How to Ask for a Raise: Timing, Strategy, and Scripts That Work

Asking for a raise is a normal part of career growth. In fact, research shows most managers expect employees to discuss pay from time to time. The key is timing your request and preparing a strong case. This guide covers everything—timing, preparation, methods (in-person, email, etc.), and even sample scripts and letters—to help entry-level, mid-career, and senior staff confidently navigate the conversation.

When is the Right Time to Ask

• After a period of strong performance. If it’s been about a year since your last increase and you’ve consistently exceeded goals, it’s often appropriate to revisit compensation. Many companies give annual reviews, which provide a natural opportunity. If no formal raise cycle exists, pick a moment when your work results are fresh and you have “knocked it out of the park” on a major project.
• Consider company and manager factors. Check your organization’s financial health before asking. If your company recently had cutbacks, layoffs, or a hiring freeze, it may not be the best moment. Likewise, observe your manager’s mood and workload. Asking when they’re stressed or busy can backfire; instead, approach them after a win for the team or when they’ve been pleased with your recent work.
• Mind your last raise. Avoid asking for two raises within a short time frame. If you just received a bump, it’s usually best to wait at least 12 months before requesting another. Exceptions exist (for example, a sudden expansion of your role), but in most cases a year-long interval is expected.
• Know the formal cycles. Find out if your company has a set review or budget cycle. Many firms consider raises at the end of their fiscal year or during annual performance reviews. Asking before that process begins (e.g. a few months ahead of budget planning) gives your manager time to factor it into the budget.

By asking at an opportune time—after major successes, during performance reviews, and when the company is doing well—you maximize your chances of a positive response. Remember: many managers see raises as a way to retain talent, so a well-timed request is not inappropriate.

Preparing Your Case

Before the conversation, gather evidence and practice your pitch:

• Document your accomplishments. Make a list of your key contributions since your last review. Use hard numbers whenever possible: “increased sales by 15%,” “cut process time by 20 hours a month,” or “managed a project that saved $X”. Quantifiable results are persuasive. For example, saying “I automated reports and cut month-end closing time by 20 hours per month” clearly shows your impact. When speaking or writing, emphasize what you did and the positive effects, not what you think you’ve done.
• Research market salaries. Check industry salary guides and online tools to know the market rate for your role and location. If you discover your pay is below typical levels, you can use that as leverage. The 2025 Salary Guide and online calculators are great resources. For example, prepare a range or target figure supported by data. (Some resources note that a 3–5% increase is average; if you aim higher, be ready to justify it.) Also consider your experience and skills when determining a reasonable raise request.
• Understand your value and structure. Besides market data, think about your internal role. Some companies have strict raise caps (e.g. max 5%) or tiered scales. Talk to peers or mentors about typical raises in your company or sector. If you learn, for instance, that women are being paid less than men for the same role, that signals a broader issue to address separately. Use every bit of intel to shape your ask.
• Prepare talking points and practice. Outline the main points you’ll say, then rehearse. Role-playing with a friend can help smooth out nerves. Practice stating your case succinctly and politely. Alison Green (Ask a Manager) suggests you don’t need a formal slideshow; often a few sentences is enough. For example: “I appreciate the opportunities you’ve given me, and over the last year I’ve exceeded the goals we set on Project X. I’d like to discuss adjusting my salary to reflect this higher level of contribution”. Use a confident tone (avoid “I feel” or “maybe”) and maintain eye contact.
• List your specific raise number. Decide what raise or salary you’ll ask for. Some people quote a percentage (e.g. “I’d like to discuss a 10% increase”) or a target salary. Either is fine, as long as you’re prepared to explain how you got the number. It’s okay to state a firm figure, but remain flexible.
• Set up the meeting. Don’t spring the topic unexpectedly. Request a private meeting specifically for your compensation discussion. If you have a planned review, that’s ideal. Otherwise, email or call your boss to schedule “some time to discuss my role and compensation.” Giving notice shows respect and allows them to come prepared. Never ask for a raise in a public area or casual setting. Aim for a closed-door office or a video call if remote.

The better prepared you are with facts, numbers, and confidence, the more the discussion will feel professional. Think of it like preparing for an important project or job interview. A structured approach makes you and your manager comfortable with the conversation.

Choosing the Right Method

How you bring up the topic matters. Options include in-person chat, video call, email, or messaging, and each has its place:

• In-person or video meeting (recommended). Face-to-face (or video) is usually the best way. It shows confidence and allows immediate feedback. Research advises scheduling a private meeting in advance: “the best setting is a room with a closed door”. If you’re remote, a video call is the next best thing. These methods let you gauge reactions and adapt your tone.
• Written request (email or letter). If you work remotely or want to set a formal tone, an email or letter can be effective. Writing out your request gives you clarity and structure. It also demonstrates professionalism, since it shows you’ve put thought into it. An email can be the first step – you might send a well-crafted message highlighting your achievements and asking for a meeting or review. The advantage: your boss can read it carefully and even forward it to HR or higher-ups with all your points intact. (Do not send a request in a casual text or chat message; only use those platforms to set up a proper meeting.)
• Text or instant message (for scheduling only). Generally avoid asking for a raise via text/SMS/Slack directly. Texting a financial ask can seem too informal. It can be okay to DM your manager to arrange a quick chat – for example, “Hi [Name], do you have a few minutes to talk about my role?” – but follow up with a more formal approach.

In summary, aim for a candid, face-to-face style conversation whenever possible. But if circumstances call for an email or letter (for instance, your manager is often traveling), use the written route as your initial “heads up” because it allows you to present your case clearly. Either way, your wording should be positive, respectful, and professional.

What to Say (During the Conversation)

Here’s how to structure the actual request, whether in person or in writing:

• Open respectfully. Start by thanking your manager for the meeting. You might say something like, “Thank you for taking the time. I’ve enjoyed working on [recent project] and wanted to discuss my role and compensation.” Setting a collaborative tone helps. Alison Green suggests an opener like, “I really appreciate the opportunities you’ve given me to increase my responsibilities, like X and Y. I’ve been getting great results and exceeding our goals. Could we talk about adjusting my salary to reflect this higher level of contribution?”.
• Present your achievements. Briefly highlight your top contributions. Focus on outcomes, using numbers if you have them. For example: “Over the past year, I took lead on the client event that generated 10% more sales than last year, and I’ve consistently exceeded my sales targets (currently at 128% of quota). I also trained two new team members to help manage our workload.” This shows you earned the raise. Keep it concise – one or two bullet points verbally or in writing is enough to make your case.
• Use confident, clear language. Avoid hedging phrases (“I feel,” “I think,” “maybe we could”). Robert Half’s advice: state facts without qualifiers. Say, “I have done X and I’d like to discuss increasing my salary to $Y” or “I believe my performance warrants a raise to Z dollars.” Being polite but direct conveys confidence. Remember: you’re asking for fair pay for fair work, not begging for a favor.
• Reference salary data (if needed). If it feels right, you can mention market research: “According to industry data, the median salary for my position at this level in our region is around $X.” This shows you’ve done your homework. However, be tactful: it’s better to emphasize your accomplishments first, then gently note if you’re below market norms.
• State your ask. Clearly indicate what you want. You might specify a percentage increase or a salary range. For example: “Based on my performance and market rates, I would like to discuss a 10% raise.” Or “I’d like to move my salary to $X to align with the responsibilities I’ve taken on.” If you prefer, you can first ask what range is possible. Either way, give a concrete target rather than a vague “something more.”
• Be prepared to listen. After you speak, pause and let your manager respond. They may have questions or feedback. If they do, listen carefully and answer calmly. Indeed suggests using phrases like “Can you tell me more about…” to keep the dialogue open. Stay professional even if the response is not instantly positive.
• Discuss next steps. If your manager says they need to check budgets or talk to HR, you might ask: “I appreciate that. When would be a good time for us to revisit this?” If they seem hesitant, ask what specific goals or achievements they’d want to see for a future raise. For example: “What can I do in the next few months to make a stronger case for this?” This shows you’re committed to improving.

Handling Responses and Negotiation

• If they say “yes.” Congratulations—ask what the timeline is and if anything else is needed on your end (e.g. paperwork). Confirm the next steps so both sides are clear.
• If they say “maybe” or “I need to think about it.” Don’t be discouraged. Many managers want to consider options or get approvals. You can say, “Thank you for considering it. Could we schedule a follow-up meeting in a few weeks to talk again?” Then send a polite follow-up email later, recapping your points and confirming the next meeting.
• If they say “no.” Keep it positive. Ask what you could do to earn a raise in the future. For instance: “I understand. Could you tell me what skills or accomplishments I should focus on to make this happen down the road?” Listen carefully to their answer. This feedback is valuable for planning. Even if the answer is “you’d have to be promoted or wait until next year,” you now know where things stand. Finally, thank them for their honesty and the conversation.
• Negotiate alternatives. If a salary raise isn’t possible now, consider other forms of compensation. You could ask about a one-time bonus, extra vacation days, flexible work arrangements, or a title change. For example, “I understand budgets are tight. Would it be possible to discuss additional PTO or a flexible schedule as an alternative?” Sometimes non-monetary perks can improve your situation in the meantime.
• Stay professional. No matter the outcome, remain courteous. According to experts, even a declined raise request is unlikely to harm your relationship if handled respectfully. So keep a friendly tone, thank them for listening, and continue doing great work. If needed, put a note in your calendar to revisit the salary discussion in a few months or at the next review.

Overall, think of the conversation as a negotiation, not a confrontation. You’re advocating for yourself in a professional way, which benefits both you and your employer when done well.

After the Discussion

• Send a follow-up note. It’s wise to thank your manager in writing shortly after the meeting. A brief email summarizing your main points and any agreed-upon next steps can reinforce your professionalism and serve as a record. For example: “Thank you again for meeting with me. As discussed, I have taken on X responsibilities and achieved Y. I appreciate your considering my request to adjust my salary to $Z. I look forward to following up on this in [timeframe].”
• Continue performing well. Regardless of the outcome, keep up your performance. If the raise was approved, ensure you maintain the high standards that earned it. If it wasn’t, use the feedback to target areas for growth. Setting clear goals with your manager will make the next conversation easier.
• Plan for next time. If your request was deferred, schedule a reminder to revisit it later. Often managers respect employees who follow through and ask again after demonstrating progress. The Cut’s advice: if the boss can’t specify how to get a raise, that might indicate it’s time to look elsewhere, but before jumping ship, be sure you’ve given your best.

By thanking your manager and following up, you leave a positive impression. In any case, knowing how to ask gracefully lays the groundwork for future discussions and shows you’re proactive about your career.

Example Conversations

To illustrate, here are a few fictional dialogues between an employee and manager in different scenarios. These show how a request might play out:

Scenario 1 – In Person (Post-Project Success):

Employee: “Hi Alex, thanks for meeting with me. I wanted to talk about my role and compensation. Over the last year I’ve taken the lead on Project Phoenix, which improved our client retention by 15%. I also took on extra reporting duties after Mary left, saving the team about 10 hours a week. Given these contributions, I’d like to discuss a salary adjustment.”

Manager: “I appreciate all that you’ve done, and you’ve indeed delivered great results. We’re tight on budget this quarter, so I can’t promise anything immediately.”

Employee: “I understand the budget concerns. Could you let me know what milestones I should hit, or perhaps a timeline, so we can revisit this? For example, if I meet project goals by Q3, could we review my compensation again then?”

Manager: “That’s reasonable. If you achieve the goals we outlined, we’ll talk about a raise next quarter. I’ll send out an update on your performance targets.”

Employee: “Thank you. I appreciate your guidance and look forward to delivering on those goals.”

Scenario 2 – Video Call (Remote Work Context):

Employee: “Thanks for taking the call. I’ve been reviewing my work since we went remote, and I noticed I consistently exceeded my targets. For example, I improved our software uptime to 99.9%, exceeding our goal, and I developed an automation that cut the data-entry time by 40%. Based on that, I wanted to discuss adjusting my salary to reflect the added responsibilities I’ve taken on.”

Manager: “I’m glad you brought this up. You have been doing an excellent job remotely. Let me see… our current budget planning is coming up. I can’t commit to a number right now, but how about we plan another check-in after the planning cycle?”

Employee: “That sounds fair. Would it be okay if I send a summary of what I’ve done and my market research in an email, so you have everything handy? Then we could set a date to follow up.”

Manager: “Yes, please do that. It’ll help me make the case to finance. Let’s touch base in two weeks.”

Employee: “Great, I’ll email that to you by tomorrow. Thanks for your time!”

Scenario 3 – Informal Chat (Using Messaging to Schedule):

Employee (Slack message): “Hey Jamie, do you have a moment? I’d like to discuss my current projects and compensation. Let me know when might be a good time.”

Manager (Slack): “Sure, would you like to talk now or set a time? I’m free in an hour.”

Employee: “An hour works. I have some notes on recent wins that I’ll share, and hope to discuss a salary review. Talk then!”
(Later, in a meeting with video off, similar conversation to Scenario 2 takes place.)

These examples show respectful ways to initiate and conduct the conversation, whether in person or virtually. They emphasize achievements and ask for guidance, not just demand.

READ: What Not to Say in an Interview

Sample Email and Letter for a Raise

Below are templates you can adapt when asking in writing. Customize the details (projects, dates, numbers) to fit your situation.

Sample Email – Requesting a Raise:

Subject: Request for Compensation Review
Dear [Manager Name],
I hope you’re doing well. As we approach my one-year anniversary in this role, I’d like to request a formal review of my compensation. Over the past year at [Company], I have taken on additional responsibilities and achieved strong results. For example, I led the redesign of our website, which increased traffic by 25%, and I introduced a new client onboarding process that reduced churn by 10%. I’ve also completed advanced training in [Skill/Certification], which has enabled me to contribute in new ways.
Given these contributions and my research into current market salaries for similar roles I believe an adjustment is warranted. Based on industry salary data, a position like mine typically ranges around $X, so I would like to discuss raising my salary to $Y. I welcome the opportunity to talk about this and hear your feedback. Thank you for considering my request. I am happy to meet at your convenience to discuss further.

Sincerely,
[Your Name]
[Your Title / Department]

Sample Formal Letter – Requesting a Raise:

[Your Name]
[Your Position]
[Company Name]
[Date]

[Manager Name]
[Manager’s Position]
[Company Name]

Dear [Manager Name],

I am writing to formally request a review of my salary. Over the past [X years/months] with [Company], I have consistently exceeded my targets and contributed to key initiatives. Recently, I led [Project or Initiative] which resulted in [specific result, e.g., increased revenue, efficiency gains], and I have taken on [additional duties, e.g., training new team members, managing a larger client portfolio]. My performance reviews have reflected this level of contribution, and I continue to seek ways to add value to the team.

After researching current compensation trends for [Your Role] in our industry, I found that professionals with similar responsibilities and experience are typically earning [salary range or median]. In light of my achievements and continued commitment to the company, I would like to request a salary adjustment to $[Amount] (approximately a [X]% increase). I believe this reflects both my recent contributions and the current market.

I appreciate your consideration of this request. I would welcome an opportunity to discuss my performance and compensation at your convenience. Thank you for your time and for the support you’ve given me in my professional growth.

Sincerely,
[Your Name]
[Your Contact Information]

In both examples, notice how the writer highlights specific successes and expresses a clear, polite request. Including numbers and a reasonable raise amount shows preparation. Ending with thanks and openness to discussion keeps the tone positive. These written requests provide clarity and give your manager time to review before replying.

By carefully considering timing, preparing facts, and communicating clearly—whether in person or in writing—you can ask for a raise professionally and effectively. Remember that managers often expect these conversations, and approaching it thoughtfully can strengthen your case rather than hurt it.