Thinking about asking for a raise soon? You’re in good company. With 48% of managers expecting more raise conversations this year, now’s your moment. And if you’re worried about the odds—take a breath. 70% of employees who asked got one. Let’s make sure you’re next, no guesswork needed.
1. Prepare with Wins and Market Anchors
Before drafting your ask, gather three core things: your key accomplishments from the past 6–12 months, relevant market data for your title and location, and your current compensation breakdown. With 4.1% being the average annual wage growth, aim above that to reflect performance and not just cost of living.
- Performance metrics: “Improved XYZ process, saving 15 hours weekly”
- Market rate: Use salary tools to get a credible range
- Target number: Choose a total compensation goal including salary, bonus, equity if relevant
Action step: List your top 3 wins and 2 comp data points before sending a request.
2. The Raise Email Script (Copy + Paste)
Here’s your no-fluff email to request the raise conversation:
Subject: Request to Discuss Compensation
Hi [Manager’s Name],
I’d like to schedule time to discuss my current compensation. Over the past [X months], I’ve contributed to [brief achievement summary], and I’d appreciate the chance to review how my role and impact align with my current pay.
Would you be open to a 30-minute conversation this week or next?
Thanks,
[Your Name]
Action step: Send this 3–5 business days before your desired meeting date.
3. What to Say In the Meeting
Start with impact, then transition to the money:
“Thanks for meeting. Over the last [X months], I’ve led [achievement], supported [impact area], and taken on [added responsibilities], all which have delivered [result]. Based on this, and current market data, I’d like to discuss adjusting my compensation to better reflect the value I’m bringing.”
Then share your range: “I’m targeting a base + bonus in the [$X–$Y] range.”
Action step: Practice your script aloud—twice—to smooth out nerves before the call.
4. Responses to Common Pushbacks
Even if you prep well, you might hear hesitation. Try these responses:
- “We’ll revisit at annual review.” “Thanks—can we put time on the calendar now for that conversation?”
- “Budgets are tight.” “Understood. Is there flexibility in bonus, equity, or title until salary frees up?”
- “You’re already paid competitively.” “Can we review together how that’s benchmarked and whether my added scope is reflected in it?”
Action step: Choose one pushback you fear most and write your reply now.
5. Don’t Forget to Follow Up
If your manager says they’ll get back to you, your move is:
“Just following up on our compensation discussion. Let me know if there’s anything else you need from me to move that forward. Happy to revisit after [date] if helpful.”
Kind persistence = confidence. Silence is not a no—it’s a “nudge me again.”
Action step: Set a reminder to follow up 5–7 business days after the meeting.
6. Confidence Booster Checklist (55% Need This!)
Only 55% of employees feel confident asking for a raise. Shift that with this quick check:
- I have 2–3 recent examples of high-value work
- I’ve researched a market-appropriate salary range
- I’ve practiced saying my number out loud
- I’m ready to hear—and respond to—“not now”
- I know my next step if the answer is no
Action step: Check off 3 or more and you’re ready to ask—this quarter.
You don’t need to be perfect—you just need to be prepared. A thoughtful ask backed by facts and focus can unlock a raise. And if 8.1% is the average bump after negotiation, your next best payday might be one brave conversation away. You’ve got this.
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