Approaching the subject of a salary increase can feel daunting for many professionals. It is, however, a standard component of managing a career. The process is not a personal favor but a strategic business discussion centered on the value you provide to the company. This reframing is the first step toward building the confidence needed to advocate for your financial growth and professional standing within the organization.
Prepare Your Case for a Raise
A request for a higher salary is most effective when supported by clear, compelling evidence of your value. Before speaking with your manager, you must do the groundwork to build a solid case. This involves a detailed review of your work and a thorough understanding of your professional standing both within the company and in the broader job market. A well-prepared argument demonstrates professionalism and frames the discussion around facts.
Quantify Your Accomplishments
The most persuasive evidence you can present is data, as numbers provide objective proof of your contributions. Review your work from the past year, focusing on specific, measurable outcomes. For instance, instead of saying you “improved a process,” state that you “increased department efficiency by 15% by implementing new project management software.” Similarly, a statement like “managed a project that came in $10,000 under budget” is more powerful than simply saying you “handled a project well.” These figures show a direct and positive effect on business operations.
Scour project reports, performance metrics, and budget summaries for concrete numbers. If your role is not directly tied to revenue or savings, focus on metrics that demonstrate efficiency or quality improvements. Examples could include reducing customer response times, increasing positive client feedback scores, or successfully onboarding a record number of new clients in a single quarter. This numerical evidence forms the backbone of your request.
Document Expanded Responsibilities
Your role may have evolved since your last salary review, as employees often take on additional duties without a formal change in title or pay. Documenting this “scope creep” is part of demonstrating your increased value. Make a detailed list of new responsibilities you have absorbed, such as training new team members, leading initiatives, or taking on projects previously handled by a more senior employee.
This documentation should illustrate a “before and after” picture of your job by contrasting your current work with your original job description. Highlighting these expanded duties shows that you are already operating at a higher level. It frames your request not just as a reward for past work, but as an adjustment to align your compensation with the job you are currently performing. Your manager may not be fully aware of how your role has grown, making this documentation an important educational tool.
Gather Positive Feedback
While objective data is powerful, qualitative evidence can also bolster your case. Compliments and endorsements from others serve as third-party validation of your contributions. Systematically collect positive remarks from formal performance reviews, laudatory emails from clients, or messages from colleagues and leadership praising your work.
Organize this feedback to align with the accomplishments you plan to highlight. For example, if you are citing success on a project, include an email from a senior leader commending your leadership on that initiative. This collection of positive feedback helps illustrate your reputation and influence within the company.
Research Your Market Value
Your contributions are one half of the equation; the other is the external market rate for your skills and experience. You need to understand what other companies are paying for a similar role in your geographic area. Use online salary estimation tools from websites like Glassdoor and Payscale to establish a credible benchmark based on job title, experience, industry, and location.
This research provides an objective, external reference point for your salary request, showing it is based on industry standards. Knowing the market range for your position allows you to propose a specific number with confidence. It also prepares you by giving you a clear idea of whether you are currently underpaid, fairly compensated, or already at the top of the market range for your role.
Schedule the Conversation
The timing and method of your request can influence its reception. Schedule a dedicated meeting rather than bringing up the topic during a regular check-in. This approach ensures your manager has the time to give the conversation their full attention and prevents them from feeling caught off guard. A formal meeting request signals that you are treating the subject professionally.
To secure this meeting, send a concise and professional email that clearly states the purpose. A simple template is: “Hi [Boss’s Name], I would like to schedule a 30-minute meeting next week to discuss my performance, career growth, and compensation. Please let me know what time works best for you.” This wording sets clear expectations.
Be mindful of the company’s financial calendar. If possible, schedule your conversation a month or two before formal budget and salary reviews happen. This timing allows your manager to incorporate your requested raise into their team’s budget planning. This proactive scheduling demonstrates strategic thinking.
Navigate the Discussion
Maintain a professional, collaborative, and confident tone throughout the meeting. Think of it less as a confrontation and more as a presentation of a well-researched business case. Your demeanor is as important as the evidence you have gathered, so project confidence in your value without appearing arrogant.
Begin the meeting by thanking your manager for their time and briefly reiterating the purpose. You might start by saying, “Thank you for meeting with me. As mentioned in my email, I wanted to discuss my progress and future here, including my compensation.” This direct but calm opening sets a professional tone.
Present the evidence you have prepared. Lead with your accomplishments and expanded responsibilities before you mention a specific salary figure. Walk your manager through the key data points you have gathered, showcasing the value you have delivered. This approach allows the facts to build a compelling argument for a raise before money is even discussed.
After you have presented your case, make the specific salary request. Connect your contributions and market data to a clear number. A possible phrase is, “Based on these contributions, the additional responsibilities I’ve taken on, and my market research, I am requesting a new salary of [Specific Number].” Stating a precise figure shows you have done your homework, but be prepared to explain how you arrived at that number if asked.
Handle the Outcome
The conversation will conclude with one of three outcomes: a yes, a no, or a “not right now.” Your response in each scenario reflects your professionalism, so the goal is to leave the meeting with clarity and a defined path forward. Maintaining a constructive attitude is important.
If your manager agrees to the raise, express your gratitude. The next step is to clarify the details, so ask when the new salary will take effect and request that the agreement be documented in writing. A follow-up email summarizing the agreed-upon terms can serve as this documentation until you receive a formal letter from HR.
Receiving a negative response can be disheartening, but do not react with frustration. Instead, treat it as an opportunity to gather valuable feedback by asking clarifying questions to understand the reasoning. You could ask, “Can you tell me what skills or accomplishments you would need to see from me to support a raise in the future?” This question shifts the focus from a closed door to a clear path for development.
If the answer is “not right now” due to temporary constraints, establish a timeline for revisiting the topic. Ask your manager, “Can we set a time to discuss this again in three or six months?” This proactive approach keeps the conversation open and demonstrates your commitment to your growth and the company.