How to negotiate a raise at your current job
By Kenny Damgren · a kemero product
A raise at your current job is different from negotiating a new offer. Your strongest evidence is what you have done in the role, what changed in your scope, and what the business gained. A personal expense increase is not usually enough on its own.
Market context helps, but it is support, not the whole case. BLS figures show civilian wages and salaries up 3.8% over the year ending December 2024. Your raise ask still needs results and scope attached to your name.
When should I ask for a raise?
Ask after you can show results, before budgets are locked, and after a clear increase in responsibility. Review cycles can be useful, but do not wait for one if your scope changed materially and you have a strong case.
How do I build a case for a raise?
| Category | Evidence to bring |
|---|---|
| Results | Revenue, cost savings, delivery speed, quality, retention, or risk reduced. |
| Scope | New responsibilities, teams supported, projects led, or decisions owned. |
| Market context | Current compensation ranges for comparable work and location. |
| Request | A specific salary, raise percentage, or promotion path. |
What should I say when asking for a raise?
Use a short business case, then make a specific ask.
You say · “I would like to discuss my compensation. In the past 12 months, I led the onboarding redesign, reduced setup time by 30%, and took on ownership of the partner integration work.”
You say · “My role now includes responsibilities beyond my original scope. Based on those results and market context, I would like to discuss increasing my salary to $118,000.”
They say: “We do not have budget available right now.”
You say · “I understand. What would need to happen for this to be approved, and can we set a specific review date with the criteria in writing?”
What if my manager says there is no budget?
- ·Ask whether the issue is timing, budget, level, or performance.
- ·Ask for the criteria required for a raise or promotion.
- ·Set a specific review date rather than accepting an open-ended answer.
- ·Follow up in writing with the agreed goals and date.
- ·Decide whether the timeline works for you.
Subject: Compensation discussion follow-up
Thank you for discussing my compensation today. As we covered, my scope has expanded to include the partner integration work and ownership of the onboarding redesign. I also delivered a 30% reduction in setup time. I would like to revisit a salary adjustment to $118,000. Please confirm the criteria and review date we discussed so I can plan against the next steps.
Before the real call, rehearse your 3 strongest results, your exact request, and your response to a budget delay. A few rounds can help you keep the conversation direct.
Common questions
How much raise should I ask for?
Ask for a specific number supported by your results, changed scope, and market context. The right amount depends on your role and evidence.
Should I ask for a raise during a performance review?
Yes, if you have a clear case. It can also make sense to ask earlier when your responsibilities have materially increased.
What do I do if my manager says there is no budget for raises?
Ask what is blocking approval, what criteria are needed, and when the decision can be revisited. Get the next step in writing.
Can I ask for a raise after six months?
You can, especially if your scope or results changed quickly. Your evidence matters more than the calendar alone.