A guide to asking for and getting the raise you deserve
- Research your market value and set a data-backed target salary range
- Prepare business-impact talking points for a dedicated salary negotiation meeting
- Make a clear, confident request for a data-backed salary range
- Negotiate benefits or timing if a raise isn’t available
These steps apply whether you’re preparing for a performance review, requesting a raise outside the review cycle, or negotiating compensation after taking on more responsibility.
Asking your manager for a raise can be nerve-wracking, so much so that some people wait for months or even years before asking for a raise they deserve. But the conversation is a structured salary negotiation process, not a spur-of-the-moment request. This guide breaks down how to research your market value, calculate a target number using Glassdoor data, make a meeting request, explain your business impact during your performance review, follow up effectively, and negotiate benefits if the answer is no. Use these steps to strengthen your overall compensation package with confidence.
Step 1: Research your market value before asking for a raise
Researching your value is the most critical step in the negotiation process because it shifts the conversation from a personal favor to a business transaction based on market realities. Before asking for a raise, you need to understand what your role is worth in the current job market. That includes:
- Salary ranges for your job title and level
- Pay differences by location and industry
- Compensation trends based on experience.
Using these details in your negotiation will help you avoid the most common mistake: Asking for an unrealistic number.
Step 2: Use Glassdoor data to calculate your target number
Once you understand the market, it’s time to turn to salary data tools to calculate a defensible target number. For example, Glassdoor’s Know Your Worth™ tool can:
- Compare your current salary against market benchmarks
- Help identify a realistic raise range
- Provide third-party data to support your request.
When setting your target, it’s critical that you:
- Choose a number tied to both market value and your business impact
- Define your minimum acceptable salary
- Explain how the data supports the number you’re asking for.
For additional perspectives on your specific situation, ask for advice in the Glassdoor Community Salary Negotiation bowl, where you can share more details about your unique qualifications and get feedback from the community about where your target should be.
“Three years in a row, I have been given the ‘You are at market, so here is your 1% raise” I am in a medium-sized town in central Wisconsin, making 70k a year, and I have been stuck there for basically three years. What should the market actually be for my role? What should I be asking for? 15 years with the company, 5 as a manager, Six Sigma Black Belt, HACCP cert, Internal Auditor Cert, SQF Practitioner Cert as creds.”
“Do some research on what the market rate for your job role is. It will vary by geography. You can maybe build a case from the research to see if they are willing to raise it to what you found. Past that, if they still don’t budge, you have to fix up your resume, get your references, and start looking for a new job. Good luck!”
Step 3: What to say: Prepare salary negotiation scripts that highlight your business impact
Preparation matters just as much as timing. Before the meeting, prepare and practice talking points that:
- Summarize your key accomplishments
- Clearly explain and quantify your business impact
- Connect your work to company goals.
Focus on measurable outcomes such as revenue growth, cost savings, customer retention, or risk reduction. This type of framing helps your manager justify the raise internally. If you’ve received an employment offer from another company, leverage the competing offer in your discussion. Finally, create a document or deck detailing these numbers so your manager has easy access to that information after your meeting.
If your boss agrees to give you a raise, but it’s less than the amount you’re worth, be ready to continue negotiating beyond basic salary, with perks like bonuses, paid leave, and flexible scheduling.
Related Content: What exactly should I say to get a raise?
Many people feel uncomfortable discussing money and will fall into common negotiation traps like apologizing for asking for more, or making a passive request. To keep the conversation on track, start with a data-driven request following these negotiation scripts.
Negotiating without a counteroffer
“It has been [amount of time] since [“my last significant salary adjustment” OR “since I was hired”], and I would like to revisit my salary now that I’m contributing significantly more to the company. I’ve been researching salaries for [job title] in [industry], and the mid-point is around [$X]. I would like to request a raise to [$Y].”
Negotiating with a competing offer in hand:
“I truly enjoy my work here and see a strong future with the company. I’ve received an external offer at [$X], and I wanted to discuss whether we can adjust my compensation to [$Y]. If so, I’d be excited to continue growing with the organization, taking on greater responsibility, and helping drive our strategic goals forward.”
In addition to the lines that you should say, there are certain words and phrases that you should avoid in a salary negotiation.
Establishing a firm plan to revisit the discussion:
“I would love to work with you to put together a clear action plan and timeline so we can continue this discussion and monitor my progress as I work toward my goal.”
For more examples, check out these salary negotiation articles:
Step 4: Make a meeting request to discuss compensation
It’s never a good idea to surprise your boss with a request for a raise. Instead, send your manager a clear meeting request, such as:
- “I’d like to schedule time to discuss my performance review, growth, and compensation package.”
- “Could we set up a meeting to talk about my role, business impact, and compensation?”
Especially if you have a friendly relationship with your manager, a formal meeting request signals that it’s a serious talk and gives your manager time to prepare.
Step 5: Understand what to say during your salary negotiation meeting or performance review
Whether the conversation happens during a performance review or a separate meeting, clarity is key. During the meeting, you should do three things to help justify your raise:
- Reiterate your commitment to the role and company
- Present your accomplishments and business impact
- State your target salary number and reasoning.
Focus on what you bring to your organization. Instead of arguing that you need more money or deserve a higher salary, make the case that you add tremendous value, and the number that you’re asking for reflects your ongoing and growing contributions to the company.
Step 6: Avoid common mistakes when asking for a raise
Even the best employees can bungle a salary negotiation. Common mistakes to avoid include:
- Asking for a raise without relevant data to justify your desired salary
- Focusing on personal needs instead of business impact
- Over-explaining or apologizing
- Being vague about numbers or timing
- Reacting emotionally to questions or pushback.
Remember: Direct, confident communication will lead to a more productive discussion. You’re not asking for a favor; you’re asking for reasonable compensation in light of the value you bring to the company.
Step 7: Follow up after a salary negotiation meeting
Following up reinforces accountability. If your manager needs time to respond to your request, set a check-in date before the meeting wraps up. After the meeting:
- Send a brief thank-you email
- Summarize what was discussed, including numbers and timelines
- Confirm any next steps or performance goals
A written follow-up protects you from misunderstandings and keeps your compensation package discussion moving forward. Don’t forget to set a reminder in your calendar to circle back with your manager if you haven’t received a response by the date they originally indicated.
Step 8: Negotiate benefits and an alternative compensation package if the answer is “no”
If a base salary increase isn’t possible, shift the conversation toward other benefits. Consider discussing using your accomplishments to justify a budge on the following:
- Bonuses
- Additional paid time off
- Flexible schedules or remote work
- Promotions that support future raises
- Professional development budgets
Negotiating benefits can meaningfully improve your overall compensation package while positioning you for a future salary increase. Just be careful in accepting a new job title without a raise: A promotion without more compensation may not be in your best interest.
When is the wrong time to ask for a raise?
Sometimes timing, not performance, is the barrier. You may need to wait if:
- Budgets are frozen
- Fiscal planning has already closed
- Your manager outlines future criteria tied to compensation.
If waiting is necessary, ask for:
- Clear performance expectations
- Measurable goals tied to salary growth
- A defined timeline for revisiting the conversation.
Waiting with a plan is strategic; waiting without clarity is not. Be professional and firm, and follow up based on the timeline or benchmarks you set during your discussion with your manager.
Effective salary negotiation combines preparation, timing, data, and follow-through. By researching your market value, practicing your salary negotiation pitch, and focusing on what you bring to the business, you can confidently ask for the raise you deserve.