How to Ask for a Raise

Ask for a raise by connecting a specific compensation request to changed scope, measurable results, market context, and the value you can continue creating. Prepare the conversation, state the request directly, listen to the response, and follow up in writing.

1. Build the evidence

List outcomes, not only effort. Useful evidence can include revenue influenced, costs avoided, cycle time reduced, quality improved, customers retained, incidents prevented, projects delivered, or responsibilities added. Use measures your employer already recognizes when possible.

Separate routine duties from work that changed your role. A promotion request is stronger when it explains the larger scope rather than only saying you have worked hard.

2. Choose a target

Pick a target salary or range you can explain. Translate it into both a percentage and dollar amount so the request is easy to discuss.

For example, moving from $80,000 to $88,000 is a $8,000 annual increase and a 10% raise. It adds about $666.67 monthly or $307.69 biweekly before taxes.

Use the Salary Increase Percentage Calculator when you know old and target pay, or the main calculator to see pay-period and take-home estimates.

3. Pick the timing

Good timing can include after a material result, before compensation budgets close, during a planned review cycle, or when your scope has formally changed. Avoid surprising a manager with a deadline they cannot meet if the process requires approvals.

Ask how compensation decisions are made and when inputs are due. That information can be as important as the first conversation.

4. Make the request clearly

Use a short structure:

1. Summarize how the role or contribution has grown.
2. Give two or three pieces of evidence.
3. State the target compensation directly.
4. Ask what process and timeline are needed for a decision.

Do not bury the request in a long speech. Pause after stating it and let the other person respond.

5. Prepare for different answers

A “not now” should lead to specific questions: What criteria are missing? Who decides? What timeline is realistic? What measurable milestones would support reconsideration? Can scope, title, bonus, equity, flexibility, education budget, or paid time off be discussed separately?

If the response is no, decide based on the complete job and your alternatives—not only the emotion of the moment.

6. Follow up

Send a concise note recording the request, evidence, next steps, owner, and date for follow-up. This reduces ambiguity and gives both sides a shared record without turning the message into a threat.

A calculator can clarify the number. The conversation still depends on your role, employer, market, performance, and negotiating position.