Approaching the subject of a raise can be a source of anxiety, yet it is a part of managing one’s career and financial future. The process is often surrounded by uncertainty and fear of rejection. This guide provides a step-by-step framework to build the confidence needed to initiate the conversation and improve the likelihood of a successful outcome.
Prepare Your Case for a Raise
Entering a salary negotiation with thorough preparation is a highly impactful step. A well-researched case removes emotion and replaces it with business logic, making your request more compelling. This involves understanding your professional value, cataloging your contributions, and selecting an appropriate moment to present your case.
Research Your Market Value
The first step is to determine your current market value by researching what other professionals with similar skills and experience earn in your area. Online resources like PayScale, Glassdoor, and LinkedIn Salary provide customized salary ranges. It’s beneficial to use multiple tools to cross-reference data, and also look at recent job postings for comparable roles, which often provide a salary range. Industry-specific salary surveys and reports from sources like the Bureau of Labor Statistics also offer reliable data to anchor your request in objective facts.
Document Your Accomplishments
Alongside market research, you must document your specific contributions. Create a detailed list of your achievements since your last salary review, focusing on quantifiable results. Instead of stating you improved a process, specify that you “reduced project completion time by 20%.” This “brag sheet” should highlight how your work supports company goals, such as noting you “managed a project that came in 10% under budget, saving the company $50,000.” Having these data-driven examples demonstrates your value in clear terms.
Choose the Right Time
The timing of your request can influence its reception. The ideal moment is when your value is most apparent, such as after completing a major project, exceeding performance targets, or after the company announces strong quarterly earnings. Conversely, avoid asking for a raise when the company is undergoing layoffs, announcing poor financial results, or if your own performance has been subpar. It is also best to wait until you have been in your role for at least six months to a year before this discussion.
How to Schedule the Meeting
A conversation about your compensation deserves a dedicated and private setting. Requesting a formal meeting with your manager signals that you are treating the topic with professionalism and seriousness, ensuring you have their undivided attention.
When requesting the meeting, use a neutral tone in an email or direct message. You do not need to state the meeting is about a raise; instead, frame it around your career development. A simple script could be: “I would like to schedule a 30-minute meeting to discuss my performance and career growth. Please let me know what time works best for you.”
Structure the Conversation with Examples
A well-organized discussion allows you to present your case logically and confidently. The goal is to create a collaborative dialogue, not a confrontation.
Begin by expressing your enjoyment of your role and affirming your commitment to the company. You could say, “Thank you for meeting with me. I really enjoy my role here and am proud of the contributions I’ve made.” This sets a collegial tone and shows your request comes from a place of engagement.
From this opening, connect your accomplishments with your market research. For example: “Over the past year, my responsibilities have grown, and I’ve taken the lead on several initiatives, including the project that increased departmental efficiency by 15%. Based on these contributions and my research into market rates, I would like to request a salary of [mention your specific number].”
After you have stated your case, pause to give your manager space to process the information. Throughout the conversation, frame your request around the value you bring to the company, not your personal financial needs. Focusing on your professional growth and contributions keeps the discussion centered on your performance and market value.
Handle Potential Responses
After you present your case, your manager will respond in one of several ways. Being prepared for different outcomes allows you to react professionally and constructively. Each response can be a stepping stone for future growth.
If the answer is “Yes,” express gratitude and confirm the details. You can say, “Thank you, I appreciate your support. Can you tell me when the new salary will take effect and if there is any paperwork I need to complete?”
Your manager might respond with “Maybe” or “I need to look into this,” as many need to consult with HR or review budgets. In this scenario, ask for a timeline for their decision. A polite way to phrase this is, “I understand. Would it be possible to follow up with you by the end of next week?”
If the answer is “No,” respond with professionalism and use it as an opportunity to gain feedback. You could say, “Thank you for considering my request. I am committed to growing with the company and would appreciate it if you could share what I need to accomplish over the next six months to be in a stronger position for a raise.” This turns a rejection into a clear action plan.
Follow Up Professionally
Regardless of the outcome, sending a follow-up email is a professional courtesy that reinforces your discussion. This message serves as a written record of what was discussed and outlines the agreed-upon next steps.
Send a concise follow-up email within 24 hours of the meeting. Thank your manager for their time and briefly summarize the main points. If your request was approved, reiterate your thanks and confirm the details. If the decision was a “maybe” or “no,” summarize the next steps or performance goals discussed.