Most people never ask for a raise. Those who do earn significantly more over their careers. Here’s how to approach it professionally.
Step 1: Know Your Worth
Before asking, research what you should be paid.
| Source | What to Look For |
|---|---|
| Glassdoor | Salary data for your role and company |
| LinkedIn Salary | Industry-specific ranges |
| Payscale | Detailed compensation breakdowns |
| Recruitment agencies | Current market rates |
| Industry surveys | Professional body reports |
Step 2: Build Your Evidence
Document your achievements, not your responsibilities.
| Weak Case | Strong Case |
|---|---|
| ”I’ve been here two years" | "I’ve led 3 projects that saved the company £50K" |
| "I work hard" | "I exceeded my targets by 25% this year" |
| "I deserve it" | "I took on 2 additional team members’ responsibilities" |
| "Inflation is high" | "My market value has increased based on comparable roles” |
Step 3: Choose the Right Timing
| Good Time | Bad Time |
|---|---|
| After a major success | During a company crisis |
| During performance reviews | Right after a failed project |
| When you’ve taken on more responsibility | When budgets are frozen |
| Before annual budget planning | On a Friday afternoon |
Step 4: Prepare Your Number
Don’t just ask for “a raise.” Have a specific figure in mind with a justifiable range.
| Your Current Salary | Target | Stretch Goal |
|---|---|---|
| £40,000 | £45,000 (12.5%) | £48,000 (20%) |
| £55,000 | £62,000 (12.7%) | £65,000 (18%) |
| £70,000 | £80,000 (14%) | £85,000 (21%) |
A 10-15% raise is reasonable for good performance. 20%+ is possible if you’re significantly under market.
Step 5: The Conversation
What to Say
“I’d like to discuss my compensation. Over the past year, I’ve [achievement 1], [achievement 2], and [achievement 3]. Based on my performance and market research, I believe a salary of [amount] reflects my contribution.”
What Not to Say
- “I need more money because my expenses have gone up” (not their problem)
- “Colleague X earns more than me” (don’t compare others)
- “Give me a raise or I’ll leave” (ultimatums backfire unless you mean it)
- “I’ve been here the longest” (tenure ≠ value)
Step 6: Handle the Response
| Response | How to Handle |
|---|---|
| ”Yes” | Great! Confirm in writing |
| ”I need to think about it" | "When can I follow up?" |
| "We don’t have budget" | "What would need to change to make it possible?" |
| "You need to improve X first" | "Can we set specific targets and a review date?” |
Step 7: If They Say No
- Ask why — Understand the specific objection
- Ask what you need to achieve — Set measurable goals
- Ask for a review date — “Can we revisi this in 3 months?”
- Consider other benefits — Bonus, more holiday, flexible hours, training
- Know when to leave — If you’re underpaid and they won’t budge, update your CV
Negotiating Beyond Salary
| Benefit | Value |
|---|---|
| Bonus increase | 5-20% of salary |
| More holiday days | £500-1000/day value |
| Flexible working | Commute + time savings |
| Training budget | £1000-5000/year |
| Pension contributions | 3-10% extra effectively |
Bottom Line
Negotiating a raise is a business conversation, not a personal one. Prepare evidence, know your number, and handle objections professionally. The worst they can say is no — and if they do, you have clarity on your next move.
After the Conversation
Regardless of the outcome, follow up in writing within 24 hours. If you received a raise, confirm the new salary and effective date. If the answer was conditional, recap the agreed targets and review date in an email so there is a written record. If the answer was a flat no with no clear path forward, take a few days to assess honestly whether your skills are better valued elsewhere. Staying in a role where you are consistently underpaid can erode motivation and stunt your career growth. The research you prepared for this conversation — your market rate, your documented achievements — is the same foundation you need for a successful job search if it comes to that. Either way, the preparation was not wasted.