Asking for a raise is one of the highest-ROI conversations you can have. A successful negotiation can add $5,000–$15,000 to your annual income — and that compounds every single year going forward. Here’s how to do it right.
The best time to ask
Timing matters significantly. The best times:
- After completing a major project successfully
- During your annual review (come prepared with numbers, not just expectations)
- After you’ve been given new responsibilities without a pay adjustment
- When you have a competing offer (strongest leverage — use carefully)
The worst time: when the company is having financial difficulties, laying people off, or your manager is under pressure.
Do your research first
Know what your role pays in the market before you walk in. Check Glassdoor, LinkedIn Salary, Levels.fyi (for tech), and Indeed for salary data for your title in your city. If the market pays $85,000 for your role and you’re making $70,000, that data is your anchor. You’re not asking for more money — you’re asking to be paid market rate.
Build your case with specific achievements
Don’t walk in and say “I work really hard and I’ve been here two years.” Walk in with:
- Specific projects you led or contributed to with measurable results
- Revenue you generated, costs you reduced, or problems you solved
- New responsibilities you’ve taken on since your last salary discussion
- Positive feedback from clients, colleagues, or leadership
Numbers are far more persuasive than adjectives. “I led the project that brought in $200,000 in new business” beats “I’ve been a strong performer” every time.
The exact conversation structure
Request a dedicated meeting — not a hallway conversation. Say: “I’d like to schedule some time to discuss my compensation. When works for you?”
In the meeting: lead with your value and achievements first. Then say: “Based on my contributions and the market rate for this role, I’d like to discuss moving my salary to $X.”
State a specific number. Ranges signal you’ll accept the bottom of the range.
What to do if they say no
Ask two questions: “What would need to change for this to be possible?” and “Can we revisit this in 90 days?” This keeps the door open, gives you a roadmap, and demonstrates professionalism. Get any commitments in writing — calendar the follow-up before you leave the room.