Aug 10, 2025

How to Get a Raise: The Complete Guide to Earning What You’re Worth

Asking for a raise is one of the most nerve-wracking moments in anyone’s career. Even high performers often hesitate, worrying they’ll be seen as pushy, ungrateful, or replaceable. Yet the truth is simple: if you don’t advocate for yourself, chances are nobody else will.

Compensation practices vary across industries, but the principle remains the same everywhere: employers pay more when they see clear value, have the budget, and are motivated to retain you. Navigating those realities takes preparation, timing, and confidence.

In this guide, we’ll break down everything you need to know about how to get a raise, from the psychology of asking, to the data you’ll need, to the exact scripts you can use.

The Mindset Shift You Need Before Asking

The first step in earning more money is believing that you deserve it. That doesn’t mean entitlement. It means recognizing that pay is tied to business value. If you’re delivering measurable impact, then asking for higher compensation isn’t selfish. It’s aligning incentives.

Think of it this way: if you left tomorrow, how much would it cost your company to replace you? Between recruitment, onboarding, and lost productivity, the number is usually 1.5–2x your salary.

Seen in that light, retaining you with a raise is often the most cost-effective choice for your employer.

When Is the Right Time to Ask?

Timing can make or break your request. You’ll improve your odds if you align with one of these moments:

Annual performance reviews — most companies allocate salary budgets during review season.
After a major win — landed a big client? Completed a project under budget? Delivered something that directly tied to revenue or efficiency? Strike while it’s fresh.
When taking on new responsibilities — if your role has expanded but your pay hasn’t, that’s textbook justification for a raise.
When the market has shifted — salary inflation in your industry, rising demand for your skillset, or credible benchmarks can all serve as leverage.

Avoid asking during company downturns, layoffs, or immediately after your manager faces bad news.

Do Your Homework

Walking into a raise conversation without data is like going into court without evidence. You need three categories of information:

Market Research

Use sites like Glassdoor, Levels.fyi, Payscale, or Indeed to benchmark salaries.
Adjust for region and company size. A salary in New York may be 20–30% higher than in Kansas City for the same role due to various factors such as cost of living differences and local market conditions.
Talk to peers discreetly. Networking groups or alumni forums can give you real numbers. Be careful when discussing salaries among your fellow employees, however. Although doing so is often considered a legally protected action, this may not be true everywhere and some companies may have established policies against it, despite the legality.

Internal Value

Quantify your impact: revenue earned, cost savings, efficiency gains, customer retention.
Keep a “brag file”, which is a private list of accomplishments, positive feedback, and metrics.
Be specific: “I streamlined our reporting process, cutting prep time by 40 hours a month” is stronger than “I improved reporting.”

Business Context

Know your company’s financial health. Public filings, earnings calls, or internal town halls provide clues.
Understand your manager’s constraints: do they control salary budgets or just make recommendations?

How Much to Ask For

Most raises fall in the 3–6% range. However, if you’re significantly underpaid or have taken on new responsibilities, asking for 10–20% can be reasonable.

Here’s a good formula:

Minimum ask: What you’d accept if the conversation is tough.
Target ask: What you truly believe you deserve.
Stretch ask: Slightly ambitious, gives room for negotiation.

Building Your Case

Your case should blend logic (data, achievements) with emotion (your commitment, reliability). Structure it like this:

Start with gratitude
Highlight contributions
Connect to business value
Make the ask

Practice the Conversation

Rehearse with a friend or mentor. Anticipate objections. For example:

“We don’t have budget right now.”
→ “I understand. Could we revisit this in three months? What would I need to demonstrate by then to make this possible?”
“You’re already paid fairly.”
→ “I’ve compared market data and see that my current compensation is below the median. Given my contributions, I’d like to be aligned more closely with market.”
“Raises are only during review cycles.”
→ “That makes sense. Can we document a commitment now so it’s addressed during the next cycle?”

The Meeting

When you’re ready:

Set it up formally — request a dedicated meeting.
Control your body language — sit upright, make eye contact.
Lead with value, not need — avoid personal justifications like “I need more money for rent.”
Be quiet after the ask — silence is powerful.

What If They Say No?

Sometimes you’ll hear no, even if you deserve a yes. Don’t panic. Instead:

Seek clarity: Ask, “What would I need to accomplish to earn a raise?”
Negotiate alternatives: one-time bonus, more vacation time, flexible schedule, education budget, or equity.
Set a timeline: “Can we revisit this in six months?”

If you consistently deliver and still face refusal, consider whether it’s time to seek opportunities elsewhere.

The Psychology of Raises

Try to avoid a surprise — keep your manager informed of wins and accomplishments throughout the year.
Raises are easier than replacements — losing talent costs more than retaining it.
Budget constraints are real — sometimes the answer has nothing to do with you.
Perception matters — consistently professional employees are seen as lower risk to invest in.

Common Mistakes to Avoid

Asking without preparation – Going in without data to back up your request makes it easy for your manager to say no. Be ready with examples of your contributions, achievements, and market research.
Comparing yourself to your coworkers – Saying “I deserve more because Jane makes X” shifts the focus away from your own accomplishments and turns the conversation into one about perceived value between employees. If your manager believes Jane provides more value than you, don’t give them the opportunity to use that against you. Let your value and accomplishments speak for themselves as objectively as possible.
Issuing ultimatums without leverage – Threatening to quit if you don’t get a raise can backfire if you don’t have another offer or a strong bargaining position. It can harm trust with your employer and weaken future negotiations.
Bad timing (after poor performance or layoffs) – Asking right after a mistake, a negative review, or company cutbacks makes your request less likely to succeed. Choose a moment when you’ve had recent wins and the company is in a stable position.
Over-apologizing – Downplaying your worth or acting guilty for asking undermines your case. Confidence shows that you believe in your contributions and helps your manager see you as deserving.

Long-Term Career Strategy

Getting a raise is great, but bigger income jumps often come from job changes. A lot of times switching companies can net raises of 10–20%, compared to 3–5% internally.

That doesn’t mean you should jump ship constantly, but keep your options open:

Maintain an updated resume and LinkedIn.
Build relationships with recruiters.
Treat interviews as market research.

If you do decide that changing jobs is the best way to move your career and salary forward, make sure to keep your search organized. JobForager.com is a free tool that helps you track opportunities, compare true total compensation across roles, and stay on top of every step in the process, no spreadsheets required.

Conclusion

Getting a raise isn’t about luck — it’s about strategy, preparation, and timing. By understanding your value, presenting evidence, and approaching the conversation professionally, you dramatically increase your chances of hearing yes.

Even if you don’t get an immediate raise, you’ll position yourself as someone who knows their worth and isn’t afraid to have important conversations. That confidence, combined with continued performance, makes it far more likely you’ll see higher pay in the near future — whether at your current company or the next one.

Remember to…

Prepare by gathering data and quantifying your impact.
Time it well by aligning with reviews, wins, or new responsibilities.
Ask clearly by stating your case, then stop talking.
Handle a negative response with grace and by negotiating alternatives or setting a timeline.
Play the long game by keeping options open and always knowing your market worth.
Don’t close yourself off to other job opportunities if internal advancement starts to seem unlikely.

Remember: a raise is not a favor. It’s fair compensation for the value you bring. Advocate for yourself with confidence.

Happy job hunting,
The JobForager Team