How to Ask for a Raise in 2025: The Step-by-Step Guide That Actually Works

What if we told you that 70% of people who ask for a raise get one—but only 37% of workers ever ask?

Think about that for a moment. The odds are overwhelmingly in your favor, yet most people leave money on the table simply because they’re afraid to ask.

Let’s talk about the elephant in the room: asking for a raise feels uncomfortable. Your palms get sweaty. Your mind races through worst-case scenarios. You worry about seeming greedy or damaging your relationship with your boss.

But here’s what’s really happening when you don’t ask: You’re potentially losing thousands of dollars each year. That money compounds over time. A 5% raise today could mean tens of thousands more in lifetime earnings.

The good news? We’re about to hand you a systematic approach that takes the guesswork out of salary negotiations. By the end of this article, you’ll have:

• A complete script for the conversation
• Strategies to handle any objection
• The confidence to ask for what you’re worth

This isn’t about demanding money or making threats. It’s about professionally demonstrating your value and ensuring your compensation matches your contribution.

Ready to get paid what you deserve? Let’s dive in.

The Perfect Timing: When to Make Your Move

The best time to ask for a raise is after completing a major project, during your annual review, or when you’ve exceeded performance metrics for at least 6 months. Avoid asking during budget cuts, company struggles, or immediately after receiving negative feedback.

Timing isn’t everything—but it’s close.

Ideal Timing Scenarios

• After major accomplishments: Just landed a huge client? Saved the company significant money? This is your moment. Your value is fresh in everyone’s mind, and your leverage is at its peak.

• During annual review cycles: Most companies allocate budget for raises during specific periods. Get ahead of this process by understanding your company’s fiscal calendar.

• When taking on additional responsibilities: If your role has expanded beyond your original job description, you’re already doing the work of a higher-paid position.

• After receiving competing offers: This requires finesse, but a legitimate offer from another company can fast-track raise discussions.

• When market rates shift significantly: If industry salaries have jumped and you’re now underpaid, present this data objectively.

Red Flags: When NOT to Ask

• During company struggles: If layoffs are happening or profits are down, wait for stability.

• Right after criticism: Address performance issues first. Asking for a raise after negative feedback appears tone-deaf.

• When you’re underperforming: Be honest with yourself. Are you meeting expectations? Exceeding them? If not, focus on improvement first.

• Too soon after your last raise: Unless circumstances have dramatically changed, wait at least 12 months between requests.

Reading Company Signals

Pay attention to:

• Budget planning cycles (usually Q3 or Q4)
• Recent company announcements about growth or challenges
• Your manager’s current workload and stress levels
• Industry trends affecting your company’s position

Interview Guys Tip: The best time to plant a tree was 20 years ago. The second best time is now. If you’ve been consistently exceeding expectations for 6+ months, don’t wait for the ‘perfect’ moment—create it.

When it comes to understanding your worth in the market, check out our guide on what are your salary expectations to help you set the right range.

The Evidence File: Building an Undeniable Case for Your Raise

You wouldn’t go to court without evidence. Don’t go into a raise negotiation without it either.

Quantifying Your Achievements

Numbers speak louder than adjectives. Transform vague accomplishments into concrete metrics:

• Revenue impact: “Increased sales by 23% through new client acquisition strategy”

• Cost savings: “Reduced department expenses by $50,000 through process automation”

• Efficiency gains: “Cut project completion time by 30% while maintaining quality standards”

• Client satisfaction: “Improved customer retention from 72% to 89%”

• Team performance: “Mentored 3 junior employees who received promotions within 12 months”

The Value Documentation System

Start building your case today:

• Weekly achievement tracking: Every Friday, document your wins. Small victories compound into compelling evidence.

• Feedback collection: Save positive emails, client testimonials, and performance review comments.

• Responsibility tracking: Document every new task or project you’ve taken on beyond your original role.

• Skills inventory: List new certifications, training completed, and skills acquired.

Market Research Essentials

Knowledge is power in salary negotiations:

• Use multiple data sources: Don’t rely on a single website. Cross-reference information for accuracy.

• Consider your specific context: A marketing manager in New York City earns differently than one in Des Moines.

• Factor in your unique value: Industry averages are starting points, not ceilings.

• Account for total compensation: Include benefits, bonuses, and perks in your calculations.

According to Glassdoor’s salary search tool, you can get a personalized estimate based on your location, experience, and industry to strengthen your negotiation position.

The Impact Statement Framework

Transform your achievements into a compelling narrative:

• Before state: “Customer response time averaged 48 hours”

• Your action: “Implemented new ticketing system and trained team”

• After state: “Response time reduced to 4 hours”

• Business impact: “Customer satisfaction increased 35%, leading to $200K in retained accounts”

This framework demonstrates not just what you did, but why it matters to the bottom line.

Crafting Your Raise Request: The Psychology of Persuasion

Your pitch isn’t just about numbers—it’s about psychology. Here’s how to structure a request that resonates.

The Opening Statement

Start strong, but don’t rush to the ask:

• Express appreciation: “I really appreciate the opportunities I’ve had here to grow and contribute…”

• Set collaborative tone: “I’d like to discuss how we can align my compensation with the value I’m bringing to the team…”

• State your purpose: “I’ve prepared some information about my contributions and market rates I’d like to review with you…”

• Avoid defensive language: Never start with “I know budgets are tight, but…” or “I hate to ask, but…”

The Three-Part Pitch Structure

Organize your case like a story with past, present, and future:

Part 1 – Past achievements: “Over the past year, I’ve successfully led the digital transformation project, resulting in a 40% increase in operational efficiency…”

Part 2 – Current value: “Currently, I’m managing three major client accounts worth $2M in annual revenue, while also mentoring two new team members…”

Part 3 – Future potential: “Looking ahead, I’m positioned to take on the European expansion project, which could increase our market share by 15%…”

Anticipating Objections

Prepare responses before you hear the objections:

“We don’t have budget”: “I understand budget constraints. Could we explore a phased increase or performance-based structure?”

“It’s not the right time”: “I appreciate that timing is important. When would be a better time to revisit this conversation?”

“You’re already well-compensated”: “I’ve done extensive market research, and my current compensation is below the median for comparable roles…”

“Company policy limits raises”: “I understand there are guidelines. Are there alternative forms of compensation we could consider?”

The Ask: Specific Numbers

Be precise, not vague:

• Do your homework: Know the exact range you’re targeting

• Anchor high (but reasonable): If you want 10%, ask for 12-15%

• Justify with data: “Based on market research and my contributions, I’m requesting an adjustment to $X”

• Show flexibility: “I’m open to discussing different structures that work for both of us”

Interview Guys Tip: Never make it about what you need—make it about what you’ve earned. Your personal expenses aren’t your employer’s concern, but your professional value absolutely is.

Use the same confident approach you’d use when answering why should we hire you to demonstrate your unique value proposition.

The Actual Ask: Scripts, Psychology, and Power Moves

Now comes the moment of truth. Here’s exactly how to handle the conversation.

Opening the Discussion

Set the stage for success:

• Schedule strategically: Request a meeting when your manager isn’t rushed. Avoid Mondays and late Fridays.

• Choose the right environment: Private office, not open spaces or casual settings.

• Frame it properly: “I’d like to discuss my career development and compensation”

• Come prepared: Bring documentation but don’t overwhelm with paperwork.

The Presentation Flow

Follow this proven sequence:

• Start with gratitude: “Thank you for taking the time to meet. I really value the opportunities I’ve had here.”

• Present achievements: “I’d like to review some of the results I’ve delivered over the past year…”

• Make the specific ask: “Based on my research and contributions, I’d like to discuss adjusting my compensation to $X.”

• Handle the pause: Don’t fill silence with nervous chatter. Let your request sink in.

Negotiation Tactics

Master these psychological principles:

• The power of silence: After stating your request, stop talking. The first person to speak often concedes.

• Anchoring strategies: As outlined in Harvard Business School’s negotiation research, your first number sets the range for negotiation.

• Win-win positioning: Frame the raise as an investment in continued high performance.

• Alternative compensation: Be ready to discuss bonuses, equity, or additional benefits.

Common Manager Responses

Be ready for these typical reactions:

“We don’t have budget”: Your response: “I understand budget limitations. Could we explore a timeline for when budget might be available, or discuss performance-based increases?”

“Let me think about it”: Your response: “I appreciate you considering this. When would be a good time to follow up on our discussion?”

“You’re already well-compensated”: Your response: “I’ve researched comparable positions, and my request aligns with current market rates for my level of contribution.”

“It’s not the right time”: Your response: “I understand timing is important. Could you help me understand what would make it the right time?”

Script Example: “I’ve really enjoyed contributing to the product launch and client retention initiatives over the past year, and I’m excited about the impact we’ve made together. Based on my research and contributions, including the 30% increase in customer satisfaction scores, I’d like to discuss adjusting my compensation to $85,000, which aligns with market rates for my current responsibilities.”

As noted by negotiation experts at Harvard Law School’s Program on Negotiation, successful salary discussions involve both preparation and strategic communication.

Beyond the Yes or No: Maximizing Every Outcome

Not every negotiation ends with your desired number. Here’s how to win regardless of the immediate outcome.

If You Get a Yes

Don’t celebrate too soon. Lock in the details:

• Get it in writing: Request an email confirmation or updated offer letter.

• Clarify the timeline: When does the increase take effect? Is it retroactive?

• Express appreciation: “Thank you for recognizing my contributions. I’m excited to continue delivering results.”

• Plan next steps: Discuss future goals and expectations at this new level.

If You Get a No

A “no” today isn’t a “no” forever:

• Ask for specific feedback: “What would need to change for us to revisit this conversation?”

• Set future benchmarks: “Can we establish clear metrics that would justify a raise in the future?”

• Explore alternatives: “Are there other forms of compensation we could consider?”

• Maintain professionalism: Thank them for their time and express continued commitment.

Alternative Compensation

Think beyond base salary:

• Additional PTO: An extra week of vacation has real monetary value.

• Flexible schedule: Work-from-home days can save thousands in commuting costs.

• Professional development: Conference attendance, certifications, or advanced training.

• Equity options: Stock or profit-sharing can exceed salary increases over time.

• Title change: A promotion might come with future salary implications.

Creating a Follow-up Plan

Turn rejection into a roadmap:

• Set review dates: “Can we revisit this in 6 months?”

• Document the discussion: Email a summary to your manager for clarity.

• Track progress metrics: Begin collecting data for your next request.

• Prepare for next ask: Continue building your value proposition.

The leadership qualities you’ve demonstrated in this negotiation are similar to those we discuss in our article about tell me about a time you led a team.

Playing the Long Game: Your Ongoing Value Strategy

Salary negotiations aren’t one-time events—they’re part of your career strategy.

Continuous Value Building

Make yourself indispensable:

• Regular achievement documentation: Update your “wins” file weekly, not just before reviews.

• Skill development planning: Identify and acquire skills that increase your market value.

• Relationship building: Cultivate advocates throughout the organization.

• Industry networking: Stay connected to understand market trends and opportunities.

Annual Review Preparation

Be ready year-round:

• Quarterly self-reviews: Don’t wait for formal reviews to assess your progress.

• Feedback collection: Regularly ask for input from managers and peers.

• Market rate monitoring: Check salary trends every 6 months.

• Goal alignment: Ensure your objectives support company priorities.

Career Progression Planning

Think beyond the next raise:

• Set clear goals: Where do you want to be in 2-3 years?

• Identify skill gaps: What capabilities do you need for the next level?

• Build sponsor relationships: Cultivate mentors who can advocate for your advancement.

• Create promotion pathways: Understand requirements for higher positions.

According to Indeed’s career development research, continuous negotiation throughout your career path is essential for long-term success.

Interview Guys Tip: The best raise negotiation starts the day after your last one. Document everything, exceed expectations consistently, and make yourself indispensable. When you do ask, it should feel like a formality, not a battle.

Your Raise Is Waiting—Go Get It

Let’s recap what you’ve learned:

1. Timing matters – but don’t wait forever for the “perfect” moment
2. Evidence wins – quantify your achievements and know your market value
3. Structure sells – use a three-part pitch that tells your value story
4. Psychology pays – understand negotiation tactics and human behavior
5. Every outcome has value – even a “no” can lead to future success

Remember: asking for a raise isn’t greedy—it’s good business. You’re simply ensuring your compensation matches your contribution.

The framework is in your hands. The scripts are ready. The research tools are at your fingertips.

Now it’s time to take action. Schedule that meeting. Prepare your case. Have the conversation.

Your raise isn’t going to ask for itself. But with this guide, you’re equipped to ask for it with confidence, professionalism, and the likelihood of success.

You’ve got this. Now go get paid what you’re worth.

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