Mindset
Why waiting to be noticed does not work
Most companies run compensation on a budget cycle. Managers get a pool of money and divide it. The people who make an explicit, documented request before that pool is allocated tend to receive a bigger share; the people who wait get the default — often a cost-of-living adjustment that barely keeps pace with inflation.
Asking is not disloyal. A raise conversation is a business conversation about the value you create and what the market pays for it. Managers generally prefer an employee who asks clearly over one who quietly starts interviewing.
Timing
When to ask for a raise
Timing is the most underrated variable. The same request can succeed in September and fail in February simply because the budget is already spent.
- 1–3 months before budget planning. Ask HR or your manager when compensation decisions are made. Raise the topic before that window, not after.
- Right after a visible win. A shipped project, a closed deal or a strong quarter makes your value concrete and recent.
- When your role has grown. If you have absorbed a departed colleague's work or now manage people, your job has changed even if your title has not.
- At least 6–12 months after your last adjustment, unless your scope has changed dramatically.
Avoid asking during layoffs, a hiring freeze or the week your manager is dealing with a crisis. Book a dedicated meeting rather than tacking it onto a one-to-one about something else.
Preparation
Build your case: the brag document
Your manager will likely need to justify your raise to someone else — their boss, finance or HR. Give them a one-page document they can forward. It should contain:
- Results with numbers. Revenue influenced, costs cut, hours saved, tickets closed, customers retained, projects delivered on time.
- Scope growth. New responsibilities since your last salary change, people you mentor or manage, systems you now own.
- Recognition. Positive feedback from clients, peers or leaders — short quotes work well.
- Market data. The going rate for your role, level and location from several sources.
- The ask. One specific number and a proposed effective date.
Tip: Keep a running "wins" note all year. Reconstructing twelve months of achievements the night before a meeting is how most people undersell themselves.
The number
How much of a raise to ask for
| Situation | Typical ask |
|---|---|
| Strong year, same role, paid near market | 5–10% |
| Paid clearly below market for your role | Up to the market median or 75th percentile — can be 10–20% |
| Role has expanded to the next level | Promotion-level increase, often 10–15% plus title change |
| You have a competing offer | Match or approach the offer — see our counter offer guide |
Ask for slightly more than your target. If you want $95,000, ask for $98,000. It leaves room for the manager to "win" something back while you still land where you hoped.
The meeting
What to say in the raise meeting
Request the meeting in writing so it is clear what it is about:
In the meeting, follow a simple order: appreciation, evidence, market, ask, silence.
The ask
Then stop talking. Let your manager respond. If they say they need to check with HR, agree on a date to follow up:
If the answer is no
What to do when your raise is denied
A "no" today is often a "not yet". Turn it into a plan with criteria and a date:
- Ask for non-cash improvements in the meantime: title, training budget, flexible hours, an extra week of PTO.
- Get the agreed criteria in an email after the meeting.
- If the review date passes with no movement and the market pays clearly more, it may be time to test the market. Job-switchers frequently see larger increases than internal raises provide.
Avoid ultimatums ("Pay me more or I'll leave") unless you are genuinely prepared to leave that day. Even if they work, they can damage trust.
FAQ
Frequently asked questions
Is it OK to ask for a raise after one year?
Yes. Twelve months is a natural point to review compensation, especially if your responsibilities or results have grown. Some people ask earlier if their role changed significantly.
Should I ask for a raise by email?
Use email to request the meeting and to send your supporting document, but make the actual ask live — in person or on video. Tone and dialogue matter.
Can I mention what my coworkers earn?
In the US, the National Labor Relations Act generally protects employees who discuss pay with colleagues. Still, it is usually more persuasive to anchor on external market data than on a specific colleague.
What if my manager says there is no budget?
Ask when the next budget cycle starts, what criteria would justify an increase then, and whether non-cash benefits are possible now. Get the agreement in writing.
How do I ask for a raise when I am underpaid?
Lead with market data: show the market range for your role and location, then your contributions. Asking to be brought to market rate is one of the most persuasive framings.
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