How to Ask
for a Raise
Get a personalized script to ask your manager for a raise — with exact phrases, pushback responses, and a readiness score.
Share your situation
Role, achievements, tenure, and how much you want — the more context, the better the script.
Get your script
Exact phrases for opening, evidence, the ask, and handling pushback when they say no.
Practice it live
Use Commy's salary drill to practice delivering your ask with real-time AI feedback.
Why most people don't get the raise they deserve
Waiting for your manager to bring it up
Only 37% of workers have ever asked for a raise. Managers have budget constraints and competing priorities — if you don't ask, they assume you're satisfied.
Leading with "I need more money"
Personal needs (rent, loans, lifestyle) aren't a business case. Leading with value delivered — revenue impact, cost savings, scope expansion — frames the raise as fair, not a favor.
Not preparing for pushback
"We don't have budget right now" isn't a no — it's a negotiation. Having a prepared response ("What would the timeline look like?") keeps the conversation alive.
How to ask for a raise — FAQ
When is the best time to ask for a raise?
During your performance review cycle, after a major win (shipped a big project, landed a client, exceeded targets), or when you've taken on significantly more responsibility. Avoid asking during layoffs, budget freezes, or right after the company misses targets.
How much of a raise should I ask for?
10-20% is typical for a strong performer who hasn't had a raise in 1-2 years. If you've been promoted or taken on substantially more scope, 15-25% is reasonable. Always anchor slightly above your target to leave room for negotiation.
What if my manager says no?
Ask for specifics: 'What would need to happen for this to be possible in the next 6 months?' Get commitments in writing — a timeline, specific goals, or a follow-up date. If raises are truly frozen, negotiate other compensation: title, equity, bonus, flexible hours, or conference budget.
Should I mention other job offers?
Only if genuine and you're prepared to leave. A real competing offer is powerful leverage, but bluffing damages trust permanently. A better approach: focus on your value and market data, and mention the offer only if they push back on budget.
Built by Commy — AI-powered communication coaching for professionals.