How to Negotiate a Raise

To negotiate a raise successfully, you need to show clear evidence of your value, document your specific wins, research salary benchmarks, and schedule a dedicated meeting where you can present your case. 

How to Negotiate a Raise: The Complete Step-by-Step System

Don’t wing it or simply hope for the best. Here’s exactly how to prepare and make your case with confidence:

Step 1: Build your achievement portfolio two weeks in advance

Start by gathering hard data on your biggest accomplishments from the past year. Focus on things that had a real business impact: projects you finished early, revenue you helped bring in, costs you cut, or systems you improved.

If your achievements seem vague at first, push yourself to find numbers: Did your communication improvements cut down meeting times or missed deadlines? Did your efficiency changes reduce overtime? Make a simple spreadsheet with three columns—Achievement, Impact, and Dollar Value—and aim to log five to eight solid entries. These are the wins that will do the talking for you.

Going forward, email yourself notable achievements as they happen so you’re not starting from scratch next time.

Step 2: Research your true market value this week

Before you can negotiate at all, you need to know what people in your role, with your experience, are actually getting paid. Look up current salaries using sites like Glassdoor, PayScale, and industry-specific surveys. Make sure to filter by your city or region, since location plays a huge role in compensation.

Better yet, reach out to a few recruiters in your field. They can give you a more up-to-date picture than online tools can. Pay attention to company size and industry, too. And don’t forget to factor in total compensation, not just salary; things like bonuses, equity, and 401(k) matching all count. Organize this data clearly because you’ll use it later to anchor your raise request.

Ready to finally get the raise you deserve? This video walks you through exactly how to do that:

How to Negotiate Salary Like a Pro and Get More Money

Step 3: Schedule the conversation strategically

Request a 30-minute meeting via email, framing it as a conversation about your compensation and career growth. Give your boss at least a week's notice so they’re not caught off guard and can come to the meeting with the right mindset.

Timing is key—try to set the meeting a couple months before budget planning or right after a big win that’s fresh in everyone's minds. Avoid asking during stressful periods like quarter-end or after layoffs.

Send a reminder a day before the meeting, and when the scheduled time comes, bring printed copies of your achievements and market data to help guide the discussion.

Step 4: Execute the conversation with confidence

Kick things off by expressing appreciation for your role and team to show that you want to keep growing with the company. Then walk your boss through a few high-impact examples from your portfolio. Stick to facts and results, not feelings or effort.

When it’s time to make your request, be clear and specific: "Based on my contributions and market data, I’d like to adjust my salary to $X." If your boss pushes back or says the timing isn’t right, keep it collaborative. Ask questions like, “What would need to happen to make this possible?” to keep the door open.

What your boss really wants (it's not what you think)

Your boss isn’t interested in your rent increase or car payments. They care about results—specifically, the kind that make them look good to their own boss. That’s why your ask should center on how you’ve solved real problems, saved or made the company money, and what you plan to deliver in the future. Remember, $5,000 or even $10,000 a year might sound like a lot to you, but it’s a drop in the bucket for most companies, especially when compared to the cost of losing and replacing a great employee like you.

The Complete Negotiation Script (Copy and Customize)

Don’t leave the big conversation up to chance. Use this step-by-step script to guide the process so you can stay calm, clear, and professional every step of the way.

Email to request the meeting

Give your manager advance notice with a short, respectful message. You don’t need to get into the details; just signal that this is a professional conversation about your future with the company.

The phrase "career progression" signals this is about your future with the company, not just immediate money needs.

Open the in-person conversation 

Start the conversation by expressing appreciation for your role and stating your commitment to staying and growing. This frames you as someone invested in the company, not someone with one foot out the door.

The phrase "beyond my original job description" plants the seed that you're already delivering more value than you're being paid for.

Present your case with examples

Stick to your strongest two or three achievements and be as specific about them as possible. Numbers carry weight. Then, connect your request to market research to demonstrate that you've done your homework and aren't just picking a number out of thin air.

Handle the "no budget" response

Don’t let a vague “no budget” statement shut things down, since budget constraints are often used as negotiation tactics rather than an absolute truth. Keep the conversation going by showing flexibility and curiosity about what’s possible.

Close with next steps

Always end with concrete next steps and a timeline so the conversation doesn't just fade away into "we'll think about it" limbo. Asking what additional information they need positions you as helpful and thorough rather than pushy or impatient. Professional follow-up keeps you top of mind and demonstrates the organizational skills that justify higher compensation.

The 10 Negotiation Mistakes That Will Kill Your Chances

Even with preparation, it’s easy to slip up during a conversation about a raise. These are the most common mistakes that quietly sabotage your chances—and how to avoid them so your hard work actually pays off.

1. Never asking for a raise and assuming good work automatically gets rewarded

Doing great work is important, but it’s not enough. If you don’t bring up the topic of compensation, most managers will assume you’re satisfied with what you’re earning. They’re not being malicious; they’re just busy.

Salary conversations often get deprioritized unless you advocate for yourself. Top performers don’t wait for someone to notice—they make sure their impact is visible and that their value is part of the conversation.

2. Making it about your personal expenses instead of your professional value

Your boss isn’t going to approve a raise because your rent went up or your car needs repairs. Framing your request around personal needs shifts the focus away from what you’re contributing and toward your financial problems—which isn’t persuasive.

Raise negotiations should always be grounded in the value you’ve delivered to the company: cost savings, revenue growth, time saved, or any tangible improvements that align with the company’s goals.

3. Not planning in advance and winging the most important conversation of your career

Walking into a salary conversation without preparation is a guaranteed way to leave money on the table. This isn’t a chat you improvise. Strong negotiations are built on weeks of prep—documenting achievements, researching salary benchmarks, and practicing your ask until it sounds natural and confident.

People who “wing it” often forget key accomplishments, talk in circles, or freeze when challenged. 

4. Ignoring timing and asking for a raise at the worst possible moment

Even if you’re a stellar employee, bad timing can sabotage your chances. If your company just had layoffs, missed earnings, or budget cuts, your request probably won’t go far. Likewise, asking right after a poor review or missed goal can easily backfire.

The best time to negotiate is shortly after a big win—completing a major project, taking on new responsibilities, or delivering strong results. That’s when your impact is fresh and the company is more receptive.

5. Using vague language instead of specific examples and numbers

Saying you “work hard” or are a “team player” doesn’t tell your boss anything useful. Vague praise is forgettable and impossible to justify during budget discussions. What gets remembered and rewarded are specific, measurable results.

Think in terms of numbers: how much revenue you brought in, how many hours you saved the team, how much you reduced churn or improved productivity. The more clearly you quantify your value, the stronger your case becomes.

6. Accepting the first "no" and giving up immediately

A lot of people hear “There’s no budget right now” and instantly back off. But a “no” is often just a starting point, not a final decision. Smart negotiators use it as a chance to learn more.

Ask what would need to happen for a raise to be possible next quarter. Explore alternatives like performance-based bonuses, extra PTO, or professional development. The goal is to collaborate on a solution that benefits both sides.

7. Neglecting to research what you're actually worth in the current market

You can’t negotiate confidently if you don’t know what your role is worth. Too many employees guess, or worse, base their expectations on what they were making years ago. Instead, look up salaries on sites like Glassdoor or PayScale, talk to recruiters, and check what people in similar roles earn in your area. This market data is your baseline. Without it, you risk underselling yourself or asking for too much without justification.

8. Focusing on tenure instead of performance when making your case

Being at a company for a long time doesn’t automatically mean you deserve more money. Longevity might show loyalty, but it’s not proof of impact.

Instead of saying, “I’ve been here for three years,” focus on what you’ve done in those three years—how you’ve grown the business, taken on new challenges, or helped your team succeed. Raises are about performance and future potential, not just time served.

9. Rambling nervously when the boss says, "That's out of our budget" or "Maybe next year"

Hearing an objection during a negotiation can be intimidating, and many people freeze or get flustered. But this is exactly when you need to stay calm. Budget talk is often brought up as a tactic to discourage you, not because the money isn’t there.

If your boss says “maybe later,” stay composed and follow up with, “What would need to happen to revisit this in the next review cycle?” That kind of question keeps the door open and puts the ball in their court.

10. Not knowing your walkaway point and having no backup plan

If you go into a negotiation with no plan B, you’re negotiating from a place of weakness. The people who get the best outcomes know their market value and what they’re willing to accept. That doesn’t mean threatening to quit, but it does mean understanding your worth, regularly updating your resume and skills, and staying aware of opportunities elsewhere. The confidence to walk away (if needed) often gives you the leverage to get what you want without ever needing to actually leave.

The Compound Effect: How One Raise Can Change Everything

A single $5,000 raise doesn’t just affect your next paycheck—it compounds for the rest of your career. If you invest that raise every year, it could grow to over $1.3 million by the time you retire, assuming an 8% return.

Most people spend their energy cutting back on small expenses like coffee, while ignoring the much bigger impact of increasing their income. Raises change your salary floor, which means every future raise, bonus, and job offer starts from a higher number. That’s why companies would rather hand out a one-time $3,000 bonus than lock in a $3,000 raise they’ll have to match for years. Understanding this math is how you start building your Rich Life.

If you’re looking for an in-depth guide to living your Rich Life, check out my New York Times bestselling book, I Will Teach You To Be Rich. It’s packed with step-by-step strategies to grow your income, automate your finances, and start living your Rich Life—without budgeting like a maniac or giving up lattes.