How to Ask for a Raise and Get It

If you’ve been on the same salary for years and feel undervalued, you’re not alone. Many employees never ask for a raise — even when their employers are ready to pay more. Last year, after we highlighted employees’ challenges in our special broadcast, many companies actually reviewed their salary structures. The good news? Asking for a raise is a skill you can learn.

Below is a practical step-by-step guide.

1. Audit Your Own Performance

Imagine you are the business owner, and your employee begins with “Our company has been making a lot of money lately,” wouldn’t you be puzzled?

Your focus isn’t on how much the company is making but on your contribution to the overall bottom line. Before you ask, you need proof of your value.

• List your achievements over the past 12–24 months: projects delivered, revenue saved/earned, customers gained, and problems solved.
• Quantify your impact. Instead of “I helped the team,” say “I implemented a new system that saved 10 hours a week.”

This turns your request from “I feel underpaid” into “Here’s what I’ve done for the company.”

2. Understand the Market

Research what people in similar roles earn in your industry and location.

• Use salary websites (Glassdoor, Payscale, Jobberman, LinkedIn Salaries).
• Talk discreetly with trusted professionals in your network.

This helps you request a realistic figure and shows you’re informed.

3. Your Salary Is Not Limited by Market Rate

Doing salary research helps you set a realistic starting point — but “market rate” isn’t always the ceiling. What you actually earn can go far beyond that if you create exceptional value for your organisation.

Look at two clear examples:

• OpenAI
  The company pays highly competitive salaries for its researchers and engineers, but it doesn’t stop at base pay. Staff in key roles often receive profit-participation units or other performance-linked incentives. In other words, people whose work drives impact share directly in the organisation’s success.
• Cristiano Ronaldo
  Ronaldo consistently earns far more than the average football star. His club salary plus bonuses and endorsements push his total income into the hundreds of millions of dollars annually — far above what would be considered “market rate” even for elite athletes. His unique performance, reputation and commercial pull justify it.

The lesson for employees is clear: use market data to guide your ask, but build a case around the specific value you bring. When you can demonstrate measurable impact, rare skills, or unique contributions, you put yourself in a position to negotiate compensation beyond the average.

4. Know Your Employer’s Timing

Even if your manager wants to give you a raise, timing matters.

• Determine when budgets are established (typically just before the start of the new fiscal year).
• If the company is doing well (with new contracts and profits up), it’s easier to justify.

Asking at the right moment can make all the difference.

5. Prepare a Clear Ask

Decide on your target raise and practise saying it.

Example: “Based on my contributions and market rates, I’d like to discuss adjusting my salary to $X.”

• Have two numbers: your ideal (stretch) and your minimum acceptable.
• Being vague (“I want more money”) makes it harder for your boss to act.

It’s advisable to consider your environment and culture. The general rule of thumb is to keep your options open for negotiation.

6. Schedule a Dedicated Meeting

Don’t raise the topic casually in a corridor. That’s not the right place or moment for important matters.

• Send a polite email requesting a meeting to “review performance and compensation.”
• Give your manager time to prepare — this also signals professionalism.

7. Frame It as a Win–Win

During the conversation:

• Start with appreciation (“I enjoy working here…”).
• Present your achievements and the value you add.
• Show how a raise helps you continue delivering at a high level.

Keep the tone positive and collaborative, not confrontational.

8. Handle Pushback Gracefully

Your employer may say “not now” even if they agree in principle.

• Ask what milestones or results would justify a raise in 3–6 months.
• Follow up with an email summarising their response.

This sets the stage for a future increase and shows you’re serious.

9. Consider Non-Salary Benefits Too

If money isn’t available immediately, you can negotiate:

• Training, certifications, or conferences paid by the company.
• Flexible working hours or extra leave days.
• Performance bonuses or project allowances. You have to transition from being an employee to becoming an intrapreneur.

Sometimes these perks are easier for employers to approve than a straight raise.

10. Document Everything

After the meeting, send a thank-you email summarising what you discussed. This creates a paper trail and a reference point for future conversations.

11. Keep Building Your Value

Even if you get the raise, continue adding measurable impact. A strong track record makes the next negotiation easier. Besides, you are preparing for a future built on worthwhile experiences and knowledge.

Putting It All Together — A Sample Conversation

When it’s time for the actual meeting, keep your tone positive, confident, and appreciative. Here’s an example of how you might start the discussion:

“In recent times, your leadership and the effort of our team is truly paying off. In my own office, I have been able to secure three high-value deals with our foreign partners. It’s a beautiful moment in the history of our company.”

“Sir/Ma, I enjoy working here. It has helped me grow professionally and shown me what I can achieve in a structured and well-funded environment.

However, I think it’s time we revisited our salary structure. If I receive a raise, it will boost my morale and give me better leverage and focus to increase my productivity.”

This template is respectful, fact-based, and positions the raise as beneficial for both you and the company — exactly the tone that works best.

The Bottom Line

Employers aren’t mind readers. If you don’t ask, you might never get a raise — even if you deserve one. With preparation, timing, and confidence, you can start earning what you’re truly worth.