How to ask for a raise (and what to say when they stall)
Most raise talks go wrong in the same two places: people never say a number, and they fold the first time they hear "budget". Here is how to prepare, the exact lines to use, and what to say back to the four most common stalls.
1. Pick the moment
Ask a few weeks before budgets are set, or right after a clear win. Book a 20-minute meeting with a plain title like "Compensation chat", so nobody is ambushed. Don't do it in a hallway or at the end of a stressful week.
2. Bring three facts
- A result with a number: "Shipped the pricing page two months early; trial sign-ups went up."
- A bigger job: what you do now that wasn't in your role a year ago.
- The market: pay for similar roles from at least two sources.
3. Say the number first
“I want to talk about my pay. Based on what I've delivered this year and what similar roles pay, I'm asking for a 12% raise this cycle.”
Then stop talking. Silence after a number feels long; it is normal. No "sorry", no "if that's okay".
4. When they stall
| They say | You say |
|---|---|
| “Budget's frozen.” | “Understood. Can we agree on 8% now and the rest at the next review, in writing?” |
| “Let's revisit next cycle.” | “Okay. What would I need to show by then to get to 12%? Can we write that down today?” |
| “Everyone's getting the same.” | “My role changed this year: I now own pricing. I'm asking based on that.” |
| “Let me think about it.” | “Of course. Can we set a time this week to decide?” |
5. If the answer is no
Ask for three things before you leave: the criteria for a yes, a date to revisit, and anything else on the table now (title, remote days, training budget). A clear no with a plan beats a vague maybe.
6. Follow up in writing
“Thanks for the time today. To confirm: we agreed on [WHAT WAS AGREED], effective [DATE], and we'll review [NEXT STEP] on [DATE]. Let me know if I missed anything.”
General guidance, not legal or financial advice. Pay practices vary by company and country.