How to Ask for a Raise: The Strategic Guide

You've been crushing your role for the past year. Your projects are delivering results, your team respects your contributions, and you're taking on responsibilities well beyond your job description. Yet your salary hasn't budged since you were hired.

If this sounds familiar, you're not alone. Studies show that only 37% of employees ever ask for a raise, and of those who do, approximately 70% receive at least some increase. That's a stunning statistic—it means the barrier isn't usually your employer's unwillingness to pay more; it's your willingness to ask.

Asking for a raise isn't about being greedy or difficult. It's about recognizing your market value, documenting your impact, and having a strategic conversation backed by data and timing. This guide walks you through the entire process, from preparation to negotiation to handling the outcome.

Build Your Case: Document Your Achievements Before You Ask

The foundation of any successful raise request is evidence. Not vague impressions of how hard you work, but concrete, quantifiable proof of the value you've delivered to your organization.

Track Metrics That Matter to Your Business

Start tracking your achievements now—not the week before your conversation. The best documentation happens in real-time, when details are fresh and numbers are accurate.

• Revenue impact: Did you land new clients, increase customer retention, or expand existing accounts? Quantify the dollar amount.
• Efficiency gains: Have you streamlined processes, reduced costs, or saved time? Calculate the hours saved and translate that to financial value.
• Quality improvements: Lower error rates, improved customer satisfaction scores, or reduced churn all demonstrate business value.
• Leadership contributions: Mentored team members, led successful projects, or improved team productivity? Document the scope and outcomes.
• Strategic initiatives: Contributed to company goals, launched new products, or entered new markets? Show your role in these achievements.

This is where MyCareerDiary's SMART goal tracking feature becomes invaluable. By logging your progress throughout the year against specific, measurable objectives, you create an automatic record of your achievements. When raise conversation time arrives, you have months of documented impact—not a fuzzy recollection of "stuff you did well."

Organize Your Evidence Into a Compelling Narrative

Don't just list achievements. Group them into a narrative that shows your evolution and expanding value to the organization:

1. Year-over-year growth: "Last year I managed $2M in accounts. This year, I've grown that to $3.2M while maintaining 98% retention."
2. Scope expansion: "Started managing 5 clients; now overseeing 12 with a junior team member reporting to me."
3. Problem-solving impact: "Identified inefficiency in our onboarding process, implemented solution that reduced time-to-productivity by 3 weeks for new hires."
4. Cross-functional value: "Collaborated with marketing on 3 campaigns that generated 45% more qualified leads than previous year."

Your goal is to tell a story where the conclusion is obvious: "This person has become significantly more valuable to our organization than when we hired them."

Research Your Market Value: Know the Number Before You Negotiate

Walking into a raise conversation without knowing your market value is negotiating blind. Employers know this—and they're counting on it.

Use Multiple Data Sources to Establish Your Range

Don't rely on a single salary survey. Cross-reference multiple sources to build confidence in your target number:

• Glassdoor and Levels.fyi: See actual reported salaries from your company and competitors
• Payscale and Salary.com: Input your specific role, experience, location, and education for personalized estimates
• Bureau of Labor Statistics: Official government data for your industry and region
• Industry associations: Many professional organizations publish annual salary surveys specific to your field
• LinkedIn Salary: See salary ranges for your exact job title in your geographic market
• Recruiter conversations: Speak with recruiters in your field—they know current market rates and can advise on your positioning

Calculate Your Target Number With Precision

Research typically reveals a range. Here's how to position yourself within it:

If you're an average performer: Target the 50th percentile (median salary for your role, experience, and location)

If you're a strong performer: Target the 60-70th percentile. You've documented why you're above average.

If you're a top performer: Target the 75-85th percentile. Your achievement documentation should justify this positioning.

Example: Your research shows the market range for your role is $65K-$85K. You're a strong performer with 5 years of experience (when typical is 3-4). Your target should be approximately $75K—not the top of the range, but clearly above market midpoint, justified by your above-average contributions.

Pro tip: Have a range in mind, not a single number. This gives you negotiating flexibility. Your target is $75K, but your acceptable range is $72K-$78K. This prevents you from anchoring too high (which can damage relationships) or too low (which leaves money on the table).

Choose the Right Timing: When to Ask for a Raise

Timing isn't everything in a raise negotiation, but it's close. The same request made at different times can yield dramatically different outcomes.

Optimal Timing Windows

Request your raise during one of these windows:

• Annual performance review: The most natural time. Your manager is already thinking about compensation and performance.
• After major project completion: When you've just delivered significant value, your contributions are top-of-mind.
• Company budget planning cycle: Usually Q4 or early Q1. Raises are easier to approve when budgets are being set.
• Anniversary of hire date: A reasonable marker of tenure and time for compensation adjustment.
• After promotion or role expansion: Your responsibilities have grown; compensation should follow.
• During company growth or strong financial performance: When the company is doing well, they're more likely to invest in retention.

Avoid These Timing Traps

• During company layoffs or restructuring: Not the time for individual compensation conversations.
• During budget cuts or financial challenges: Your manager has no ammunition to fight for you.
• Right after you've made a mistake: Wait until the incident has faded from recent memory.
• During your manager's vacation or high-stress period: They won't have mental bandwidth for the conversation.
• First 6 months on the job: Too early. Demonstrate value over time first.

If you're currently in a non-optimal timing window, that's okay. Schedule your conversation for the next natural opportunity. Use the intervening time to document additional achievements and strengthen your case.

Prepare Your Conversation: Script Your Talking Points

Winging this conversation is a mistake. Preparation dramatically increases your success rate and helps you stay composed if the discussion gets challenging.

Structure Your Conversation in Three Parts

Part 1: The Ask (30 seconds)

Start direct and clear. Don't bury your request:

"I'd like to discuss my compensation. Based on my contributions over the past year and my market research, I'm requesting a raise to [your target number]. I believe this reflects my current value to the team."

Why this works: You're clear, confident, and immediately anchoring the conversation around your value—not your needs.

Part 2: The Evidence (2-3 minutes)

Walk through your documented achievements. Focus on business impact, not effort:

• "This year, I increased my territory revenue from $2M to $3.2M—a 60% increase—while maintaining our highest client retention rate."
• "I led the implementation of our new CRM system, which reduced sales cycle time by 3 weeks and improved deal close rates by 15%."
• "I've mentored two junior team members who are now independently managing major accounts."

Why this works: You're speaking your manager's language—business outcomes, not feelings.

Part 3: The Market Context (1 minute)

Reference your research:

"I've researched market rates for this role in our region with my experience level. The range is $65K-$85K. My request of $75K positions me in the upper-middle of that range, which I believe reflects my performance level."

Why this works: You've removed emotion and replaced it with data. It's harder to dismiss objective market research than subjective feelings about fairness.

Anticipate and Prepare for Common Objections

Your manager might say these things. Have thoughtful responses ready:

Objection: "We don't have budget for raises right now."

Response: "I understand budget constraints. Could we revisit this in [specific timeframe] when budget planning happens? In the meantime, what specific metrics or milestones would need to be achieved for a raise to be possible?"

This keeps the door open and clarifies what success looks like.

Objection: "You're doing well, but not at that level yet."

Response: "I appreciate that feedback. What specific gaps do you see between my current performance and what's needed for this salary level? I'd like to understand what I can focus on."

This transforms a rejection into a development conversation.

Objection: "That's above what we typically pay for this role."

Response: "I understand that's the typical range, but my contributions have expanded beyond the typical scope of this role. [Reference specific examples]. Given these expanded responsibilities, how do we position my compensation to reflect that?"

This reframes the conversation from "role" to "individual contribution."

Related to managing these conversations with confidence, check out our post on how to not get nervous at salary review—it covers mindset techniques and preparation strategies that reduce anxiety during high-stakes conversations.

Execute the Conversation: Delivery Tips That Work

What you say matters, but how you say it matters equally. These delivery tactics increase your likelihood of success.

Body Language and Tone

• Sit up straight: Posture affects how confident you sound and feel. Power posing before the meeting actually works.
• Make eye contact: Shows you're confident and not ashamed of your request.
• Speak clearly and deliberately: Nervous people rush. Slow down slightly. Pause between points.
• Use your normal voice: Don't artificially deepen it or change your tone. Authenticity is more powerful than performance.
• Avoid filler words: "Um," "like," and "you know" undermine your authority. Pause instead.

Key Phrases That Strengthen Your Position

• "Based on my research..." — Signals you've done homework, not just guessing
• "The market rate for this role is..." — Removes personalization, makes it about objective data
• "I've contributed..." — Focuses on your value, not your needs
• "I'm requesting..." — Confident language, not begging ("I was hoping..." or "Do you think...")
• "How do we make this work?" — Collaborative language that keeps your manager as a partner, not an adversary

What NOT to Say

• "I need more money because of my rent/bills/family." — Your personal financial situation isn't your employer's concern. Focus on value, not need.
• "Other people in similar roles make more." — Comparing yourself to colleagues creates resentment. Compare to market data instead.
• "I'll quit if I don't get this raise." — This is an ultimatum that usually backfires. If you're willing to quit, find a new job first.
• "I've been here a long time." — Tenure alone doesn't justify a raise. Impact does.
• "I'm overworked and underpaid." — Complaining undermines your professional positioning.

Handle the Outcome: Next Steps for Every Scenario

The conversation is over. Now what? The outcome determines your next move.

If They Say Yes

Congratulations! But don't stop here:

• Get it in writing: Request an email confirming the new salary, effective date, and any other changes (bonus structure, title, etc.)
• Understand the timeline: When does it take effect? Next paycheck? Next fiscal year?
• Thank them genuinely: "I appreciate you recognizing my contributions. I'm excited to continue delivering results."
• Set new goals: This is the perfect time to use MyCareerDiary's SMART goal tracking to establish the next level of performance expectations. What needs to happen in the next 12-18 months to justify the next raise?

If They Say No (or "Not Right Now")

This isn't failure. It's information. Here's what to do:

• Ask for specific feedback: "What would need to change for a raise to be possible?" Listen without defending.
• Establish a timeline: "When should we revisit this conversation?" Get a specific date—3 months, 6 months, after the next review cycle.
• Clarify the gap: "What specific metrics or milestones would demonstrate I've closed the gap?" Now you have a roadmap.
• Explore alternatives: If salary isn't available, negotiate other benefits: remote work flexibility, professional development budget, additional PTO, flexible hours, or a performance bonus structure.
• Document the conversation: Send a follow-up email: "Thank you for discussing my compensation today. As I understand it, we'll revisit this in [timeframe], with focus on [specific metrics]. I'm committed to achieving these goals."

This creates accountability and a clear path forward.

If They Offer Less Than You Requested

This is actually common. They're testing your flexibility:

• Don't accept immediately: "Thank you for the offer. I'd like to think about this and get back to you." This prevents you from appearing desperate.
• Evaluate the gap: Is it close enough? (Within 5-10% is often acceptable.) Is it more than you would have received by waiting?
• Negotiate further if appropriate: "I appreciate the offer of $72K. Given my contributions, would you be able to move to $74K?" Sometimes one more conversation closes the gap.
• Accept or decline strategically: If it's close to your range, take it. You've still won an increase. If it's far below market, you might decline and begin job searching.

After the Raise: Maintain Your Momentum

Getting the raise is one victory. Keeping it and positioning yourself for the next one is the real win.

Continue Documenting Your Achievements

Don't stop tracking your value after your raise is approved. Continue logging your accomplishments in MyCareerDiary. This serves multiple purposes:

• Builds the case for your next raise (usually 12-18 months away)
• Provides evidence if you need to defend your value during performance reviews
• Creates a portfolio of achievements useful for job searching if you decide to move on
• Keeps you focused on delivering business value, not just going through the motions

Expand Your Responsibilities Strategically

A raise is an inflection point. Use it as motivation to take on bigger challenges:

• Lead a high-visibility project
• Mentor junior team members
• Take on cross-functional responsibilities
• Develop new skills that increase your market value

These expanded contributions justify future raises and make you more attractive to other employers if you decide to move.

Plan Your Next Raise Conversation

Don't wait until you're desperate. Schedule your next raise conversation 12-15 months out. That gives you time to accumulate new achievements and positions you for success.

Conclusion: Your Raise Is a Business Negotiation, Not a Personal Favor

The most important mindset shift in asking for a raise is this: You're not asking for a favor. You're proposing a business adjustment based on changed circumstances.

When you were hired, you had certain skills and experience. Your employer paid you based on that profile. You've since grown, learned, contributed more, and delivered greater business value. Your compensation should reflect that evolution.

Employers understand this. They expect high performers to ask for raises. They budget for them. They plan for them. The only question is whether you'll be the one to claim the raise you've earned, or whether you'll leave it on the table.

The preparation framework in this guide—documenting achievements, researching market value, choosing optimal timing, preparing your talking points, and handling outcomes strategically—removes the emotion from the equation. You're no longer hoping or begging. You're presenting a business case backed by data.

That confidence is what gets raises approved.

Ready to Build Your Case for a Raise?

The difference between employees who get raises and those who don't often comes down to one thing: documentation. Employees who systematically track their achievements, measure their impact, and prepare strategically are significantly more successful in compensation negotiations.

Join MyCareerDiary's waitlist today and start building your achievement portfolio right now. Our platform makes it effortless to log your wins, track progress toward SMART goals, and generate the comprehensive evidence you need when raise conversation time arrives. Stop relying on memory. Start building an irrefutable case for the compensation you deserve.

Your next raise is waiting. The question is: will you prepare for it?