If the workplace were completely void of intimidating situations, it wouldn’t be work! For some, asking for a raise is as nerve-racking as the original interview itself. So much so, many simply never ask. They just wait to see what happens from on high as to whether blanket cost of living allowances are given.
I recall when I worked for the State years ago, flyers were posted in all the elevators to remind everyone all employees had just received a 2% raise. This being just after a hiring and budget freeze for the past couple of years had just been rescinded. On one of those flyers, someone had written, “The cost of living has been 3% for the past two years.” People know the score.
From this standpoint, a pay increase is not really a raise so much as it is a leveling. So when should one ask for a raise? Obviously, a raise is due if there is a promotion. The idea being not just that f status but added responsibilities as well. The organization is paying for a different level of skill and expertise.
First, consider expectations within the American business culture. Workers commonly expect an evaluation or performance review annually. As I wrote in my book The Individual Team: How Fairness Wrecked the Workplace, this is woefully inadequate from a communication standpoint. Nonetheless, it’s an expectation.
Another annual consideration is that of an increase in pay. Often, it is assumed the review has something to do with that, and it usually does. Of course, asking does not mean on is entitled.
And asking too often can be a setback. If someone has their salary increased earlier in the year and they come back with hand out again a few months later, they would be viewed as ungrateful for the new money they received. Of course, being promoted, a lateral move but with more duties, and transfer or being made a partner would be exceptions to that rule. The difference is, they are completely different jobs.
But don’t spring the idea cold on your boss. Ask for a moment of her time that afternoon or the following day. Just ask for suggest about ten minutes without going into detail. She will more than likely realize you are asking for a raise, promotion, transfer or are about to quit. But give her the time to be mentally prepared for the conversation.
We’re not playing “gotcha,” we just want an uninterrupted dialogue. Do NOT have this discussion in the elevator lobby! If you are an integral part of the team worthy of a promotion or other professional consideration, then you certainly deserve a ten minute conversation in her office.
You do have to look at it from the other side’s point of view as well. Is this a good time to ask the organization itself? It is highly unlikely anyone will receive additional pay in the middle of layoffs. Has the company recently lost a major account? Is there a hiring freeze? What rumors are flying around?
Perhaps the real questions are whether one is deserving of a raise and if so, how
much? Take an inventory of you
accomplishments. What degrees or certifications do you hold? Have you
had additional training? Have you eliminated waste or saved the organization money otherwise? What innovations or more efficient processes have you introduced? Have you solved any particularly complex problems? If you’re in sales, what business have you developed? Do you work well with others?
Cost of living amounts also say a lot. A simple internet search can tell you what the inflation rate or cost of living increase was over the pat year. Many times, these are national numbers, and not all local economies in America are the same. Another internet search can shed light on local values, so do your homework.
But there is also something to be said for seniority. The idea being you have improved in your duties over the years and are a much more experienced employee. How much is that loyalty worth to the organization? Is it 1%, 2% or more? Only you can make that assessment based on the corporate culture. But if there is a lot of employee turnover, it may signal management doesn’t truly value its team.
Once you find your number, be certain that it is a completely fair one. This isn’t buying a car or other high ticket item. Salary negotiations aren't necessarily a haggle where you deliberately start with an unreasonable number to get to a fair one. If someone selling a car is offended by a low-ball offer, you can still go to a dealership. This is not that. Just be confident in what you are asking for.
And asking for a raise, or a promotion for that matter, is a matter of negotiation. That being said, a lot of people do not like to haggle. The act causes them anxiety. And just because your boss has “manager” or “director” in their title, does not mean they enjoy negotiating or are even good at it. Try to not make it any more awkward for them than it may be, but it is definitely negotiating.
So, go into the meeting armed with facts to make your point. Make your case with facts and any statistical data that may be pertinent to your getting what you ask for. You need to know those off the top of your head. If you must carry a small tablet, or occasionally glance at your phone, that’s fine. But never mention a competitor corporation unless you in deed have another offer. That could be perceived as an ultimatum.
Keep it simple and straight-forward. It’s not necessary to create a PowerPoint, just give him or her your reasoning behind the request. Don’t give them a handout with inflationary bar graphs or a pie chart of all your duties That could come across as overly aggressive or belittling. Just stick to the main handful of points.
Don’t give more than half a dozen reasons as to why you feel you deserve it. Three or four should make your case. If you go much beyond that, the boss or HR rep could feel as though they are being pushed into a corner. You want the other to hear you, but that what you say just makes sense. Let the decision maker feel as though they are being magnanimous, not coerced.
We’ve looked at some common mistakes that are made such as asking for too much or asking too often. You want every possible advantage just not at the risk of ruining your relationship with your manager. Here are just a few more minefields to avoid.
Don’t issue an ultimatum you are not prepared to carry out. Bluffs belong in police interrogations and at the poker table, not in the workplace. Should they give in to your demands, your future relationship will be strained.
And the old college try belongs at the college. A decision maker is going to want to see your successes, not attempts. So be certain you have them.
Don’t make the entire request a matter of immediate need. Rents go up, taxes come due and kids go to college, it happens. But these are more of a personal nature than a professional one. Don’t give your boss the inclination to say, “So what?” to your argument you now have alimony or child support payments. Keep it focused on the work you do and the value you bring.
Do not compare yourself to someone else or throw a coworker under the bus. This is not about them, it is solely about you. If it has been necessary to pick up the slack for others, mention those efforts but without naming names or making yourself into a martyr.
Even if the answer is “no” or just not now, you've established that compensation matters to you. You've also demonstrated you realize your own worth. And now you know something about what the employer believes your position is worth. You have concrete proof as to what your status is with the company. And what happens in this conversation may influence what you ask for in the future. Or may dictate the decisions you make your future career path.
© 2026, Blaine Little is an author, trainer and public speaker and the Founder & CEO of Momentum Seminars Training & Coaching. We help businesses grow by investing in their people. For more on about our programs, visit www.MomentumSeminars.com
This material is an original composition and with the exception of graphics and basic editing, composed without the aid of Artificial Intelligence.