How to ask for a raise: a timeline, a script and a plan B

Asking for more money is uncomfortable, and that discomfort is the main reason people put it off. Preparation takes most of the pressure out of it.

Six weeks before: gather the evidence

Build a short list of results you have delivered since your last pay change, with numbers where you can. “Reduced onboarding time from ten days to six” is stronger than “improved onboarding”.

Then check the market. Look at salary ranges for your role, location and experience from several sources, such as published pay surveys, job adverts that list pay, and trusted colleagues in the field. You want a realistic range, not a single number.

Two weeks before: choose the moment

Timing matters. The best moments are after a clear win, when you have taken on more responsibility, or ahead of your company’s budget planning, when decisions about pay are made. The worst are in the middle of a crisis or straight after bad results.

Ask your manager for a dedicated conversation about your role and compensation, rather than raising it in passing.

In the room: a simple script

“I’ve enjoyed taking on [specific responsibility] and the results on [project]. Based on that and on what the market pays for this role, I’d like to discuss moving my salary to [figure or range]. What would you need from me to make that happen?”

Say your number once, then stop talking and let your manager respond. The final question turns a yes-or-no into a shared plan.

If the answer is no

Not now does not have to mean never. Ask:

• What specific results would justify a raise, and by when?
• Can we agree a date to revisit this?
• Are there other improvements available, such as a bonus, extra leave, training budget or a change of title?

Get any agreement in writing in a short follow-up email. If there is no path forward at all, that is useful information about your future there, and the evidence you gathered will serve you in your next job search.