You've probably put off asking for a raise because it feels like walking into a lion's den, but with the right approach, you can turn that terrifying conversation into one of your biggest career wins. Mastering salary negotiations is just as important to your growth as any job search skill.
Whether you're crafting a raise request email or preparing for an in person discussion, you need to know exactly what to say and when to say it. Most people approach salary negotiations the wrong way, which often leads to rejection or never asking at all.
In this article, we'll break that myth and share strategies to help you secure a raise.
TLDR:
Time your raise request around performance reviews or major achievements. Companies are budgeting 3.5% raises on average in 2025, depending on industry.
Ask for 4.5-5% for standard raises, 10-15% for promotions, or 15-25% if you're underpaid compared to market rates
Build your case with quantified achievements like revenue increases or cost savings before making your request
Use written requests to organize your thoughts clearly, then follow up with confident in person conversations
If rejected, ask for specific feedback and timeline for reconsideration while looking into external opportunities
When to Ask for a Raise
U.S. based employers are budgeting for 3.5% raises for 2025, down from 4% in 2023, making strategic timing even more important for your success.
The best opportunities usually come during formal review cycles. For many companies, this means annual performance reviews in the first quarter, but plenty of organizations also hold mid year reviews where budgets and performance are revisited. Both are natural entry points for compensation conversations.
That said, you don’t have to wait for a review cycle. If you’ve just wrapped a major project, taken on new responsibilities, or hit standout results, bring it up while the impact is fresh.
Also keep an eye on your company’s broader health. Signs like new contracts, hiring sprees, or expansion plans suggest green lights for salary discussions. Conversely, layoffs or tightened budgets mean you may want to delay until conditions improve.
How Much to Ask For
Most companies have budgeted for 3% annual pay raises over the last decade, but that just keeps pace with inflation. A good pay raise ranges from 4.5% to 5%, while exceptional performers might secure 10-15% or more.
Start by researching your market value using sites like Glassdoor, PayScale, and industry reports. Factor in your location, experience level, and specific skills. If you're in a high demand field like finance, you might have more negotiating power.
Tools like Sprout go a step further, showing you current openings and what they pay and giving you negotiation leverage backed by live market data.
Scenario | Recommended Ask |
|---|---|
Annual performance raise | 4.5-5% |
Promotion with new responsibilities | 10-15% |
Market adjustment (underpaid) | 15-25% |
Exceptional performance year | 8-12% |
Don't lowball yourself, but be realistic. Asking for a 50% raise without extraordinary justification will hurt your credibility.
Build Your Case With Data
Building your case with solid documentation is key for successful negotiations. Start collecting evidence of your contributions at least a month before your request.
Quantify everything you can. Did you increase sales by 15%? Save the company $50,000 through process improvements? These concrete achievements form the backbone of your argument.
Create a "brag sheet" that includes:
Projects you've led or majorly contributed to
Metrics showing your impact on revenue or performance improvements
Additional responsibilities you've taken on beyond your job description
Positive feedback from clients, colleagues, or supervisors
Skills you've developed that add value to your role
Think like you're preparing for a job interview. In fact, the STAR method works perfectly for structuring your achievements: Situation, Task, Action, Result.
Document everything in a professional format. Screenshots of positive emails, before and after metrics, and project outcomes all strengthen your position. Remember, your manager might not remember every contribution you've made, so make it easy for them to see your value.
Scripts for In Person Conversations
The hardest part isn’t always the meeting itself, it’s opening the door to have the conversation in the first place. A short, professional request makes it easier to get on your manager’s calendar without feeling awkward.
Sample email/Slack message to request the meeting:
“Hi [Manager’s Name], I’d like to set up some time to discuss my performance and growth. Could we find 30 minutes over the next week to talk through this?”
Once you’re in the room (or on the call), a script helps you stay focused and confident:
Opening Script:
“Thank you for meeting with me today. I wanted to discuss my current compensation and the possibility of a salary adjustment. Over the past year, I’ve taken on notable additional responsibilities and delivered strong results that I believe warrant a review of my salary.”
Presenting Your Case:
“I’ve documented my key contributions, including [specific achievement], which resulted in [quantified benefit]. I’ve also researched current market rates for my role and experience, and my current compensation is below that benchmark.”
Making the Ask:
“Based on my performance, expanded responsibilities, and market research, I’m requesting a salary increase to $[amount]. This represents a [percentage] increase and better reflects my current value to the organization.”
Handling Questions or Pushback:
If they need time: “I understand this requires consideration. What timeline would work best for a follow up?”
If they cite budget issues: “I appreciate the budget considerations. Are there other forms of compensation we could talk about in the meantime?”
The key is to make the ask feel like part of an ongoing, professional dialogue, and not a sudden ambush.
What to Do When You're Underpaid
If you find you're earning much less than market rate, you need a more aggressive strategy than a standard annual raise request.
Gather market data: Use multiple sources to build a clear picture of what you should be earning. Factor in your experience, location, company size, and industry.
When you're underpaid by 15% or more, don't ask for a gradual adjustment. Present it as a market correction that benefits both you and the company. "I've found that my current salary is well below market rate for my role and experience. To align with industry standards, I'm requesting an adjustment to $[amount]."
If you're in a remote role, make sure you're comparing salaries appropriately for your work arrangement and location flexibility.
Handling Rejection and Next Steps
Not every raise request gets approved, and that's okay. How you handle rejection can set you up for future success or damage your professional relationships. If your request is denied, stay professional and ask for specific feedback, get a timeline for reconsideration, and make sure you understand the real reasons for the decision.
Sometimes the answer is "not now" because of reasons like budget constraints, timing issues, or company policies.
Use rejection as motivation to either exceed expectations internally or look into external opportunities. Statistics show that 33% of people who are denied a raise aren't given a reason, and of that group, 70% will seek a new job within six months.
How Sprout Accelerates Your Career Growth
The strongest salary negotiations happen when you can point to real alternatives. Knowing what jobs are out there, and what they pay, gives you standing in a raise conversation. That’s where Sprout becomes more than a job search tool; it’s your edge in career advancement.
Sprout keeps you connected to the market even when you’re not actively hunting. By seeing relevant openings and salary ranges across companies, you walk into compensation talks armed with real world data about your value.
Sprout also gives you exposure to well crafted, tailored resumes and cover letters. Instead of grinding out applications yourself, you see strong examples of how skills can be framed and phrased. Over time, that awareness sharpens how you talk about your own value: in interviews, in performance reviews, and when asking for a raise.
For ongoing growth, our blog adds strategies that complement negotiation tactics. Pairing internal advocacy with external market awareness puts you in the strongest position for long term compensation gains.
Frequently Asked Questions
FAQ
How long should I wait before asking for a raise after starting a new job?
While the traditional timeline is one year, you can ask sooner if you've exceeded expectations and taken on additional responsibilities. If you've delivered exceptional results in six months, don't hesitate to make your case with concrete achievements and measurable impact.
What's the difference between asking for a standard raise versus a market adjustment?
A standard annual raise typically ranges from 4.5-5% and reflects normal performance growth, while a market adjustment fixes being underpaid by a lot (15% or more below market rate). Market adjustments require thorough salary research and should be presented as corrections to align with industry standards rather than performance rewards.
How do I ask for a raise when my company is going through budget cuts?
During tight budget periods, focus on showing your value through cost savings, improvements, or revenue generation you've contributed. Consider asking about alternative compensation like extra PTO, flexible work arrangements, or professional development opportunities, and set a timeline for revisiting salary discussions when conditions improve.
What should I do if my manager says they need to "think about it" after my raise request?
Ask for a specific timeline for their decision and what additional information they might need from you. A professional response would be: "I understand this requires consideration. What timeline would work best for a follow up discussion, and is there any additional documentation I can provide to support the decision?"
Can I ask for a raise via email, or does it have to be in person?
Email requests are perfectly acceptable, especially for initiating the conversation or in companies with formal processes. Use email to outline your key points and request an in person meeting to discuss details. This approach gives your manager time to review your achievements and prepare for a productive conversation.
Final thoughts on asking for a raise successfully
The difference between getting that raise and staying stuck at your current salary often comes down to preparation and timing. When you combine solid data with confident communication, you change what feels like begging into a professional business discussion.
Take the step and ask for a raise. Advocating for your worth benefits both you and your company, and your next salary conversation could be the catalyst that moves your entire career forward. With Sprout, you can easily track market salaries, discover better opportunities, and build the confidence you need for your next negotiation.
