How to Ask for a Raise (Without Undercutting Yourself)
Most people who deserve a raise don't ask for one. The ones who do ask often do it badly — leading with what they've done instead of the value they've created, or underselling themselves so much that the number they end up with is below what was available.
Here's how to make the case properly.
Do the Preparation Before the Conversation
Go in knowing:
- The market rate for your role (use Glassdoor, LinkedIn Salary, or ask recruiters)
- What you contributed that had measurable impact (revenue saved, clients retained, projects delivered)
- What you want (a specific number, not "more")
- What you'll accept (and whether you'd walk away if you don't get it)
If you can't quantify your impact, estimate it — and be conservative. "I helped close the $200K deal with Client X" is stronger than "I contributed to revenue growth."
Don't Anchor on What You Need
"I need a raise because of my rent" is the worst way to open. It signals you're coming from a position of weakness, and it gives your manager a reason to feel sorry for you instead of respect your value.
Lead with what you've delivered, not what you need.
The Structure That Works
- Set context: "I'd like to discuss my compensation. Do you have 15 minutes this week?"
- State your case: 2-3 specific examples of value you've added, with numbers where possible.
- Name your number: "Based on my research and my contributions this year, I'm looking for [specific number]."
- Be ready for the response: They may counter, ask for time, or say no. Know your walk-away point before you go in.
If They Say No
Most raises don't get approved on the first ask. That's normal. The response matters more than the initial answer.
Ask:
- "What would I need to demonstrate to be in the next salary review?"
- "What timeline are we looking at?"
- "Is there anything I should prioritize in the meantime?"
This converts a no into a roadmap. And it shows you're thinking like someone who belongs in the role.
Timing Matters
The best time to ask is:
- Right after a successful project or win
- During the company's annual review cycle (when budgets are open)
- When you have a competing offer
Don't ask during a company crisis, right after your manager has delivered bad news, or when you have a poor relationship with your manager. Context matters.
What Not to Do
- Don't compare yourself to colleagues (it sounds like gossip)
- Don't threaten to leave unless you're prepared to follow through
- Don't accept the first number — always negotiate, even if it's a token increase
- Don't apologize for asking
The Templates That Help
Salary conversations, follow-up emails after reviews, and promotion negotiation scripts — the Office Email Templates Bundle has ready-to-use templates for the conversations most people find hardest at work.