Asking for a raise is a standard and expected part of managing your career, not an awkward or greedy request. It represents a professional step toward aligning your pay with the value you bring to the company. For managers, discussing salary is a routine aspect of their responsibilities. Approaching the conversation demonstrates that you are invested in your role and your growth within the organization.
When to Ask for a Raise
Timing your request can significantly influence the outcome. A strong opportunity to discuss a salary increase is after the successful completion of a major project or when you have taken on substantial new responsibilities. A formal performance review can also be an appropriate setting, as these meetings are designed to discuss your contributions and future at the company. Aligning your request with the company’s budget or annual review cycle, often a month or two before decisions are made, can also be strategic.
Conversely, certain situations are less than ideal for this conversation. Avoid asking for a raise during periods of company-wide financial distress, such as after budget cuts or layoffs. The time immediately following a poor performance review or when your manager is under significant stress is also not opportune.
Preparing Your Case
Before you schedule a meeting, you need to build a compelling, data-driven case that justifies your request. This preparation is distinct from the conversation itself and involves gathering objective facts to support your position.
A primary step is to research your market value. Use online salary calculators, professional organization reports, and job postings for comparable roles in your geographic area to determine a realistic salary range. This data provides a benchmark and demonstrates that your request is based on industry standards, not just personal desire.
Next, you must meticulously document your accomplishments since your last salary adjustment. Create a specific list of your contributions and, whenever possible, quantify them with metrics. Instead of saying you improved a process, state that you “increased efficiency by 15%.” Other examples include managing a project with a specific budget, generating a certain amount of revenue, or saving the company a quantifiable amount of money. This evidence transforms your perceived value into a tangible asset for the company.
Based on your market research and documented achievements, decide on a specific salary or percentage increase you will request. While some recommend having a precise figure, it is also acceptable to present a well-researched range, which can open the door for more flexible negotiation.
How to Have the Conversation
Your approach to the conversation should be professional, confident, and collaborative. It is a discussion about your career trajectory, not a confrontation over money.
First, formally schedule a dedicated meeting with your manager, stating the purpose is to discuss your compensation and career growth. This ensures your manager is prepared and allocates sufficient time, avoiding an ambush scenario that could put them on the defensive.
During the conversation, maintain a professional and positive tone. You are not making demands but rather presenting a case for a business decision. You can begin the discussion by expressing your commitment to the company and your excitement about your future there. Phrasing such as, “I’m excited to continue growing with the company and I’d like to discuss my salary,” can set a constructive tone.
When you present your case, walk your manager through the list of your quantified accomplishments. Use confident and direct language, avoiding tentative phrases like “I feel like” or “I think.” State what you have achieved and the positive impact it had. After presenting your evidence, clearly state the specific salary increase you are seeking, referencing the market data you researched. The goal is to have a two-way conversation, so be prepared to listen to your manager’s feedback and engage in a dialogue.
Handling the Outcome
Your reaction can impact your future opportunities within the organization, so it is important to handle any outcome gracefully. There are a few common scenarios you may encounter.
If the answer is yes, express your gratitude and appreciation. Afterward, ensure you receive the new compensation details in writing. This formal documentation should outline your new salary, the date it becomes effective, and any other changes to your benefits or responsibilities.
If your request is denied, remain composed and professional. Instead of showing disappointment, ask for specific feedback on what you need to do to earn a raise in the future. A manager should be able to outline clear goals or performance metrics you need to hit.
Sometimes, a manager may stall or say they need time to consider the request. In this situation, politely establish a timeline for a follow-up conversation. If a salary increase is genuinely not possible due to budget constraints, you might inquire about non-monetary benefits. This could include additional vacation time, a more flexible work schedule, or funding for professional development opportunities.