How to Ask for a Raise (and Get It!)
Asking for a raise may feel like an overwhelming conversation. When is the right time? How much should you ask for? Can I really ask for something like this for myself?
A recent survey showed that 60% of women have never negotiated their salary—and this has direct consequences for women’s long-term financial success.
There are multiple situations that may contribute to you thinking it’s the right time to ask for a raise. Among others, you’ve been working hard and exceeding expectations; your office is understaffed and they’ll want to retain you; or you recently learned you are underpaid compared to your colleagues or in your industry.
Money is one of those topics we’re taught “nice girls” don’t talk about, but getting comfortable with talking about money and getting paid your worth are how we will achieve gender pay equity.
Here are six things you can do to set yourself up for success in asking for a raise.
1. Prepare Your Data
You’ll need to be prepared to make your case for a raise, which means you’ll need your data ready. Spend some time reviewing online what salary information you can find about similar roles to yours, so you have a sense of the market. More organizations are putting salary information in job postings, which can be helpful. You can also talk with colleagues and friends and share salary information. Not everyone will be willing to share, so you have to consider your relationship and how you ask. It might sound something like, “I’m preparing to ask for a raise and it would be helpful to have a sense of what other people are making in similar roles. I’m happy to share my salary as well to help you.”
2. Organize Your Accomplishments
Data isn’t just your facts and figures, though. You also can bring examples of when your boss has said you’ve added value to the team and accolades you’ve received from others. (If you’ve been maintaining your NNTR Updates and AttaGirl folder, you’ve got resources ready with multiple examples. If you haven’t started these files yet, don’t worry, you can start at any time.) Remember, your work does not speak for itself. Proudly share how your efforts resulted in quantitative and qualitative outcomes for your organization.
3. Figure Out the Best Timing
Though there’s no such thing as a perfect time, consider when you can get your boss’ attention and interest in your topic. I recommend doing this in a regular 1:1 or specifically scheduling a time to discuss with your boss. If you try to fit this in to your annual performance review, there may be too many things your boss already intends to discuss with you, and it can affect your plans.
4. Practice
Practice. A lot. Practice in front of a mirror. Practice with your significant other or best friend. I recommend writing out all of your talking points, not so you can read them, but so you can feel confident in making your case. Having a salary conversation is just that, a conversation, so you’ll want to practice opening the discussion and then sharing the details you’ve prepared.
5. Make the Ask
The ask for a raise isn’t for personal reasons, though it is deeply personal to you. It will hit different if you’re talking about a raise because of financial circumstances or growing your family. Focus on your work product and outcomes. You’ve got a compelling story to share and that will be more likely to motivate your boss, so they can retain you.
It might sound something like, “I’m excited about what I’ve been able to do in my role from reaching all of my metrics, serving on the employee engagement committee, and developing the new client process. You’ve shared with me how much I’ve added value to this team, as has the senior VP. I’d like to talk about a salary increase to reflect my contributions to the organization. I’m looking forward to my continued growth here.”
When you’re ready to ask for the specific number, you can say, ““This is the amount I am thinking of based on my contributions to the organization and market research for similar positions at other organizations.”
That last part is important, because it shows you’ve done the work and have the comparison information. If the market research you have is other colleagues in your organization, you don’t need to share that you all openly discussed salaries, because some companies have rules against this, but you can say, “I’m aware that other colleagues in the same role are being paid more, and I’d like to be paid equitably based on my contributions.”
6. Manage Expectations
Your boss will not likely say yes or no during your meeting. Even if they’re agreeable, they’ll need to discuss with HR. Understand your boss may not be ready for this conversation, and it may show. Or they might say no outright. Consider how you’ll handle if this happens. Will you ask them what you need to do to be considered for a raise? Will you ask for something else instead, such as a professional development investment, such as a conference or coaching? If they say they need some time to look into this, suggest you’ll add it to your 1:1 agenda in two weeks, if they haven’t brought it up with you before then, so it won’t be as awkward bringing it up all over again.
Like all bold moves, when you put yourself out there and follow through, you’ll achieve something more than you thought possible or you’ll learn. When you’ve done all of this work to prepare, celebrate that you advocated for yourself no matter the outcome.