How to Ask for a Raise (Without Guessing at the Right Moment)
SALARY & COMPENSATION
Most people put off asking for a raise because they don't know how to start the conversation.
The good news is that asking for one isn't really about finding the perfect words.
It's about having a good reason to ask.
Pick the Right Time
Timing matters more than many people realize.
If your company is dealing with layoffs, cutting costs, or going through a difficult period, even a strong case may not get much attention. Indeed recommends considering the company's financial situation, your manager's workload, and upcoming performance reviews when deciding when to ask.
Good opportunities can include:
After completing an important project
After taking on significant new responsibilities
During a performance review
After receiving strong performance feedback
Before the company sets its next budget
There isn't a magic date that guarantees a yes.
You simply want to have the conversation when your contribution is easy to demonstrate and the company is in a position to act on it.
Build Your Case Before You Ask
Don't walk into the conversation with:
"I've been working really hard and I think I deserve a raise."
Your manager probably already knows you're working hard.
What they need is a reason to spend more money on your role.
Write down what you've accomplished since your last salary review:
Revenue you've generated
Costs you've reduced
Projects you've delivered
Problems you've solved
Processes you've improved
Additional responsibilities you've taken on
Positive customer or team results
Whenever possible, put numbers behind the results.
"Helped with the website redesign" is difficult to evaluate.
"Led the redesign that increased site visits by 20% over the following quarter" gives your manager something concrete to consider.
Know What the Market Pays
Your company's budget isn't the only reference point.
Research what similar roles are paying in your location and industry. That gives you a second argument beyond simply saying you think you're underpaid. Indeed also recommends using current salary data when deciding what to ask for.
Don't treat an online salary figure as an exact answer, though. Compensation varies based on experience, location, company size, industry, and responsibilities.
Your goal is to establish a reasonable range, then explain why your performance and responsibilities put you toward a particular point in that range.
How Much Should You Ask For?
There isn't one percentage that works for everyone.
Indeed currently describes 3–5% as a typical range for raises, while broader compensation data can vary by year and employer.
A larger increase can make sense if your responsibilities have changed significantly, you're being paid below market, or your results clearly justify it.
If you're effectively doing a higher-level job without the corresponding pay, you're having a different conversation from someone asking for a routine annual increase.
Know which conversation you're having before you choose your number.
Don't Surprise Your Manager
If possible, schedule the conversation instead of dropping the request into a regular meeting without warning.
You don't need to make it dramatic.
Something as simple as:
"I'd like to set up some time to talk about my role, performance, and compensation. Would you have 20 minutes this week?"
gives your manager a chance to prepare.
It also gives you time to organize your case.
What Should You Actually Say?
Keep the conversation straightforward.
For example:
"I'd like to discuss my compensation. Over the past year, I've taken on [responsibility], delivered [specific result], and [another measurable achievement]. I've also looked at compensation for similar roles in the market, and based on my responsibilities and performance, I'd like to discuss increasing my salary to [target]."
Then stop.
Let your manager respond.
You don't need to fill the silence by immediately lowering your number or explaining why you need the money.
What If They Say No?
A "no" doesn't necessarily mean the conversation was a failure.
Ask:
"What would you need to see from me for us to revisit this?"
Then get specific.
Ask what goals you would need to hit, what responsibilities you would need to take on, and when you should have the conversation again.
If the company genuinely can't increase your base salary right now, you can also ask whether there's flexibility elsewhere — additional PTO, a bonus, flexible hours, or a specific date to review compensation again. Indeed also recommends considering other parts of compensation when a salary increase isn't possible.
The important thing is to leave with something concrete, rather than "maybe later."
Follow Up in Writing
After the conversation, send a short email summarizing what you discussed and any next steps.
For example:
"Thanks for taking the time to discuss my compensation today. As we discussed, I'll focus on [specific goals], and we'll revisit the conversation in [timeframe]."
It gives both sides a clear record of what was discussed.
And if the answer was no, it gives you something to come back to when the next review arrives.
The strongest raise request isn't the one delivered with the most confidence. It's the one where you've made it easy for your manager to see why the number makes sense.
About the author
Sophie covers job search strategy, salary negotiation, and workplace trends for Jobssfusion, backed by independent research and data from credible sources across the web