Asking for a raise is one of the single most impactful financial moves you can make. A 5% raise on a $55,000 salary is $2,750 extra per year — every year going forward, and compounding with future raises. But most people either never ask, or ask in a way that makes it easy for the employer to say no.
Know your market value before you ask
The strongest position for a raise request is knowing what people in equivalent roles get paid. Use Glassdoor, LinkedIn Salary, Bureau of Labor Statistics data, or industry salary surveys to find a realistic range for your role, experience level, and location. If your current pay is below market, that's a factual, depersonalized argument — not just "I want more money."
Build a case based on results, not time
The most common mistake is framing a raise request around how long you've been there or how hard you work. Employers care about results. Before the conversation, list three to five specific contributions you've made since your last raise: projects delivered, costs saved, revenue contributed, problems solved, responsibilities added.
Put numbers on it where you can. "I managed the Q1 client migration that kept $200k of annual contracts" is more persuasive than "I've worked really hard this year."
Ask for a specific number
Don't say "I was hoping for something in the range of maybe..." Say "Based on my research and what I've contributed, I'd like to discuss moving to $X." A specific number is harder to deflect than a vague request. Research suggests that asking for a specific, slightly-high number leads to better outcomes than asking for a round number or a range.
The request should feel confident, not apologetic. You're not asking for a favor — you're presenting a case for fair compensation.
Time it right
The best times to ask: after a significant win, during a performance review cycle, after taking on new responsibilities, or when you have competing offers or market data showing you're underpaid. Avoid asking when the company is cutting costs, right after a poor performance period, or when your manager is clearly stressed.
If they say no, ask what needs to happen
A no now doesn't mean a no forever. Ask: "What would need to happen for this to be a yes in six months?" Get specific criteria in writing if you can. This turns a rejection into a goal, and it also tells you how seriously the employer takes your development.
If they can't give you a clear answer, that's also useful information about your future there. The job market is the other lever — sometimes the fastest way to a meaningful raise is an offer from somewhere else.