Getting a raise right now isn’t easy. The job market is tight, budgets are strained, and many companies are being cautious with compensation. But here’s the good news: raises are still on the table if you know how to ask for them the right way.
I spent years working in HR and leadership roles at Nordstrom, Verizon, and Yahoo, where I personally approved and rejected hundreds of raise requests. I’ve seen every type of pitch from brilliant to disastrous and I can tell you exactly what separates the people who get raises from those who don’t.
If you’re planning to ask for a raise in today’s economy, here’s what you need to know and exactly how to prepare.
Why Getting a Raise Is Harder Than Ever
Before you even start your conversation, it’s important to understand the landscape you’re walking into.
Companies across multiple sectors especially retail, tech, and telecom are still recovering from economic uncertainty. Even profitable businesses are tightening budgets and focusing on performance over expansion.
That means:
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Raises are smaller and more selective. Many companies reserve increases for top performers or retention-critical roles.
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Inflation has already been “priced in.” A cost-of-living argument won’t move the needle anymore.
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Budgets are tied to measurable ROI. Leadership needs data and justification for every dollar.
But here’s what hasn’t changed: strong, consistent contributors can still earn more. You just have to approach the ask with strategy and timing.
Step 1: Know Your Worth Before You Ask
Most employees start a raise conversation without enough data and that’s a fatal mistake.
Before you even think about asking, spend time researching:
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Salary benchmarks: Use reliable sites like Glassdoor, Levels.fyi, or Payscale but filter by region and job size.
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Industry averages: If you work in tech, retail, or customer service, salaries vary widely by specialization.
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Your company’s pay bands: Ask HR or discreetly learn what others in similar roles make.
Once you know your market value, you can confidently make a case grounded in facts not feelings.
Pro Tip: Never open a conversation with “I need more money because of inflation.” Instead, say:
“I’ve reviewed compensation data for my role in our market, and I’d like to discuss aligning my salary with my current performance and market benchmarks.”
It’s professional, precise, and shows you’ve done your homework.
Step 2: Build a Case Around Impact Not Effort
One of the biggest misconceptions I saw as a manager was employees confusing effort with impact.
Working hard isn’t the same as creating measurable value. Your raise request must prove that your work is driving business results.
Here’s how to reframe your achievements:
| Weak Argument | Strong Argument |
|---|---|
| “I’ve been working really hard lately.” | “I managed the X project that increased revenue by 12%.” |
| “I’m a team player who’s always available.” | “I’ve taken on two additional accounts, improving response time by 30%.” |
| “I’ve been here for years.” | “In my time here, I’ve trained three new hires and cut onboarding time by half.” |
Document your results. Keep a running list of wins, metrics, and positive feedback throughout the year. When review season comes, you’ll have hard proof ready to go.
Step 3: Pick the Perfect Moment
Timing is everything. I’ve seen people sabotage perfectly good requests simply because they asked at the wrong time.
Ask during these windows:
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After you’ve completed a major project or hit a milestone.
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During annual review or fiscal planning periods.
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When your company reports strong earnings or hits growth targets.
Avoid these times:
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After layoffs or restructuring.
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During peak stress seasons or performance downturns.
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When your manager is overloaded or distracted.
If the timing isn’t right, don’t force it. Wait a few weeks. A well-timed ask beats a desperate one every time.
Step 4: Prepare a Business Case, Not a Personal Plea
When I rejected raise requests, it was often because the employee’s argument was emotional not strategic.
Raises aren’t given out of sympathy. They’re investments. If you want your manager to invest in you, you have to present yourself as an asset.
Structure your pitch like this:
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Open with appreciation.
“I’ve really enjoyed the opportunities this role has given me, especially leading [specific project].” -
State your value clearly.
“Since joining, I’ve delivered measurable results including [specific metrics].” -
Back it with market data.
“Based on salary data for similar roles in our industry, I believe a compensation adjustment to [$X–$Y] would reflect my current performance and market value.” -
Show partnership.
“I’d like to continue building on these results, and I’m open to discussing the structure or timing that works best for the team.”
That tone confident, factual, and flexible gets taken seriously.
Step 5: Be Ready for a “Not Now” (and Know What to Do Next)
Even with a great case, you might not get an immediate “yes.” That doesn’t mean it’s over it just means you need to pivot.
If your manager says they can’t approve a raise right now, ask these two questions:
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“What specific goals or results would qualify me for a raise in the next cycle?”
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“Can we set a timeline to revisit this discussion?”
Document their answers, and follow up in writing. It shows initiative and keeps the door open.
If the pattern continues multiple “no’s” without clear feedback it may be time to explore new opportunities elsewhere. Sometimes your market value is best realized outside your current employer.
Step 6: Leverage Alternatives
If a raise isn’t on the table, don’t leave the room empty-handed. Companies can offer other forms of compensation that still boost your value.
Consider negotiating:
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Bonuses or performance incentives
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Extra paid time off or remote flexibility
Even if it’s not a direct pay bump, these perks can improve your quality of life and career growth.
Step 7: Practice and Polish Your Delivery
Confidence is everything. I’ve seen great employees lose credibility simply because they sounded uncertain.
Practice your script. Record yourself. Ask a trusted mentor to role-play your manager.
And whatever you do never apologize for asking. You’re not begging for a favor; you’re negotiating value.
Here’s a sample line to close your meeting:
“I’d like to continue contributing at a high level, and I believe an updated compensation package would reflect the impact I’m making. What would be the next steps to move this forward?”
Simple. Calm. Professional.
Raise Smart, Not Loud
After years of approving and rejecting raises, I’ve learned that getting one isn’t about luck it’s about strategy.
Employees who consistently win raises share a few habits:
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They understand timing and business context.
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They back their case with numbers, not emotions.
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They align their goals with the company’s priorities.
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They remain professional, even after a “no.”
In today’s market, those traits matter more than ever. If you can show measurable value, communicate effectively, and pick your moment, your odds go way up no matter how tight the budget looks on paper.
So yes, raises are harder to get. But they’re not impossible if you play the game the smart way.
