You’ve been killing it lately. Your projects are finishing early, your boss seems happy, and honestly, you're doing the work of two people. But your bank account doesn't show it. You want more money. The problem is that most people approach the "money talk" like they’re asking for a favor or a gift. That’s a mistake. When you wonder how do you ask for a raise, you have to stop thinking about it as a request and start seeing it as a business proposal.
It’s about ROI.
Companies don't give raises because you have bills to pay or because your rent just spiked in a bad neighborhood. They give raises because they want to keep your talent and because the market value for what you do has gone up. If you walk in there with a "pretty please" attitude, you're probably going to walk out with a "maybe next year."
The "Market Value" Reality Check
Before you even book a meeting on your manager's calendar, you need to know what you're actually worth. This is where most people get lazy. They look at one random salary site, see a big number, and think they’re being underpaid by $20,000. It’s rarely that simple. Sites like Payscale, Glassdoor, and Robert Half’s Salary Guide are good starting points, but they are just data points, not the absolute truth.
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You need to look at specific variables. Where are you located? A marketing manager in Des Moines isn't making what a marketing manager in San Francisco makes. What is your actual level of experience? If you have five years of experience but you're doing the work of a senior lead with ten years of experience, that’s your leverage.
Don't ignore LinkedIn. Reach out to recruiters in your field. You don't have to be looking for a job to ask a recruiter, "Hey, I’m seeing a lot of roles for X position lately—what’s the current range for someone with my background?" They usually have the most up-to-date, real-world data because they’re the ones negotiating these deals every single day.
Timing is Everything (And Usually It's Not During Your Review)
Wait. Don't wait for your annual performance review to bring up money. By the time that meeting happens, the budget for the next year is likely already locked in. Your boss has probably already been told by HR exactly how much they can give out in percentages.
The best time to ask is right after a "big win."
Did you just land a massive client? Did you solve a technical bug that was costing the company thousands an hour? That’s your window. The glow of your success is still fresh.
Also, keep an eye on the company's health. If the company just announced a hiring freeze or had a bad quarterly earnings report, it’s probably not the right time to ask for a 15% bump. You want to align your request with a time when the company feels prosperous and your personal value is at an all-time high.
How Do You Ask For a Raise When You’re Nervous?
Preparation kills anxiety. You shouldn't be winging this.
You need a "Brag Sheet." This is a document—one page, max—that outlines exactly what you’ve done over the last 6 to 12 months. Focus on results, not tasks. Don't say "I managed the social media accounts." Say "I grew the social media engagement by 40%, which led to a 12% increase in direct-to-site sales."
The Script That Actually Works
When you finally sit down, keep it professional and direct. Avoid being emotional.
"I’ve really enjoyed taking on more responsibility this year, especially with [Project X]. Given the results we’ve seen and the fact that my role has evolved significantly since I started, I’d like to discuss adjusting my salary to reflect my current contributions and the current market rate."
Notice I didn't say "I feel like I deserve." I said "adjusting my salary to reflect my current contributions."
If they ask for a number, be ready. Never give a single number; give a range. If you want $85,000, tell them you’re looking for something in the $85,000 to $92,000 range. Psychologically, they’ll focus on the bottom of your range, which is exactly the number you actually wanted.
Handling the "No" Like a Pro
Sometimes the answer is just "no." Or, "not right now."
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It sucks. It’s frustrating. But how you handle the "no" determines if you’ll get the "yes" six months from now. If they say there’s no budget, ask them what specifically you would need to achieve to be eligible for a raise in the next cycle. Get it in writing.
"I understand the budget constraints right now. Can we agree on a set of performance goals that, if met, would lead to a salary increase in six months?"
This turns a dead end into a roadmap. If they won't even give you a roadmap, that’s a loud signal that you’ve hit a ceiling at this company. In that case, the only way to get a significant raise is likely by moving to a new employer. According to data from the Bureau of Labor Statistics, workers who switch jobs often see much higher percentage increases in pay than those who stay in the same role for years with 3% cost-of-living adjustments.
Avoid These Three Fatal Mistakes
First, never bring up your coworkers' salaries. Even if you know for a fact that Steve makes $10k more than you while doing half the work, don't mention him. It makes you look petty and unprofessional. Your salary negotiation is about your value, not Steve’s.
Second, don't use a job offer as a threat unless you are actually prepared to quit that day. "Give me more money or I’m leaving" is a bridge-burner. If they give you the raise out of fear, they’ll immediately start looking for your replacement because they know you’re not loyal.
Third, don't make it about your personal life. Your boss doesn't care that your car broke down or your kid's tuition went up. It sounds harsh, but business is business. Keep the conversation focused on the value you bring to the office.
Moving Forward With Confidence
If you want to know how do you ask for a raise and actually get it, you have to be your own biggest advocate. No one is going to tap you on the shoulder and hand you money just because you’re doing a good job. You have to ask.
Start by tracking every single win you have starting tomorrow. Put it in a folder. Save the "thank you" emails from clients. Record the data. When the time comes to have the conversation, you won't be guessing—you'll be presenting a case that is impossible to ignore.
Immediate Next Steps
- Audit your accomplishments: List three things you did in the last six months that saved the company money or made them money.
- Research the gap: Find three credible salary sources and determine the "market rate" for your specific job title and location.
- Schedule the "pre-meeting": Don't surprise your boss. Send an email saying you’d like to schedule 15 minutes to discuss your performance and compensation.
- Prepare your range: Decide on your "walk-away" number. If they offer you less than that, decide now if you're going to stay or start updating your resume.
- Practice the pitch: Say your script out loud. If it sounds clunky in your living room, it’ll sound worse in the office. Refine it until it feels natural.