How to Ask for a Salary Increase: The Ultimate Guide

Let’s be honest. Thinking about how to ask for a salary increase can tie your stomach in knots. It’s one of the most nerve-wracking conversations in the professional world. We’re often taught that talking about money is impolite or boastful. But here’s the truth: advocating for your financial worth is not just acceptable; it’s a critical part of your professional development and career growth.

Your salary isn’t just a reward for your hard work; it’s a reflection of your skills, your contributions, and your value in the current market. Companies, even great ones, aren’t always proactive about salary bumps. It’s often up to you to initiate the conversation.

Feeling empowered to ask and negotiate is essential, especially when your contributions have directly improved the company’s performance. But you can’t just walk in and ask for more money. A successful salary negotiation is built on a foundation of thorough preparation, confident execution, and professional follow-up.

If you’re new to this, or just want to refine your approach, this guide will walk you through every step of the process.

Why Ask for A Salary Increase

Achieving a salary increase is a critical part of any employee’s professional development. Employers do this to reward their employee’s dedication or as a sign of the companies continued growth. Some companies, though, are not that proactive in ensuring their employees realise this benefit – it’s parting with money, after all! But you should feel empowered to ask and negotiate – especially when your contribution significantly improves the company’s performance.

New to negotiating a salary increase? Here are some tips.

Phase 1: Building Your Foundation (Preparation is Everything)

Confidence in a negotiation comes from one place: preparation. The more data you have, the more powerful your position. Do not skip this phase.

Know Your Worth: Research Salary Data

Before you can ask for a number, you need to know your number. Your feelings about what you “deserve” are valid, but they aren’t data. You need to anchor your request in cold, hard market facts.

• Where to Look: Use reputable online resources. Sites like Glassdoor and Payscale provide salary aggregates based on job title, industry, and location.

• Factor in the Variables: A “Sales Manager” in Sydney will earn a different salary than one in Brisbane. A startup will pay differently than a multinational corporation. Consider these factors:

• • Your Role: Be specific with your job title.
  • Your Location: Cost of living and market demand vary by city.
  • Your Experience: Are you junior, mid-level, or senior?
  • Your Industry: Tech, finance, and healthcare often have different pay scales.
  • Company Size: Smaller businesses may have less cash but offer other perks.

• Talk to Recruiters: This is an insider tip. As a specialist recruitment agency, we know that recruiters have the most up-to-date information on what companies are actually paying to attract talent.

• Benchmark Your Skills: This research is similar to prepping for an interview. You need to know the market value of your specific skills. (If you’re in tech, for example, our guide on common tech interview questions can help you identify what skills are in high demand right now.)

Document Your Value: Create Your “Brag Sheet”

Harvard Business School suggests creating a “brag sheet,” and it’s brilliant advice. This isn’t about arrogance; it’s about evidence. This one-page document will be your internal script, your source of confidence. It should detail your value since your last pay review.

• Quantitative Wins: This is the most powerful ammo. Numbers don’t lie.

• • Example: “Increased qualified leads by 22% in Q3 by optimizing the email nurture sequence.”
  • Example: “Reduced project turnaround time by an average of 3 days by implementing a new QA checklist.”
  • Example: “Saved the department $15,000 in annual software costs by migrating to a new vendor.”

• Qualitative Wins: These are achievements that show leadership, initiative, and teamwork.
  Example: “Successfully mentored and onboarded two junior team members, getting them to full productivity 30% faster than average.”

• • Example: “Volunteered to lead the ‘Project Phoenix’ initiative, which improved cross-departmental communication.”

• Added Responsibilities: Have you taken on “scope creep”? List it.

• • Example: “Absorbed all social media management duties after [former colleague] left, maintaining all posting schedules and engagement metrics.”

• Positive Feedback: Pull direct quotes from performance reviews, client emails, or internal messages.

• • Example: “From my 6-month review: ‘[Your Name] has shown exceptional ownership and a proactive attitude.'”

• • Example: “From [Client]: ‘I want to give a shout-out to [Your Name] for their incredible support. We couldn’t have hit our deadline without them.'”

Read the Room: Assess Your Company’s Condition

Asking for a raise is not just about you; it’s about the business. Showing you understand the company’s current position demonstrates maturity and strategic thinking.

• Is the company thriving? Have there been recent all-hands meetings celebrating big wins? Are they on a hiring spree? Is the company’s public performance (if available) strong? This is a green light.

• Are times tough? Have there been recent layoffs, budget freezes, or lost accounts? This is a yellow light. It doesn’t mean you don’t ask, but you must frame it differently. You might emphasize a smaller raise or pivot to non-monetary benefits.

• What are the company’s priorities? Understanding company priorities is key. Are they focused on growth and retention? (For managers, understanding talent priorities like how to attract Gen Z employees in sales shows a company is future-focused and likely understands the need to retain top performers).

Set Your Target: The Salary Range

Never go into the meeting with just one number. A single number is a yes/no question. A range is the start of a negotiation.

• Your “Floor” Number: This is the absolute minimum you would be happy with. It should still be an increase, but it’s your walk-away point.
• Your “Target” Number: This is the realistic, well-researched number you’re aiming for.
• Your “Reach” Number: This is the top end of your range. It should be ambitious but still justifiable by your research and contributions.

Pro-Tip: Consider the Alternatives. What else do you value? If the company truly can’t meet your financial ask, be ready to discuss other forms of compensation.

• More paid time off
• A dedicated professional development or training budget
• A formal title change or promotion
• Greater work-from-home flexibility
• Stock options or shares

The Logistics: Timing and Scheduling the Meeting

Don’t just ambush your manager on a busy Monday morning. Strategy is key.

• Best Times to Ask:

• • After a big win: Just closed a huge deal or finished a major project? Your value is at its most visible.
  • During or after your performance review: This is the most natural time, as you’re already discussing your contributions.
  • During the company’s budget season: Ask before the next year’s budgets are locked in.

• How to Ask for the Meeting: Be professional and clear. Send a calendar invite with a brief, neutral description.

• • Email Template: “Hi [Manager’s Name], I’d like to schedule a 30-minute meeting to discuss my performance over the last year, my career progression, and my compensation. Would next Tuesday or Wednesday afternoon work for you?”

Phase 2: The Conversation (Navigating the Negotiation)

This is it. You’ve done the prep. You’re holding your brag sheet. Take a deep breath.

Start with Gratitude and Positivity

Open the meeting on a positive, collaborative note. This isn’t a confrontation; it’s a conversation.

• Script: “Thanks so much for taking the time to meet with me. I first want to say that I really enjoy working here, and I’m especially proud of the work our team has been doing on [Project X].”

Present Your Case (Your Brag Sheet)

This is where your preparation pays off. Don’t be shy; this is your time to shine.

• Script: “I wanted to use this time to talk about my contributions over the past year. I’ve focused on [Goal 1] and [Goal 2]. I’m particularly proud of [Achievement A], which resulted in [Metric B]. I’ve also taken on [New Responsibility C], and I’ve received some great feedback from [Client D].”

Make the Ask: Be Clear and Direct

After you’ve laid out your evidence, it’s time to make the ask. Don’t bury the lede. Be direct, clear, and confident.

• Script: “Based on these contributions, my expanded responsibilities, and my research on the current market rates for this position, I am asking for my salary to be increased to the range of [$X] to [$Y].”

And then… pause. This is the hardest, most important part. Stop talking. Don’t rush to fill the silence. Don’t apologize. Don’t say “I know times are tough” or “even a little bit would help.” You have made your case and stated your request. The next person to speak should be your manager.

Phase 3: The Follow-Up (Securing Your Future)

The conversation doesn’t end when you leave the room.

Send a Thank-You Email (Always)

Within 24 hours, send a brief email to your manager. This is professional courtesy and, more importantly, it creates a written record of your conversation.

• Template: “Hi [Manager’s Name], thanks again for your time today. I really appreciate our conversation about my performance and compensation. I’m looking forward to [next step you agreed on, e.g., ‘hearing from you by next Friday’ or ‘working on those new goals we set’].”

Maintain Your Performance (No Matter What)

• If you got the raise: Congratulations! Now is the time to show them it was a brilliant investment. Step up, take on that next big project, and continue to deliver value.
• If you got a “no”: Do not disengage or slack off. Your professionalism after the rejection is just as important as it was before. Continue to perform at a high level. You are either building your case for the next review cycle or building a strong reputation for your next role.

 Plan Your Next Steps

• If approved: Celebrate! Then, in your next one-on-one, talk to your manager about what’s next. What new goals can you set? What does the path to promotion look like?
• If denied: You have a choice. You can work towards the specific goals your manager outlined. Or, if the feedback was vague or the “no” feels final, you can decide it’s time to find a company that can meet your market value. This is a perfect time to confidentially explore other job opportunities.

Conclusion: Own Your Worth

Learning how to ask for a salary increase is one of the most valuable, and repeatable, skills you can develop. Yes, it feels awkward. You’re advocating for yourself, which can feel uncomfortable for quiet achievers. But remember: this is a business discussion about your professional value, not a personal plea.

Most companies would rather have a conversation about a raise than lose a valuable team member to the open market.

You’ve done the research. You’ve documented your value. You have a plan. You are ready.

For more insights on building your career and achieving your professional goals, check out our Candidate Blog.