When is the best time to ask for a raise?

The best times are: during your annual performance review cycle (or 1-2 months before, so your manager can budget for it), after completing a major project or hitting a significant achievement, when you take on new responsibilities, or when the company is doing well financially. Avoid asking during layoffs, budget cuts, or your manager's stressful periods.

How much of a raise should I ask for?

A typical annual raise is 3-5%. If you're below market rate or have taken on significantly more responsibility, asking for 10-20% is reasonable. Research your market rate using Glassdoor, Levels.fyi, Payscale, and LinkedIn salary data. Have a specific number — not a range — and be prepared to justify it with market data and your contributions.

What if my raise request is denied?

Don't take it personally. Ask: 'What would need to happen for me to get a raise?' and 'Can we revisit this in 3-6 months?' Get the path forward in writing. Negotiate alternatives: bonus, extra PTO, remote work, title change, professional development budget, or a sign-on equivalent. If the company can't or won't pay market rate, it may be time to explore other opportunities.

What to Do Before Asking for a Raise: 7-Step Prep Guide

Before asking for a raise, prepare a data-driven case — document your contributions, research your market value, choose the right timing, and practice handling every possible response. The worst time to figure out your approach is during the conversation itself.

7 Steps Before Asking

#	Step	Purpose
1	Document your contributions and achievements	Build your evidence
2	Research market rate for your role	Know what you’re worth
3	Quantify your impact in dollars	Numbers are persuasive
4	Choose the right timing	Maximize chances
5	Prepare your specific ask	Have a number, not a range
6	Practice handling objections	Prepare for pushback
7	Know your alternatives	What if the answer is no?

Build Your Evidence File

Category	What to Document	Example
Revenue impact	Sales, clients won, revenue generated	“Brought in $250K in new business”
Cost savings	Processes improved, waste reduced	“Automated report saving 10 hrs/week”
Projects completed	Major deliverables, launches	“Led the product launch on time, under budget”
Responsibilities added	Scope beyond original role	“Managing 3 direct reports (not in original role)”
Skills gained	Certifications, training completed	“Completed AWS certification”
Positive feedback	Client reviews, peer recognition	“Received 5 commendations from clients”

Research Your Market Rate

Source	What It Tells You
Glassdoor Salary	Salary ranges by title, company, location
Levels.fyi	Tech compensation with equity breakdowns
Payscale	Salary benchmarks with cost-of-living adjustments
LinkedIn Salary Insights	Data from LinkedIn users
Bureau of Labor Statistics (BLS)	National salary medians by occupation
Job listings for your role	What competitors are offering right now

Use 3+ sources and focus on your specific city, experience level, and industry.

Timing: When to Ask

Good Timing	Bad Timing
After completing a major project	During layoffs or budget cuts
During annual review period	Right after company posts losses
After taking on bigger responsibilities	When your manager is stressed or overwhelmed
When company is growing / profitable	First 6 months of employment
After receiving positive feedback	Immediately after a mistake
1-2 months before budget cycle	Monday mornings or Friday afternoons

What to Say (Script Framework)

Part	Script
Open	“I’d like to discuss my compensation. Is this a good time, or should we schedule something?”
Context	“I’ve been in this role for [X time] and have taken on [new responsibilities].”
Evidence	“Specifically, I [achievement 1], [achievement 2], and [achievement 3].”
Market data	“Based on my research, the market rate for this role in [city] is [range].”
The ask	“I’d like to discuss adjusting my salary to [$specific number].”
Close	“I’m committed to this team and want to make sure my compensation reflects my contributions.”

If the Answer Is No: Alternatives to Negotiate

Alternative	Value
One-time bonus	Immediate cash without ongoing commitment
Extra PTO days	Worth $200-$500+ per day
Remote/hybrid flexibility	Save commute costs and time
Title change	Career progression and future earning power
Professional development budget	Conferences, courses, certifications
Accelerated review timeline	“Can we revisit in 3 months?”
Stock options or RSUs	Future compensation potential

The Bottom Line

The difference between a successful raise conversation and a rejected one is almost always preparation. Document your achievements in dollar terms, research market rates from multiple sources, choose the right moment, and ask for a specific number. Managers respect employees who make a data-driven case. And if the answer is no, get a clear path forward — in writing.