How to Ask for a Raise (And Actually Get It)

Here’s a fact that might surprise you: 70% of people who ask for a raise actually get one. Yet most workers never even try.

If you’re reading this, you’re already ahead of the game. You’re thinking about how to grow your income, which is the smartest first step toward better financial health. But before you start brainstorming side hustles or researching passive income streams, let’s talk about the easiest money you’ll ever make.

Companies are planning salary increases averaging 3.9% for 2025. That’s nice, but top performers can do much better. This guide will show you exactly how to ask for a raise and actually get it. By the end, you’ll have the research methods, perfect timing strategies, word-for-word scripts, and follow-up tactics that work.

Let’s turn that awkward conversation into your biggest financial win of the year.

Why a Raise Beats Side Hustles Every Time

Before we dive into the how-to, let’s talk about why asking for a raise should be your first move when you want to make more money.

The Math That Changes Everything

A 10% raise on a $50,000 salary puts an extra $5,000 in your pocket every year. With zero extra hours worked. No new skills to learn. No customers to find.

Compare that to the side hustle reality. Most people earn between $200-500 per month from side work. That’s $2,400-6,000 per year for 10-15 hours of work every week. Plus you’ll deal with extra taxes, no benefits, and income that can disappear overnight.

The Compound Effect of Salary Increases

Here’s where it gets really good. When your salary goes up, everything else scales with it:

Your 401k contributions increase automatically. If you contribute 6% of your salary, that $5,000 raise means an extra $300 going into retirement savings every year. Your employer’s matching contribution goes up too.

Salary increases compound over your entire career. That $5,000 raise becomes the new baseline for all future negotiations. Over 30 years, it could mean hundreds of thousands more in lifetime earnings.

Benefits often scale with salary too. Life insurance, bonuses, and other perks typically tie to your base pay.

When to Consider Side Hustles

Don’t get us wrong. Side hustles have their place. But only after you’ve maxed out your primary income potential. Consider side work when you’ve hit the salary ceiling in your current role, or when you’re using it as a stepping stone to a career change rather than just extra money.

First things first: Get every dollar you can from the job you already have.

Know Your Worth Before You Ask

Walking into a salary negotiation without preparation is like showing up to a gunfight with a water balloon. You need data, documentation, and a clear understanding of your value.

Research Your Market Value

Start with the big salary websites: Glassdoor, PayScale, and Salary.com. But don’t stop there. Look at multiple sources because numbers can vary widely.

Factor in your location, experience level, and industry. A marketing manager in San Francisco makes different money than one in Cleveland. Two years of experience gets paid differently than ten.

Look beyond base salary to total compensation packages. Some companies pay lower salaries but offer better benefits, stock options, or bonuses. You need the full picture.

Pro tip: Check job postings for similar roles, even if you’re not looking to leave. Companies are posting salary ranges more often now, giving you real-time market data.

Document Your Wins

This is where most people blow it. They walk into the conversation with vague statements like “I work really hard” or “I’ve been here a long time.”

Your boss doesn’t care how hard you work. They care about results.

Keep an accomplishment journal throughout the year. Write down specific achievements with numbers and percentages. Did you increase sales by 15%? Cut processing time by 30%? Land three new major clients?

Focus on impact to company revenue, efficiency, or cost savings. If you saved the company $10,000 by streamlining a process, that’s worth way more than the raise you’re asking for.

Include customer feedback, peer recognition, and additional responsibilities you’ve taken on. If you’re doing work outside your original job description, that’s leverage.

Understand Your Company’s Financial Health

Timing matters, and company performance drives timing. Check recent earnings reports or company announcements. Has your company landed major partnerships, announced record profits, or secured big new contracts?

These are green lights for salary conversations.

Red lights include layoffs, budget cuts, hiring freezes, or poor financial performance. If your company just had its worst quarter ever, wait for better news.

Look for growth initiatives too. If your department or team is expanding, that often comes with budget for compensation increases.

Perfect Your Timing

Even the best-prepared request can fail if your timing stinks. Here’s when to strike and when to wait.

Your manager won’t be surprised by this conversation. They might even be impressed that you’re advocating for yourself professionally.

Best Times to Ask for a Raise

Performance review season is the obvious choice, but prepare 1-2 months ahead. Don’t wait until you’re sitting in the actual review to bring it up. Give your manager time to research and budget.

Right after completing a major project successfully is pure gold. Your value is fresh in everyone’s mind, and you have concrete results to point to.

When your company announces strong financial results, that’s your moment. Quarterly earnings calls, new partnerships, or major client wins create the perfect environment for compensation discussions.

End of fiscal year works well because that’s when most companies plan budgets for the following year. You want to be part of those conversations.

After taking on new responsibilities for 3-6 months, you’ve proven you can handle the extra work. Now it’s time to get paid for it.

Times to Avoid

Company financial stress is an obvious no-go. Layoffs, budget cuts, or poor performance reports mean wait for better conditions.

Right after making a mistake or receiving criticism kills your momentum. Fix the problem first, then ask for more money.

When your manager is overwhelmed or stressed, they can’t give you proper attention. Pick a moment when they can focus on your request.

Less than six months since your last raise request makes you look impatient. Space out your asks appropriately.

How to Schedule the Conversation

Never ambush your manager in the hallway or break room. Request a dedicated meeting with 1-2 weeks advance notice.

Mention it’s about “discussing your compensation” in the meeting request. This gives them time to prepare and shows you’re serious.

Choose a private setting. In-person is best, but video calls work too. You want their full attention without distractions.

Build Your Case Like a Pro

Now for the main event. Building a case that’s impossible to ignore.

According to the Robert Half 2025 Salary Guide, increasing compensation will be the go-to retention strategy for most managers this year. Translation: Your boss expects this conversation and probably has a budget for it.

The Three-Pillar Strategy

Every successful raise request rests on three pillars:

Performance Pillar: Your specific achievements and how you’ve exceeded expectations. This isn’t about doing your job well. It’s about going above and beyond what was required.

Market Pillar: Research showing you’re underpaid for your role, experience, and location. This gives your manager objective data to work with.

Future Pillar: The additional value you’ll bring with increased compensation. What new projects will you tackle? How will you contribute more?

All three pillars working together create an unstoppable argument.

How Much to Ask For

According to the Bureau of Labor Statistics, average compensation increases for 2025 are running about 3.6%, down from 4% in 2023. That’s your baseline, not your target.

Standard raises for good performance: 3-5%. This keeps pace with inflation and cost of living.

Above-average raises for exceptional performance: 5-10%. This rewards significant contributions and high achievement.

Significant increases for major role expansion or market adjustments: 10-20%. This covers situations where your responsibilities have grown substantially or you’re significantly underpaid.

Always start higher than your minimum acceptable amount. Negotiations typically involve some back-and-forth, so give yourself room to compromise.

Average compensation increases for 2025 are running about 3.6%, down from 4% in 2023. That’s your baseline, not your target.

Prepare for Common Objections

“Budget is tight” → Suggest timing for the next budget cycle and ask what you can do to secure funding then.

“You just got a raise” → Highlight new accomplishments since your last increase and the expanded value you’re bringing.

“That’s not in the salary range” → Present market data showing the range should be expanded for someone with your skills and experience.

“We need to see more” → Ask specifically what metrics or achievements they want to see, and set a timeline for the next conversation.

Scripts That Actually Work

Time for the conversation itself. Here are word-for-word scripts that work.

The Opening Script

“Thanks for meeting with me today. I really appreciate you taking the time. I love working here and I’m excited about everything we’re accomplishing as a team. I wanted to talk with you today about my compensation and see if we can make some adjustments that reflect the value I’m bringing to the company.”

This opening hits three key points: gratitude, enthusiasm for the company, and a clear transition to the money conversation.

The Main Ask Script

“Over the past year, I’ve [specific achievement #1], [specific achievement #2], and [specific achievement #3]. Based on my research, the market rate for someone with my experience and responsibilities is between $X and $Y. I’d like to discuss bringing my salary to $Z, which reflects both my performance and the current market.”

Keep it factual, specific, and confident. No apologies or hedging.

Email Templates

Sometimes email works better than face-to-face, especially if you get nervous in live conversations.

Initial Request Email Template:

Subject: Request to Discuss Compensation

Hi [Manager’s Name],

I hope you’re doing well. I’ve been reflecting on my contributions over the past year and would like to schedule a meeting to discuss my compensation.

I’ve consistently exceeded my goals, including [1-2 specific achievements], and have taken on additional responsibilities in [area]. Based on my research of market rates and my expanded role, I believe a salary adjustment is appropriate.

Would you have 30 minutes next week to discuss this? I’m flexible on timing and happy to meet in person or via video call.

Thanks for considering this, and I look forward to our conversation.

Best regards, [Your Name]

Follow-up Email Template:

Subject: Following Up on Compensation Discussion

Hi [Manager’s Name],

Thanks again for our conversation about my compensation. I wanted to follow up and see if you’ve had a chance to consider my request.

To recap, I’m seeking a salary adjustment to $X based on my performance in [specific areas] and current market rates for my role and experience level.

Please let me know if you need any additional information from me, or if there’s a better time to continue this discussion.

I appreciate your time and consideration.

Best regards, [Your Name]

Handling Different Responses

If they say yes: “Thank you so much. I really appreciate this and I’m excited to continue contributing at this level. When would this increase take effect, and should I expect to see it in my next paycheck?”

If they say no: “I understand. Can you help me understand what I would need to accomplish to earn a raise in the future? What timeline would be appropriate for us to revisit this conversation?”

If they want to think about it: “That makes sense. What timeline works for you to make a decision? I’m happy to provide any additional information that would be helpful.”

Research shows that 73% of hiring managers expect candidates to negotiate, according to Glassdoor. Your manager won’t be surprised by this conversation. They might even be impressed that you’re advocating for yourself professionally.

Beyond Base Salary – Alternative Wins

Sometimes the money just isn’t there. Budget constraints, company policies, or other factors might block a traditional salary increase. That doesn’t mean you walk away empty-handed.

When Money Isn’t Available

Additional paid time off can be worth thousands of dollars in value. An extra week of vacation saves you money on unpaid time off and gives you better work-life balance.

Flexible work arrangements or remote work days cut your commuting costs and give you back hours in your day.

Professional development budget lets you learn new skills that increase your future earning potential. Ask for conference attendance, online course budgets, or certification funding.

Better title or official recognition might not pay immediately, but it helps in future job searches and negotiations.

Performance bonus structure creates opportunities for additional income based on results.

Stock options or equity (if your company offers them) could pay off big in the long run.

According to SHRM research, 68% of employees value flexible benefits when salary increases aren’t possible. Your manager might have more flexibility with these alternatives than with base pay.

How to Negotiate Benefits

Present alternatives as package deals. “If a salary increase isn’t possible right now, I’d be interested in discussing additional PTO and a professional development budget.”

Quantify the value of non-monetary benefits. An extra week of vacation is worth about 2% of your annual salary.

Be flexible and collaborative in finding solutions. The goal is reaching an agreement that works for both sides.

After the Ask – Next Steps

The conversation doesn’t end when you leave the meeting. How you handle the follow-up can make or break the whole process.

If You Get the Raise

Express genuine gratitude. This was a business decision, but a little appreciation goes a long way toward maintaining good relationships.

Confirm details in writing. Send a brief email thanking them and confirming the new salary amount and effective date.

Continue performing at a high level. Don’t let up just because you got what you wanted. Prove the decision was smart.

Document the outcome for future reference. Note what worked in your approach so you can use it again.

If You Don’t Get the Raise

Stay professional and positive. How you handle rejection says a lot about your character and professionalism.

Ask what you need to do to earn one in the future. Get specific metrics and timelines so you know exactly what success looks like.

Set a timeline for the next conversation. “Should we plan to revisit this in six months after I’ve had time to work on the areas we discussed?”

Consider whether other opportunities might be a better fit. Sometimes the best raise comes from changing jobs, not changing minds.

Research from PayScale shows that 70% of initially denied candidates receive raises within six months when they follow proper follow-up procedures. Persistence pays off, as long as you’re professional about it.

Following Up

Wait 1-2 weeks before checking back if they said they needed to think about it. That’s enough time for them to research and consult with others.

In follow-up conversations, review your key points, but don’t repeat your entire presentation.

Know when to consider external opportunities. If you’ve had multiple conversations with no progress, it might be time to test the job market.

Your Next Steps

Asking for a raise isn’t about luck or timing alone. It’s about preparation, professionalism, and persistence.

Start with research. Know your market value and document your achievements. Build your case on solid ground.

Pick your timing carefully. Wait for the right moment when your value is clear and your company is in good shape.

Have the conversation professionally. Use the scripts and strategies we’ve covered, but make them your own.

Follow up appropriately. Whether you get a yes or no, handle it professionally and keep building your case for the future.

Most importantly, don’t wait for the perfect moment. If you’ve been thinking about asking for a raise, you probably deserve one. The biggest mistake isn’t asking poorly – it’s not asking at all.

Schedule that conversation this week. Your future self will thank you.

Ready to make more money? Start documenting your wins today and schedule your raise conversation within the next 30 days. The worst they can say is “not yet” – and now you know exactly how to handle that too.