ambush your manager

Never bring up salary unexpectedly. Scheduling a meeting signals professionalism and gives both sides room to prepare. Catching your boss off guard in the hallway or at the end of another meeting rarely works in your favor. Respect their time and the importance of the conversation by giving proper notice. 

5. Don't threaten to quit (unless you genuinely mean it)

Ultimatums often backfire. If you have another offer, present it professionally—not emotionally. Saying "give me a raise or I'm leaving" might work once, but it poisons the relationship and paints you as disloyal. If you're truly ready to walk away, that's different—but don't bluff. 

How to Follow Up After Asking for a Raise

After the conversation ends, your work isn't done. Following up professionally keeps momentum going and demonstrates that you're serious, organized, and easy to work with. Whether the answer was yes, no, or maybe, a well-crafted follow-up reinforces your professionalism. 

If your manager needs time to think, send a brief follow-up email: 

"Thanks for discussing my role and compensation today. I appreciate your time and feedback. Please let me know if there's any additional information that would help your decision." 

This keeps the door open, reminds them of your request, and makes it easy for them to respond when they're ready. 

If the answer is "not now," request a clear timeline and specific performance goals. Get it in writing if possible. This documentation protects you and ensures both sides are aligned on next steps. 

Conclusion

Asking for a raise doesn't have to feel intimidating when you approach it with preparation, clarity, and confidence. The steps you take, such as knowing your market value, building a strong case, timing your request well, and communicating professionally, can significantly improve your chances of hearing "yes." 

Whether you're trying to figure out how to ask for a raise at work, or the best way to ask for a raise via email, the key is being direct, data-driven, and solution-oriented. Use this guide to craft your strategy, avoid common mistakes, and advocate effectively for the pay you deserve. Your contributions matter; make sure your compensation reflects that. 

FAQs

How do I know if it's the right time to ask for a raise?

Good times include performance reviews, after major achievements, or when you've taken on more responsibility. Avoid high-stress periods or company uncertainty. If your manager seems overwhelmed, wait for a calmer moment when they can give you their full attention. 

How much should I ask for when I ask for a raise?

Most professionals request a raise between 5%–15%, depending on performance and market value. Use salary data to justify your number. If you've taken on significantly more responsibility or the market has shifted dramatically, you may be justified in asking for more. 

What do I say when asking for a raise at work?

Keep it simple: "I'd like to discuss adjusting my salary to [$X] based on my performance and current market rates." 

Highlight your top achievements and tie them directly to business value. Be prepared to walk through your supporting evidence if asked. 

What if my boss says no to my request for a raise?

Ask: "What specific goals should I meet to revisit this conversation in the next 3–6 months?" 

This keeps the door open and gives you a roadmap. Document the answer and follow up consistently on your progress toward those goals. 

How can I prepare for a raise conversation if I'm nervous?

Practice out loud, use notes, and focus on your results (not emotions). Preparation reduces anxiety more than confidence alone. Remember: you're presenting a business case backed by data, not begging for a favor. 

>> Visit the HireVeterans Job Board