How to Ask Your Boss for a Raise

This is the second installment in SkillPath’s series on “Tough Conversations to Have With Your Boss.” Some discussion topics are difficult to broach with your manager, and some questions feel awkward to ask. This series will help you navigate those moments. 

Asking your boss for a raise is one of the most nerve-wracking conversations of your career. Regardless of how confident you are in your case, it’s a moment that’s filled with uncertainty. 

But it’s also an essential part of professional growth. And adequate pay is a growing concern for many Americans. According to a 2024 survey from the Pew Research Center, 30% of U.S. employees feel dissatisfied with their salary. And 80% of those people cited their pay not being good enough to keep up with living expenses as a major reason for their dissatisfaction.

Steps to Asking For a Raise

If you’re doing great work, taking on more responsibilities, or have been in your role for a while without a salary increase, it’s perfectly reasonable – and even expected – to advocate for better compensation.

1. Do Your Homework 

Before you even schedule a meeting, gather evidence to support your case. Start by researching the market rate for your position in your industry and region. Websites like Glassdoor, Payscale, or LinkedIn Salary can provide helpful benchmarks. Be sure to match your experience level, education, and location as closely as possible.

Then, gather concrete evidence of your accomplishments. What have you contributed to the team or company that justifies a salary increase? Think about:

• Projects you’ve led or completed successfully
• Revenue you’ve helped generate or save
• Skills you’ve gained that add new value
• Positive feedback from clients or leadership
• Extra responsibilities you’ve taken on

Bring data, numbers, and results. The more you can quantify your impact, the stronger your case.

2. Consider the Timing

Ideally, you should ask for a raise after a big win, such as completing a big project or winning a new client. Avoid making the request during times of budget cuts, layoffs, or when your boss is overwhelmed or under stress.

Your yearly or quarterly performance review presents a natural opportunity to bring up compensation. If you only get one yearly review but it’s six months away, try to time the raise conversation near your company’s benefits enrollment or the beginning of a new fiscal year.

3. Prepare Your Pitch

When you ask for a raise, you’re making a business case. Even though your cost of living might be escalating, your bills are piling up, or unexpected expenses are coming, you still need to focus on your value to the company.

Your pitch should be clear, concise, and confident. You might follow a framework that looks like this:

• Open positively: You might cite how much you enjoy working there, how you get along with your coworkers, or the opportunities you’ve been given to grow. Anything that shows your appreciation for your work and the company.
• State your case: This is where you explain everything you’ve considered from step one.
• Be specific: Use dollar amounts or a percentage when asking for a raise. Just saying “I want a raise” won’t give your employer much to work with and might come across as combative.

Avoid comparisons to coworkers or ultimatums. Keep it professional and fact-based; stay focused on you and how you help the company.

4. Rehearse the Conversation

You’ll feel much more confident walking into the conversation if you’ve practiced. Rehearse your main points out loud, either in front of a mirror or with a trusted friend. Focus on maintaining a calm, professional tone, and be ready to answer questions or objections.

Prepare respectful, clear responses. If your boss says they need to talk to HR or wants to revisit the conversation later, schedule a specific time to meet again.

5. Meet Privately

Don’t bring up a raise during a hallway chat or in the middle of a busy meeting. Request a one-on-one meeting with your boss, making sure they know it’s a formal conversation.

You can say something like, “I’d like to schedule some time to discuss my role and compensation. When would be a good time for you?”

This signals that the conversation is important and gives them time to prepare as well.

6. Be Ready for Any Outcome

Even if you make a strong case, your boss may say no. That doesn’t mean it’s the end of the conversation. If the answer is “not now,” ask for specifics: What can you do to earn a raise in the future? When will the topic be revisited?

Take notes during the conversation, and follow up with an email summarizing what was discussed. This shows professionalism and keeps everyone accountable.

If you do receive a raise, be sure to express your gratitude and continue delivering strong results. But if the answer is a firm no, repeated efforts to obtain a raise won’t help. If you’ve consistently contributed, asked respectfully, and been denied without a clear reason or path forward, it may be time to consider other opportunities.

7. Understand Your Worth 

Recent research suggests that changing jobs isn’t as profitable as it once was. ADP Pay Insights shows that the pay premium for job changers was less than 2% in March, while it was more than 8% just three years ago. 

Now, this isn’t something you want to bring up in your meeting. Stay focused on what you think is fair compensation with your current company. However, you can use that information to build your case. Talk about how much you enjoy being there, how much you appreciate all the opportunities you’ve had, and how much you hope to accomplish going forward. 

Use the job changing pay data as a benchmark for the increase in compensation that you ask for.

Know Your Rights

Perhaps one of the most important things to know is that it’s illegal for your boss or your company as a whole to demote, reprimand, or terminate your employment because you asked for a raise. Retaliation is illegal, and something the Department of Labor takes very seriously.

However, if your work should begin to suffer, or if you intentionally underperform as your own retaliation for not getting the raise, your company is within its rights to end your employment. And if it has documented this poor performance well, your case for wrongful termination won’t have merit.

Asking for a raise doesn’t have to be scary. With the right preparation, timing, and mindset, you can turn what feels like a risky conversation into a productive, professional discussion. Remember, you’re paid for your work, so keep everything focused on that work.