Introduction: Let me tell you something that might make you uncomfortable.
Most people never ask for a raise.
Not because they do not deserve it. Not because their company is struggling. But because they are terrified. Terrified of sounding greedy. Terrified of being told no. Terrified that the conversation will hang in the air like a bad smell and change how their manager sees them forever.
I have been there. Sitting across from my boss, heart pounding, mouth dry, rehearsing the words in my head while pretending to listen to them talk about quarterly goals. And then walking out of the room having said nothing. Again.
Here is what I learned the hard way: silence is expensive.
Every year you do not ask is a year you leave money on the table. And that money compounds. A $5,000 raise you do not get this year is not just $5,000. It is $5,000 you do not have for a down payment. It is $5,000 that never gets invested. It is $5,000 that your next employer will not see as your baseline when they make you an offer.
So let us do this together. I am going to walk you through exactly how to ask for a raise in 2026. Not with corporate jargon or textbook theory. With real scripts, real timing, and real talk about what works—and what does not.
Section 1: Before You Ask Anything—Get Your Head Right
The biggest mistake people make is walking into a raise conversation unprepared. Not “unprepared” as in they did not practice the words. Unprepared as in they have not done the work to believe they deserve it.
I am going to be direct with you: if you do not believe you deserve more, no script in the world will save you.
The Mental Shift You Need to Make
A raise is not a favor. It is not your manager being generous. It is a business transaction. You are saying: I am providing more value now than when I started. The market has changed. My responsibilities have grown. And the compensation should reflect that.
That is not greedy. That is how work is supposed to work.
I have coached dozens of people through this conversation. The ones who succeed are not the ones with the fanciest spreadsheets. They are the ones who genuinely believe they are worth what they are asking for. That belief shows up in their voice. In their posture. In the way they do not shrink when there is silence after they state their number.
So before you write a single email, sit with yourself and answer these questions honestly:
- Have I taken on responsibilities that were not in my original job description?
- Have I delivered measurable results that saved the company money, increased revenue, or made things run better?
- Have I stayed when others left? Have I held things together during chaos?
- If I left tomorrow, would it hurt? Would it take them time and money to replace me?
If you answered yes to any of these, you are ready. Let us move on.
Section 2: The Preparation Phase—Doing the Work
Okay. You have done the mental work. Now let us do the practical work. This part matters. I have seen people nail the conversation but still walk away with nothing because they did not have the receipts.
Step 1: Know Your Market Value
You cannot ask for a raise if you do not know what you are worth. And “I feel underpaid” is not a number. You need data.
Here is where to look:
- Levels.fyi — If you are in tech, this is gold. It gives you real salary data by company, level, and location.
- Glassdoor — Take it with a grain of salt because the data can be old, but it gives you a ballpark.
- O*NET OnLine — This is a government site. Boring but reliable. It gives you salary ranges by occupation and location.
- LinkedIn Salary — They have decent data, especially for larger companies.
- Your own network — This is the most underrated source. Ask people in similar roles at similar companies. Be direct: “I am doing market research and would love to know the general range for someone with my experience in this city.”
Pro tip: Look for roles that match your current level of responsibility, not the title you were hired with. If you are doing senior-level work but have a “coordinator” title, price yourself as a senior.
Step 2: Build Your “Brag Document” (Yes, That Is What I Call It)
I hate the term “brag document” because it sounds arrogant. But you need one. And you need to keep it updated all the time—not just when you want a raise.
Here is what goes in it:
Quantifiable wins. Numbers matter. Do not say “I improved the sales process.” Say “I redesigned the sales intake process, cutting response time by 40% and increasing conversion by 12% in six months.”
Positive feedback. Save those emails. That Slack message where your boss said “great work on that presentation.” The client who copied your VP to say you were a lifesaver. Screenshot them. Put them in a folder.
Scope expansion. List every responsibility you have taken on that was not in your original job description. Training new hires? Managing vendors? Leading meetings? It all counts.
Skills you have added. Certifications, software you learned, workshops you attended. Anything that makes you more valuable than you were a year ago.
Here is the truth: your manager is busy. They are not tracking every win you have. They have their own stress, their own deadlines, their own performance review to worry about. If you do not advocate for yourself, no one will. It is not personal. It is just reality.
Step 3: Choose Your Number
Now that you have data and your wins, pick a number. Not a range. A specific number.
Why not a range? Because if you say “I am looking for $80,000 to $90,000,” your manager will hear “$80,000.” That is how negotiation works. Pick one number that reflects what you want and what the market supports.
How to pick it:
- Look at the 75th percentile of your market data.
- Add 10% for the additional value you bring.
- Make sure it is a number you can say out loud without stammering.
If your number is $85,000, say $85,000. Not “around $85,000.” Not “somewhere in the mid-eighties.” Say the number.
Section 3: The Timing—When to Ask (And When Not To)
Timing is everything. I have seen perfect asks fail because they happened at the wrong moment.
Best Times to Ask
After a win. You just closed a big deal. You delivered a project ahead of schedule. Your boss just praised you in a team meeting. Strike while the iron is hot.
During budget planning. Most companies set budgets for the next fiscal year in Q3. If you ask in August or September, you can get your increase built into the budget before it is locked.
During performance review season. If your company has formal reviews, use them. The conversation is already scheduled. Your performance is already being evaluated.
When the market is hot. If your skills are in demand and you know your company is struggling to hire, you have leverage. Use it.
Worst Times to Ask
During layoffs or financial trouble. Read the room. If the company is bleeding money, asking for a raise makes you look out of touch.
Right after a mistake. You missed a deadline. You lost a client. Wait. Let the dust settle. Rebuild your credibility.
When your manager is overwhelmed. If they are dealing with their own crisis, they do not have the emotional bandwidth to fight for you. Schedule the conversation when they are stable.
Right before major holidays. People are distracted. Decisions get delayed. Ask when people are present and focused.
Section 4: The Scripts—Exactly What to Say
Let us get into the practical stuff. I am going to give you three scripts. Use the one that fits your situation. Adapt them. Make them sound like you.
Script 1: The Email to Schedule the Meeting
This is the approach if you prefer to get it on the calendar first.
Subject: Request to discuss my role and contributions
Body:
Hi [Manager’s Name],
I would like to schedule 30 minutes to discuss my role, recent contributions, and how I see my growth here at [Company Name]. I have really enjoyed taking on [specific responsibility] this year, and I want to make sure we are aligned on how I can continue to add value.
Does [date/time] work for you?
Thanks,
[Your Name]
Script 2: The In-Person Conversation
This is where the magic happens. Practice this out loud. Yes, out loud. In front of a mirror if you have to. It sounds ridiculous. It works.
Opening:
“Thanks for making time to meet. I really appreciate the opportunities I have had here over the past [time period]. I wanted to chat today about my role and compensation because I believe my contributions and responsibilities have grown significantly since we last talked about this.”
Presenting your case:
“To give you some context, since joining I have [accomplishment 1 with number], [accomplishment 2 with number], and taken on [new responsibility]. I have also been doing market research, and based on my role, experience, and location, the current range for this level of work is [range]. Given that, I am requesting an increase to [specific number].”
Closing:
“I would love to hear your thoughts and talk through how we can make this work.”
Script 3: The Follow-Up If They Say “Let Me Think About It”
This happens all the time. Do not panic. Do not fill the silence with nervous chatter.
“Thanks for taking the time to consider this. When do you think you will have an update? I am happy to follow up if I do not hear from you by [date].”
That is it. Short. Professional. Puts a gentle timeline on it so the conversation does not disappear into the void.
Section 5: Handling Different Responses
Let us talk about what happens after you ask. Because the conversation is not over when you state your number. The response matters.
Scenario 1: “Yes” (Immediate Agreement)
This is the best-case scenario. Do not ruin it by saying something awkward like “oh wow, really?”
What to say:
“Thank you. I really appreciate your support. Would you be able to send me a confirmation of the new salary and effective date in writing when you have a chance?”
That is not pushy. That is professional. You need it in writing.
Scenario 2: “I Need to Check with HR/Budget”
This is normal. Most managers do not have unilateral authority over salaries. They have to go get approval.
What to say:
“I appreciate that. When do you think you will have an update? I am happy to circle back if I do not hear from you by then.”
Set a date. If they say “I will let you know,” ask “Would it be reasonable to follow up in two weeks if I have not heard?”
Scenario 3: “No, Because of Budget”
This is disappointing, but it is not the end of the road. If the answer is truly budget-related, you can still get something.
What to say:
“I understand budgets are tight. Is there anything we can do in the meantime? A title adjustment? A one-time bonus? Can we set a date to revisit this conversation when budgets open up?”
You are showing flexibility while keeping the door open. If they cannot give you money now, get a commitment to revisit.
Scenario 4: “No” (Vague or Dismissive)
This is the hard one. If they say no without a clear reason, or if they make it about your performance without ever having raised performance concerns before, listen to what they are not saying.
What to say:
“I appreciate the honesty. Can you help me understand what would need to happen for us to revisit this conversation in six months? What specific milestones or outcomes would you need to see?”
If they cannot answer that question, you have your answer. They are not going to pay you more. Ever.
And honestly? That is information. Painful, but valuable. Because now you know you are in a dead-end role. And you can start planning your exit.
Section 6: What If They Say No? (The Financial Reality)
Let us talk about what happens if the answer is no. Because it happens. And it is not the end of the world, even though it feels like it in the moment.
First, Do Not Quit in Anger
I have seen people storm out after a denied raise. It feels righteous in the moment. It is almost always a mistake. Give yourself time to process. Keep showing up. Do your job. And quietly, methodically, start planning.
Second, Calculate What That “No” Costs You
If you asked for $10,000 and they said no, that is not just $10,000. Over five years, assuming 3% annual raises, that “no” costs you:
- Year 1: $10,000
- Year 2: $10,300
- Year 3: $10,609
- Year 4: $10,927
- Year 5: $11,255
That is over $53,000 in five years. Plus whatever that money would have earned if invested.
Sometimes putting a number on the “no” helps you stop taking it personally and start taking action.
Third, Start Your Quiet Search
Update your resume. Open your LinkedIn to recruiters. Start taking calls. You do not have to leave tomorrow. But you should know what your options are.
Here is something I have learned: the best time to look for a job is when you already have one. You negotiate from strength. You say no to offers that are not right. And sometimes, you take an offer that pays you what you are worth.
Section 7: The Finance Bridge—What to Do With Your Raise
Let us assume it goes well. You asked. You got it. Congratulations. Now do not waste it.
I am going to give you the same advice I give my friends when they get a raise. Because I have seen too many people get a bump and have nothing to show for it six months later.
The 50% Rule
Take your raise amount. Split it:
- 50% to savings and investments. Automate this. Set up a transfer so the money leaves your account the day you get paid. You will not miss what you do not see.
- 30% to debt payoff. If you have high-interest debt, put more here. Credit card debt at 22% is an emergency. Pay it off.
- 20% to lifestyle. Yes, you get to enjoy it. That is the point. Guilt-free spending on something that actually improves your life.
An Example
You get a $10,000 annual raise. That is about $6,500 after taxes, depending on where you live. That is $540 per month.
- $270/month → automated to a high-yield savings or investment account
- $160/month → extra debt payments
- $110/month → something that makes you happy
In three years, that $270/month grows to over $10,000 if invested. That is not a raise. That is a foundation.
[Internal link to your article on automated investing and building wealth here.]
Section 8: One Last Thing—You Deserve to Ask
I am going to be honest with you. Writing this article, I kept thinking about the years I did not ask. The years I convinced myself it was not the right time. That I should wait. That I should be grateful.
I left tens of thousands of dollars on the table. Money that would have meant less stress. More freedom. A different relationship with work.
Do not be me.
You deserve to be paid what you are worth. Not because you are the best. Not because you work harder than everyone else. But because you show up. You deliver. And the market has changed while you have been quietly doing your job.
So ask.
Use the scripts. Do the prep. Pick your number. And walk into that conversation knowing that you are not asking for a favor. You are asking for what you have already earned.
Frequently Asked Questions
What if I ask and they say no, and then things get awkward?
This is a common fear. And honestly, sometimes it does get awkward for a minute. But here is the thing: if a manager punishes you for asking for a raise, that is a manager problem, not a you problem. A good manager respects someone who advocates for themselves. If yours does not, you learned something valuable.
Should I mention that I have other offers?
Only if you actually have other offers. And only if you are prepared to leave. Using an offer as leverage is a high-stakes move. It can work. But if they call your bluff, you need to be ready to walk.
How often should I ask for a raise?
Once a year is standard in most industries. Some high-growth companies do twice a year. Less than once a year, and you are leaving money on the table.
What if I am a high performer but the company is struggling?
If the company is genuinely struggling, you have a choice. Stay and ride it out, knowing raises are off the table. Or start looking elsewhere. Neither is wrong. But be honest with yourself about which choice aligns with your goals.
Next Steps
If this article helped you, here is what to do next:
- Download our free Raise Preparation Toolkit — includes the brag document template, salary research tracker, and email scripts. [Link to lead magnet]
- Read next: [The Visibility Trap: Why Working Harder Won’t Get You Promoted] — because getting a raise is one thing. Making sure you keep growing is another.
- Bookmark this article. Come back to it before your next performance review. Use the scripts. And then come tell me it worked.
This article is part of our Career Strategy series. For more on negotiation, promotions, and building a career that pays you what you are worth, explore our Career section.