Build your case with evidence
Before the conversation, gather proof. List your wins, ideally with numbers, and look up the market rate for your role so your number is grounded in reality.
- Quantified results you have delivered.
- Extra responsibilities you have taken on.
- Market salary data for your role and region.
Pick the right time
Timing shapes the answer. Just after a strong result, at a review cycle, or when the business is doing well are all good moments. Avoid asking during a crisis or a budget freeze.
Name a specific number
Vague requests get vague answers. Come in with a clear figure or range based on your research, and anchor slightly high so there is room to land where you want.
Frame it around value
Lead with what you contribute, not what you need. “Here is the impact I have had, and here is what I am asking” is far more persuasive than personal financial pressures.
How to open the conversation
“Over the past year I have taken on the regional accounts
and grown them by 20%. Based on that impact and the market
rate for this role, I would like to discuss moving my
salary to 68,000. I would love to hear your thoughts.”Mistakes to avoid
- Asking with no evidence. Bring results, not just a request.
- Leading with personal needs. Frame it around your value.
- Giving no number. Be specific so the manager can act.
- Issuing ultimatums. Threats sour the relationship.
Frequently asked questions
What if they say no?
Ask what it would take to get there and agree a timeline to revisit. A clear path forward — specific goals and a date — turns a no into a future yes.
How much should I ask for?
Base it on market data and your contribution. A raise in the range of 5 to 15% is common, though a big jump in responsibility can justify more.
Curious what your role pays elsewhere? Compare openings on the browse jobs page.