To negotiate a raise, make a clear, evidence-backed request: compare your pay with relevant market rates, show how your work has contributed to the organization, and choose a time when your manager can consider the request. Be ready to discuss compensation beyond base salary. If the answer is no, ask what measurable steps could support a raise later and agree on when to revisit the discussion.
How to prepare before asking for a raise
Research a credible range
Look for compensation data for people with similar responsibilities, experience, education, skills, and location. Salary databases can help, but compare like with like: job title alone may not reflect differences in scope or seniority. Industry associations, recruiters, and professional networks can add context. Use several relevant reference points rather than presenting an unsupported number as a market rate.
Also consider the employer’s circumstances. Public filings, industry news, internal communications, and trusted colleagues may help you understand whether the organization is financially able to adjust pay and whether raises are happening elsewhere. This context can inform when and how you ask; it does not guarantee an outcome.
Build a case from your contributions
Prepare a concise record of results that matter to the organization. Where possible, quantify revenue you helped generate, costs you helped reduce, or improvements in efficiency. Include leadership contributions, new skills put to use, and responsibilities added to your role. Connect each example to a team or business goal rather than listing duties alone.
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You can also note relevant context such as the time since your last pay adjustment, a promotion that did not include a salary change, or a well-supported difference between your compensation and comparable roles. Lead with the value of your work, not personal bills or financial pressure: those may matter to you, but they do not show why the employer should adjust the role’s compensation.
Choose a useful time and set a target
Ask for a dedicated meeting instead of raising compensation casually. Consider your manager’s availability, the organization’s budget cycle, and what you know about current business conditions. Prepare a target or range that is ambitious but credible in light of your evidence and the employer’s likely constraints.
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There is no universal raise percentage. A Program on Negotiation at Harvard Law School article published June 11, 2026, offers “5% to 6%” as sample wording, not as a standard or recommendation for every employee. Your appropriate ask depends on your current pay, responsibilities, location, market evidence, employer pay range, and circumstances. Practice stating your request briefly and calmly, and anticipate questions or objections.
What to say when asking for a raise
Be direct and collegial. For example, you might say: “I’d like to discuss adjusting my compensation to reflect the scope of my role and the results I’ve delivered. I’ve researched comparable positions and prepared a few examples of my impact. Could we discuss a salary range of [your researched range]?” Replace the bracketed text with a range you can support; do not use a sample figure simply because it appears in an example.
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After stating the request, give your manager room to respond. Listen for the reason behind any hesitation—such as budget timing, an established pay range, or questions about your results—and ask clarifying questions. An outside offer may provide information about market value, but using one as leverage can damage trust if it is not a genuine option or is regarded poorly by your employer. Do not bluff or issue an ultimatum unless you are prepared to follow through.
What else can you negotiate besides base pay?
Base salary is only one part of the employment arrangement. If it is constrained, or if another change would be more valuable to you, ask about other terms that the employer may be able to adjust. Harvard Business School professor Deepak Malhotra, quoted by the Program on Negotiation, advises employees not to fixate on money and to consider the value of the entire deal.
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| Area | Possible discussion | What to weigh |
|---|---|---|
| Bonus and benefits | Bonus opportunities, benefits, or retirement contributions | For a bonus, clarify the amount or formula, eligibility, payment timing, and conditions. Consider whether a one-time payment meets your needs as well as a lasting salary adjustment. |
| Flexibility and time off | Remote or flexible work arrangements, work hours, or vacation | Assess the practical value to you and any effect on workload, availability, or team expectations. |
| Role and growth | Role scope, title, advancement timeline, or professional development | Clarify responsibilities and authority, what development support includes, and how progress will be reviewed. More scope without a path to recognition may not be a useful trade. |
| Work-related support | Tuition or certification support, travel expectations, or relocation support | Ask what the employer will cover, when support is available, and whether the arrangement changes your obligations. |
Compare alternatives by their immediate cash value, likelihood and timing of payment, durability, effect on workload and career growth, flexibility, fit with the employer’s stated constraints, and how clearly the agreement can be measured and reviewed. These are practical considerations, not a formula that can predict which term your employer will accept. Share your priorities, ask what may be possible, and avoid volunteering a walk-away point unnecessarily.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What to do if your raise request is denied
A no may reflect timing, budget, or the employer’s assessment of your current role; it does not by itself tell you which applies. Ask for specific, actionable feedback: “What results or responsibilities would make a compensation adjustment possible, and when could we review this again?”
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Where possible, agree on measurable criteria and a review date. If the discussion identifies a gap—such as a particular result, skill, or level of responsibility—clarify what would count as meeting the expectation and who will assess it. Confirm the next steps in writing so that both you and your manager have a shared understanding.
What negotiation research can—and cannot—tell you
A Program on Negotiation at Harvard Law School article dated July 28, 2026, summarizes a 2009 study by Michelle Marks of George Mason University and Crystal Harold of Temple University. In a survey of 149 recently hired professionals—tenure-track faculty and part-time MBA students—the article reports that those who negotiated starting pay increased it by an average of $5,000. It also reports greater process satisfaction among collaborators than competitive bargainers. These findings concern starting-pay negotiations in that specific sample; they do not establish the odds or typical size of a raise for current employees.
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