Sixty-three percent of people who asked for a raise in the past two years got one, according to Pew Research Center. The median increase was around 5%, with some people getting as much as 10%. That means if you ask, you have better-than-even odds of walking away with more money.
This guide walks through how to be in that 63%—and what to do if you end up in the 37% who don’t get what they asked for.
This is for people who’ve been at their job long enough to have a track record (usually 12-18 months minimum), have done solid work, and want to know if now is the right time to ask—and how to actually do it without torpedoing the relationship with their manager.
What you’ll need
Documentation:
- List of projects you’ve completed, with measurable outcomes (revenue generated, costs saved, processes improved, people trained)
- Performance review notes or emails from your manager acknowledging strong work
- Any expanded responsibilities you’ve taken on since your last raise or hire date
Market research:
- Salary data for your role, location, and experience level (from Glassdoor, PayScale, Salary.com, or Levels.fyi for tech roles)
- Understanding of your company’s budget cycle and typical review timing
Prerequisites:
- At least 12-18 months at your current employer (asking earlier is statistically uncommon and less likely to succeed)
- Strong or consistently good performance—if you’ve had recent warnings or missed major deadlines, wait until that’s behind you
- No active company hiring freeze, layoffs, or public revenue miss in the past quarter
Before you start
Asking for a raise is a protected activity under the National Labor Relations Act in the U.S., even in non-union workplaces. That means your employer can’t legally retaliate against you just for asking. In practice, though, proving retaliation is hard, and about 15-20% of people who are told “no” report that their relationship with their manager got more strained afterward—closer scrutiny, fewer high-visibility projects, slower promotion track.
That doesn’t mean don’t ask. It means go in prepared, and be ready to job search if the answer is no and nothing changes in six months.
One more thing: if you’re currently in a tough financial spot—behind on bills, supporting family on a tight budget—the stakes of this conversation can feel higher. That’s real. But it also means you have less room to wait. Just know that if the answer is no, the next move might be looking elsewhere, not waiting another year at the same salary.
Step 1: Document your performance and impact
Managers don’t give raises based on effort or tenure alone. They give them based on value delivered. Your job here is to write down what you’ve done in terms your manager—and their manager, if it goes up the chain—can defend to finance or HR.
Use this format for each major contribution:
- What you did (the project, task, or responsibility)
- The outcome (revenue generated, cost saved, time saved, process improved, team trained, crisis resolved)
- Why it mattered (how it tied to team or company goals)
Examples:
- “Led the Q2 vendor contract renegotiation, resulting in $18K annual savings.”
- “Took over onboarding for new hires after Sarah left; trained 6 people in 4 months with zero onboarding-related turnover.”
- “Shipped the customer dashboard feature two weeks early, which Sales used to close 3 deals in the first month.”
Aim for 4-6 strong examples from the past 12 months. If you don’t have numbers, use before-and-after descriptions: “Before I rebuilt the process, it took 8 hours a week. Now it takes 2.”
Step 2: Research your market rate
You need to know what people in your role, with your experience, in your location, are actually earning. Not what you think you’re worth—what the market says.
Use at least two of these sources:
- Glassdoor (filter by location, years of experience, and company size)
- PayScale (good for non-tech roles)
- Salary.com (includes benefits data)
- Levels.fyi (if you’re in tech—highly specific, crowd-sourced salary data)
Expect a range. For most roles, there’s a 15-25% variance depending on negotiation skill and company budget. If you’ve been at your company 2+ years and are performing well, aiming for the 50th-60th percentile of that range is reasonable.
Write down:
- The low, median, and high salary for your role in your market
- Where your current salary falls in that range
- What a 5%, 8%, or 10% raise would mean in dollar terms
Don’t lowball yourself. If market data says $60-65K and you’re at $58K, asking for $65K is not outrageous—it’s data-backed.
Step 3: Choose your timing
When you ask matters almost as much as how you ask. Seventy-eight percent of raises are tied to formal review cycles, according to the Society for Human Resource Management. That means if your company does annual reviews in January or July, that’s when budget is allocated—and that’s your window.
Best timing:
- During or right after your annual performance review, if the review was strong
- After completing a major project that had visible impact
- After a promotion (wait 3-6 months, then ask for a market adjustment if the title changed but pay didn’t move enough)
Good timing:
- 18-24 months after your last raise or hire date
- During a company growth quarter (just closed a funding round, hit revenue goals, expanded headcount)
Bad timing:
- During or right after layoffs, hiring freezes, or a public revenue miss
- Before 12 months at the company (unless you were promoted or your role fundamentally changed)
- Right before a known review cycle (your manager may have already allocated budget and can’t move it)
If you’re unsure when your company does reviews, ask HR or a trusted coworker. Don’t ask during a company all-hands when the CEO just announced cost-cutting.
Step 4: Prepare your ask (written proposal first)
Don’t ambush your manager in a hallway or during a 1-on-1 that was supposed to be about project status. Give them time to prepare, and give yourself control of the framing.
Send an email like this:
Hi [Manager],
I’d like to discuss my compensation. I’ve put together a summary of my contributions over the past year and some market research for my role. I’m requesting a [X% or $X] increase based on that data.
I’ve attached a one-page overview. Can we schedule 30 minutes next week to discuss?
Thanks, [Your name]
The attachment (or the body of the email, if you prefer) should include:
- Your key accomplishments (from Step 1)
- Market data showing the range for your role (from Step 2)
- Your specific ask: “I’m requesting an increase to $X” or “I’m requesting an 8% raise”
Why written first? It gives your manager time to check budget, talk to HR, or escalate if needed. It also means you’re not put on the spot if they say no immediately.
Step 5: Have the conversation
After you’ve sent the email and scheduled the meeting, prepare for the actual conversation. This is usually in-person or over video, and it’s your chance to clarify, answer questions, and handle objections.
What to say:
- Recap your email: “As I mentioned, I’ve been here [X months/years], and based on my contributions and market data, I’m asking for [specific amount].”
- Walk through 2-3 of your strongest examples if they haven’t read the document closely.
- Be ready for: “Why now?” (Answer: timing, market data, expanded role.) “Why this amount?” (Answer: market research, performance.)
What not to say:
- “I need this because my rent went up.” (Your personal expenses aren’t the company’s problem—frame it as value delivered.)
- “Everyone else makes more than me.” (Even if true, it sounds like gossip. Stick to market data.)
- “I’ll quit if you don’t give me this.” (Only say that if you mean it and have another offer in hand.)
If they say yes: Confirm the amount and the effective date in writing. Ask when it’ll show up in your paycheck. Thank them, then get back to work.
If they say no: Don’t panic. Ask why, and when you can revisit. “I understand. Can you help me understand what would need to change for this to be possible—and what timeline we’re looking at?” If the answer is vague or “maybe next year,” start considering your options.
If they counter (e.g., more PTO, a bonus, a title change but no raise): Evaluate it honestly. Raises compound; PTO and one-time bonuses don’t. A title change with no pay increase might help you negotiate better at your next job, but it doesn’t pay bills now.
Step 6: Handle the response—and know when to walk
If you got the raise: congratulations. Get it in writing, update your budget, and remember that this is now your new baseline for any future job search.
If you didn’t:
- Timeline check: Did they give you a specific date to revisit (e.g., next review cycle, after Q1)? If yes, put it on your calendar and follow up when that date comes.
- Metric check: Did they say “if you do X, we can talk about it”? If yes, document that. If you do X and they still say no, that’s a sign the company won’t move.
- Gut check: If the answer was a flat no with no timeline and no clear path forward, it’s time to test the job market. Employees who change jobs see 10-15% salary bumps on average, compared to 2-3% annual raises for people who stay.
I’ll be honest: I stayed at a job for 13 months after being told “we don’t have budget for raises this year.” I believed it, because I liked my team. Then I found out two people hired after me were making 12% more. I left three months later for a 16% increase. Sometimes walking is the negotiation.
Troubleshooting
Problem: My manager says there’s a salary cap for my role and I’m already at it.
This happens, especially at companies with rigid pay bands. Ask if there’s a path to a higher-level role or title that would move you into a different band. If not, that’s a ceiling—and you’ll need to leave to break through it.
Problem: I asked, got a small raise (2-3%), but I wanted more.
If the market data supports a bigger increase and you delivered strong work, you can counter once: “I appreciate the 3%, but based on market research and my contributions, I was hoping for closer to 6-8%. Is there room to move closer to that?” If they say no again, decide if you stay or start looking.
Problem: My manager said yes verbally but nothing has changed in my paycheck.
Follow up in writing: “Just checking in on the raise we discussed—I wanted to confirm the amount and effective date so I can watch for it.” If they ghost you or walk it back, update your resume.
Problem: I asked and my manager has been weird with me ever since.
This is the 15-20% retaliation risk. Document everything (emails, project timelines, feedback). If it escalates to formal discipline or being pushed out, consult an employment attorney. In the meantime, start job searching—a manager who punishes you for asking isn’t one you want long-term.
FAQ
How much should I ask for when negotiating a raise?
Base your ask on market data for your role, location, and experience—not on what you think sounds reasonable. If market research shows you’re underpaid by 10%, ask for 10%. If you’re at market rate but have taken on significantly more responsibility, asking for 5-8% is common. The median raise for people who negotiate successfully is around 5%, but some get 10-15%, especially if they have competing offers or are correcting for being underpaid.
What’s a good time to ask for a raise?
The best time is during or right after your annual performance review, especially if your review was strong. Most companies allocate raise budgets during formal review cycles (usually Q1 or mid-year). Asking 18-24 months after your last raise, after completing a major project, or after a promotion are also good windows. Avoid asking during layoffs, hiring freezes, or right before a scheduled review when budgets are already set.
How do I ask for a raise without getting fired?
Asking for a raise is a protected activity under the National Labor Relations Act in the U.S.—your employer can’t legally fire you just for asking. That said, retaliation is hard to prove, and some managers do respond poorly. Reduce risk by timing your ask well (during reviews, after strong performance), framing it with data (market research, accomplishments), and keeping the tone professional. If you’re genuinely worried your manager will retaliate, that’s a red flag about the company, and you might be better off job searching instead.
What if my boss says no to a raise?
Ask why and when you can revisit the conversation. A good response sounds like: “I understand. Can you help me understand what would need to change for this to be possible, and what timeline we’re looking at?” If they give you a clear path (hit X metric, wait until Q1 review), document it and follow up. If the answer is vague or indefinitely delayed, start exploring other job opportunities—employees who switch jobs typically see 10-15% salary increases, much higher than the 2-3% annual raises most companies give.
How much do people usually get when they ask for a raise?
According to Pew Research, 63% of people who asked for a raise in the past two years received one, with a median increase of around 5%. Some got 1-3%, others got 10%+ depending on their role, performance, and leverage. People who negotiate with competing job offers or who are correcting for being underpaid tend to see 10-15% increases. Keep in mind that 37% of people who ask are told no, so success isn’t guaranteed—but the majority do get something.
Should I ask for a raise in writing or in person?
Both. Start with a written request (email) that includes your accomplishments, market data, and specific ask. This gives your manager time to prepare and shows you’re serious. Then follow up with an in-person or video conversation to discuss details and answer questions. The written proposal gives you control of the framing; the in-person conversation lets you read the room and negotiate in real time.
Asking for a raise is uncomfortable, but so is staying underpaid. If you’ve done the work, timed it right, and brought the data, you’ve done what you can. And if the answer is no—with no timeline, no clear path—that’s information too. Sometimes the raise comes from the next job, not the current one.
For more on total compensation beyond base salary, see negotiating benefits package. If you’re thinking about whether to stay or leave, check job change salary jump.
Disclaimer: This article is for informational purposes only and does not constitute financial, legal, or career advice. Salary negotiation outcomes vary widely based on industry, role, company, and individual circumstances. Always consider your own situation and consult with a qualified professional if needed.