How to Ask for a Raise: Email Templates + Psychology That Works

Asking for a raise is uncomfortable. Most people avoid it — which is exactly why those who do it well have such a significant advantage.

PayScale research shows that 70% of employees who asked for a raise received some increase. And among those who didn't ask, the overwhelming reason was simply fear of the conversation. Payscale also found that only 37% of workers always negotiate their salary, leaving enormous money on the table over a career.

Here's exactly how to do it.

The Setup: Before You Ask

Time It Right

The best moments to ask:

• After a major win — you've just delivered something significant
• At performance review time — the conversation is expected
• After taking on more responsibility — your role has grown
• When you have a competing offer — your strongest leverage point
• When the company is doing well — avoid asking during layoffs or budget cuts

Build Your Case First

You need three things:

1. 1.Market data — What does this role pay at similar companies? (Use Glassdoor, Levels.fyi, Payscale, LinkedIn Salary)
2. 2.Your specific achievements — Quantified, specific, recent
3. 3.Your ask — A specific number, not "I'd like more money"

Research by PayScale found that employees who cite specific market data are 33% more likely to receive a raise than those who make a general request.

The Email: Requesting the Meeting

Don't ask for the raise by email. Ask for a meeting to discuss it by email.

Template: The Meeting Request

Why it works: Short, professional, non-threatening. Giving them advance notice lets them prepare — which often leads to a more productive conversation.

The In-Person Conversation

Open with gratitude and context, not the ask:

"I really appreciate you taking this time. I love working here and I'm proud of what I've been able to contribute. I wanted to have a direct conversation about my compensation because I want to continue growing with [Company] long-term."

Then present your case:

"Over the past [X months], I've [specific achievements with numbers]. I've also taken on [new responsibilities]. When I look at market rates for my role and experience level, I'm seeing a range of [market range]. Based on that and my track record here, I'd like to discuss bringing my salary to [specific number]."

Then stop talking. The tactical silence after your ask is one of the most powerful techniques in negotiation — from the same FBI research behind our salary negotiation scripts.

Handling Common Responses

"The budget doesn't allow it right now"

"I understand timing matters. Can we agree on a target figure and set a specific date — say, the next review cycle — to revisit this? I'd like to have something concrete to work toward."

"I'll need to think about it"

"Of course. When can I expect to hear back? I want to make sure we keep the momentum going."

"You're already at the top of your pay band"

"I appreciate you being transparent. If the salary band is limited, are there other components we could explore — like a bonus structure, additional equity, or an expanded title that reflects the work I'm doing?"

The Follow-Up Email After the Conversation

Always follow up in writing. It creates a paper trail and commits both parties to the outcome.

For the full external negotiation toolkit, including job offer negotiation, visit our salary negotiation page.

Frequently Asked Questions

How often should I ask for a raise?

Once per year is standard — typically aligned with performance reviews. If your responsibilities have grown significantly or you have a competing offer, asking outside the review cycle is also appropriate.

How much of a raise should I ask for?

Ask for 10-15% above your actual target, which creates negotiating room. For context, average annual raises in the US run 3-5%. Anything above 10% typically requires promotion or a competing offer as justification.

What if my manager says no and gives no path forward?

That's critical information. If there's no raise and no path to one, you have your answer about whether this role can meet your growth goals. Many people use this conversation as a catalyst to accelerate their external job search — at which point our career blueprint can help.

Should I mention a competing offer?

Only if you genuinely have one. Bluffing is discoverable and destroys trust. If you do have a competing offer, it's your single strongest negotiating position — use it directly: "I've received an offer at X. I'd much prefer to stay here, but I'd need us to get closer to that figure."