Initiating a conversation about a raise can feel daunting. Viewing the discussion as a strategic business proposal, rather than a personal request, can shift your perspective. Thorough preparation is the foundation of a confident and successful negotiation.
Determine the Right Time to Ask
Timing your request is a strategic component that can influence the outcome. Pay attention to the company’s financial health, as strong performance or a new, profitable contract creates a favorable environment. Your own performance provides another opportune window; after successfully completing a major project or receiving positive recognition, your value is clearly visible.
Many companies operate on a fiscal calendar with annual reviews and budget planning. Aligning your request with this cycle, a month or two before decisions are finalized, is advantageous. This allows your manager to incorporate your increase into their planning. Conversely, it is unwise to ask for a raise during company-wide layoffs, after a poor financial report, or when your manager is under pressure.
Research Your Market Value
Ground your request in objective data by researching your market value. This is the salary for someone with your skills, experience, and responsibilities in your geographic area. This research transforms your request from a subjective want into a data-supported case for fair compensation, helping you arrive at a specific number or a well-defined range.
Online platforms like Glassdoor, Salary.com, and LinkedIn’s salary tool allow you to input your job title, industry, and location to see what others are earning. Consult multiple sources to build a comprehensive picture and identify a consistent range. Documenting this information provides an external benchmark for your discussion.
Job postings for similar roles in your area can also offer clues about current salary ranges. Some companies are now required by law to include salary bands in their job descriptions, providing real-time data. This demonstrates that your request is in line with the current market.
Build Your Case with Accomplishments
While market data provides external validation, your personal contributions provide the internal justification. Document your achievements since your last salary adjustment in a “brag document” detailing your successes. The most compelling evidence is often quantifiable.
Focus on metrics that impact the business’s bottom line or operational efficiency. Examples include managing a project that generated $50,000 in new revenue, implementing a workflow that reduced processing time by 15%, or identifying annual cost savings. Keep a running list of these wins throughout the year so you are not scrambling to remember them when the time comes.
Not all contributions are easily measured with numbers. Document new responsibilities, such as managing a team member or overseeing a new process. Also include instances where you have mentored junior employees, improved team collaboration, or received positive feedback from clients or colleagues.
Schedule the Meeting Professionally
Initiating the conversation professionally sets the tone. Avoid ambushing your manager or tacking your request onto an unrelated meeting. Instead, schedule a dedicated time for a focused discussion. This shows respect for your manager’s time and signals that you are treating this as a serious professional matter.
Send a brief email or instant message to request the meeting with a straightforward subject line like “Meeting to discuss career growth.” In the message, state your intention clearly. For example: “I would like to schedule a 30-minute meeting to discuss my performance, contributions, and future at the company.” This gives your manager context without putting them on the defensive.
Conduct the Raise Conversation
Enter the meeting with a calm, professional, and collaborative demeanor. Begin by reaffirming your commitment to the company and your enjoyment of your role to set a positive tone.
Refer to your list of accomplishments, walking your manager through your contributions and connecting them to team and company goals. After outlining your performance, introduce your market research. You might say, “I’ve researched salary benchmarks for my role and experience in our area, and found that a range is between X and Y.”
Finally, make your specific request clearly and confidently, stating the salary you are seeking. Avoid hesitant language; instead of “I was hoping for,” try “Based on my contributions and the market data, I am requesting a new salary of Z.” Throughout the conversation, avoid making threats, issuing ultimatums, or bringing up personal financial needs.
Handle Your Boss’s Response
If the answer is “yes,” express your gratitude and enthusiasm. Follow up with an email confirming the new salary and its effective date to create a written record.
If the answer is “no” or “not right now,” remain professional and use it as an opportunity to gather information. Ask clarifying questions like, “Can you help me understand what I would need to accomplish over the next six months to be in a stronger position for a raise?” This reframes the rejection as a roadmap for the future.
If your manager needs time to consider your request, establish a clear timeline for a follow-up. You could suggest, “I understand. Would it be possible to circle back on this in a week?” This ensures the conversation is not indefinitely postponed.