How to Ask for a Raise Without Feeling Awkward
ShouldITakeThis Team · 5 min read
Most people underask for raises, or never ask at all. Not because they do not deserve one, but because they do not know what to say. The ask itself is rarely the hard part — knowing your number, timing the conversation, and handling a no are. Here is how to do all three.
When to ask
Timing matters more than most people realise. The best moments to ask:
After a clear win
You shipped a project, landed a client, or solved a problem with visible impact. Your value is fresh in your manager's mind.
At your performance review
If reviews are tied to compensation cycles, this is the expected moment. Don't wait to be told what you're getting — have a number ready.
When you take on more scope
New responsibilities with the same pay is a pay cut. Address it when the scope expands, not six months later.
When you have market data
If you have just confirmed you are being paid below the 50th percentile, that is reason enough — no performance milestone required.
Research your market rate first
Walking in without a number is the most common mistake. You need three figures: the 50th percentile (market median), the 75th percentile (your target), and your current real hourly rate — which factors in commute and hours worked, not just gross salary.
Use Glassdoor, LinkedIn Salary, Levels.fyi (for tech roles), or industry-specific surveys. Filter by your job title, years of experience, and city. If the market says $95,000 and you are earning $80,000, that gap is your argument.
Scripts: what to say
Opening the conversation
"I'd like to talk about my compensation. I've been tracking my contributions over the past year — [brief examples: projects delivered, scope expanded, metrics improved] — and I've also done some research on market rates for this role. Based on that, I'd like to discuss getting to $[X]. Can we talk through that?"
When they say "not right now"
"I understand timing is a factor. What would need to happen for this conversation to be possible in the next 90 days? I'd like to know what I'm working toward."
Pin them down to a timeline. Vague deferral is a soft no.
When they say the budget is fixed
"I hear that — is there flexibility on anything else? A one-time bonus, an earlier review cycle, or additional remote days would be meaningful to me."
What to do if they say no
A no has a context. The questions to ask:
- Is this a budget issue or a performance issue? These require different responses.
- What would need to change for a yes? Get specifics, not vague encouragement.
- What is the timeline for revisiting? If there is no answer, that is information.
If the answer is consistently no — no path, no timeline, no alternative — that is the job market telling you something. The best raises often come from switching jobs, where you can reset the anchor entirely. If you are at that point, check what your role actually pays in the market using our salary pages, then run the numbers on any new offer you receive.
How much to ask for
For annual raises: 5–10% is a strong ask at most companies. More than 10% as an internal raise is unusual without a promotion or major scope change. For a promotion, 15–20% is reasonable and common.
Always ask for more than your target — not dramatically more, but enough that there is room to negotiate down and still hit what you want. If you want $90,000 and you are earning $80,000, ask for $93,000. You will likely land somewhere in the middle. For more on how to frame and time compensation conversations, salary negotiation tips covers the broader tactics in detail.
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