Asking for a raise is a standard part of managing your career, but the conversation can feel intimidating. This guide provides a step-by-step approach to preparing for and navigating the discussion with confidence. By focusing on practical actions and professional communication, you can build a compelling case for your value.
Prepare Your Case for a Raise
The foundation of a successful salary negotiation is built long before you ever sit down with your manager. Your first step is to create a detailed inventory of your professional contributions. Go back through your calendar, project files, and old performance reviews to build a list of your specific achievements since your last compensation review. Focus on quantifiable results wherever possible, as numbers provide concrete evidence of your impact. For example, instead of saying you “improved a process,” specify that you “implemented a new workflow that increased team efficiency by 15%.”
Once you have a clear picture of your contributions, the next step is to understand your market value. This involves researching the salary range for someone in your specific role with your level of experience and in your geographic area. Websites like Glassdoor, Payscale, and even LinkedIn offer salary insight tools that can provide an objective benchmark. This data helps ground your request in facts rather than personal feelings.
With your list of accomplishments and market data in hand, you can determine your target salary. Consider both your documented successes and the external market rate to arrive at a figure that is ambitious yet reasonable. Deciding on this number beforehand prevents you from being caught off guard during the conversation and allows you to make your request with clarity and conviction.
Schedule the Conversation
Requesting a meeting to discuss your compensation should be a deliberate and professional act, not a casual chat sprung on your boss in the hallway. The timing of your request can influence its reception. Consider scheduling the discussion after a period of success, such as the completion of a major project. Aligning your request with a formal performance review cycle can also be an effective strategy.
To formally book the time, send a concise and clear email to your manager. You do not need to go into detail about your justifications in this initial message; the goal is simply to get the meeting on the calendar. Stating the purpose of the meeting upfront is a matter of professional courtesy that ensures your manager is prepared for the topic. A suitable email could be: “Dear [Manager’s Name], I would like to request a brief meeting to discuss my performance, career growth, and compensation. Please let me know what time works for you next week. Best, [Your Name].” This approach is direct and professional.
What to Say During the Meeting
Begin the meeting by expressing gratitude for your manager’s time and then clearly state the meeting’s purpose. You could start with something like, “Thank you for meeting with me. I’m really enjoying my work here, particularly my recent involvement in [mention a specific project]. I wanted to talk today about my contributions over the past year and my future growth with the company.”
From there, transition into presenting the evidence you have prepared. Walk your manager through two or three of your most significant achievements, emphasizing the quantifiable impact you had on the team or the company’s goals. For example, you might say, “This year, I took the lead on the client onboarding project, where I streamlined the process and reduced average client setup time by 20%. I also managed the $50,000 budget for the annual marketing campaign, which came in under budget and exceeded its lead generation target by 10%.”
After you have presented your value, it is time to make the specific request. A clear and effective way to phrase this is, “Based on these contributions and my research on market rates for this role, which show a salary range of [mention range], I am requesting a salary of [Your Target Number].”
Once you have made your request, the next step is to pause. Resist the urge to fill the silence or immediately start negotiating against yourself. Giving your manager a moment to process the information is a sign of confidence in your request.
How to Respond to Your Boss’s Decision
If your manager agrees to your request, the appropriate response is one of gratitude and clarification. You can say, “Thank you, I truly appreciate your support. I’m excited to continue contributing to the team’s success.” Following this, it is perfectly acceptable to ask about the next steps, such as when the new salary will be reflected in your paycheck.
In the event your manager says “no,” it is important to not react defensively. Instead, shift the conversation toward the future. Ask for specific, actionable feedback on what you would need to achieve to be considered for a raise down the line. You could ask, “I understand. Could you help me understand what performance metrics or milestones I would need to meet to earn a raise in the future?”
Sometimes, the answer is not a firm “yes” or “no,” but a “maybe” or “I need to look into this.” In this scenario, thank your manager for their consideration and ask for a timeline for a final decision. A polite way to phrase this is, “Thank you for considering my request. Could we schedule a brief follow-up for next week to discuss your decision?”
Send a Follow-Up Email
After your meeting, it is a good practice to send a brief follow-up email to your manager within 24 hours. This message serves as both a professional courtesy and a written record of your conversation. The email does not need to be long or overly detailed; its purpose is to summarize and confirm.
Your email should thank your manager for their time and briefly reiterate the key takeaways from the meeting. If a raise was approved, you can express your appreciation again. If the decision was a “no” or “maybe,” you can summarize the next steps that were agreed upon, such as the goals you need to meet or the date of your next check-in. This creates a paper trail for future reference.
For example, a simple template could be: “Dear [Manager’s Name], Thank you again for your time today. I appreciate the opportunity to discuss my contributions and compensation. I look forward to [mention agreed-upon next step, e.g., ‘hearing from you next week’ or ‘working toward the goals we discussed’]. Best regards, [Your Name].”