Introduction: Asking for a raise is one of the most nerve-wracking conversations in your career. It feels personal, confrontational, and risky. But here's the truth: getting paid what you're worth isn't just about "asking." It's about building a case and presenting it like a professional.

Your manager isn't a mind reader. You must advocate for yourself. This 5-step guide will walk you through the preparation, the timing, and the exact script to use to get the "yes" you deserve.

Step 1: Do Your Research (The 'Market Rate')

You cannot walk into a meeting and say, "I feel like I deserve more." You must start with objective data.

• Research Your Role: Use sites like Glassdoor, Levels.fyi, and Payscale. Look up your exact job title, your location, and your years of experience.
• Find Your 'Market Value': Determine a realistic salary range. This data is the foundation of your entire argument. It moves the conversation from "what I want" to "what the market dictates."
• Look Internally: If your company has public salary bands, find out where you fall. Are you at the low end despite being a high performer?

Step 2: Build Your 'Case File' (The 'Proof')

This is the most important step. You need to create a 1-page document (your "brag file") that proves your value beyond your job description. Your manager needs ammunition to take to their boss (or HR). Give it to them.

Your Case File should include:

• Your Accomplishments (The 'What'): List 3-5 major achievements since your last review. Use the X-Y-Z formula: "Accomplished [X] as measured by [Y], by doing [Z]."
• Bad: "I worked on the website redesign."
• Good: "I led the frontend development for the Project X redesign, which resulted in a 20% increase in page load speed and a 15% drop in bounce rate."
• Your New Responsibilities (The 'How'): Have you started mentoring junior devs? Are you now managing a client relationship? Have you taken on tasks from your boss? List them. This proves "scope creep"—you are already working at the next level.
• Positive Feedback (The 'Social Proof'): Include 1-2 positive quotes from clients, colleagues, or other managers.

Step 3: Timing is Everything (The 'When')

When you ask is almost as important as how you ask.

• The Best Times:
• 3-4 months *before* the annual review cycle. This is when budgets are being planned. By the time your review comes, the numbers are often already locked in.
• Immediately after a *major win*. Did you just launch a huge project? Save a client? This is when your value is most visible.
• The Worst Times:
• During a round of layoffs or a hiring freeze.
• The day your boss is clearly stressed or overwhelmed.
• Via email or Slack (this must be a face-to-face or video call).

Step 4: The Script (The 'Ask')

Schedule a 30-minute meeting with your manager. Title it "Discussion about Career Growth" or "Compensation and Role Review."

Here is the script:

"Hi [Manager's Name], thanks for taking the time. I really enjoy working here and I'm proud of what our team has accomplished in the last [time period].

Over the past year, I've taken on new responsibilities, including [mention 1-2 responsibilities, like 'mentoring interns' or 'leading the new feature launch'].

I've also been focused on driving results. In particular, I [mention your single biggest X-Y-Z accomplishment].

Based on this, and on my research of the market rate for a [Your Role] with [X] years of experience in [Your City], I believe my contributions and performance warrant a compensation increase. The salary range I'm targeting is [Your Researched Range, e.g., $80,000 - $85,000].

I'm eager to continue growing with the company, and I'd like to discuss what a path to that range looks like."

Step 5: Be Quiet (The 'Pause')

After you have delivered your final line, STOP TALKING.

This is the hardest part. Do not fill the silence. Do not say, "But I'm flexible," or "Of course, if it's not possible..." You have made your professional case. The next person to speak, wins. Let them absorb what you've said and respond.

What If They Say "No" or "Not Now"?

• If "No": Stay calm and professional. Respond with: "Thank you for considering it. Can we establish clear goals and a timeline for what I would need to achieve in the next 3-6 months to be considered for this increase?" This turns a "no" into a "not yet" and creates a concrete action plan.
• If "I'll think about it": This is a common response. Say: "That's great, thank you. Can we schedule a follow-up for [e.g., two weeks from now] to discuss this further?" This sets a clear deadline and prevents it from disappearing.

Frequently Asked Questions (FAQ)

S: What if I'm afraid they'll get angry or fire me? C: A reasonable manager at a healthy company will never fire you for professionally asking for a raise. They expect it. It's a normal part of business. The "fear" is almost always worse than the reality.

S: Should I use a competing job offer as leverage? C: This is a high-risk, "nuclear" option. Only do this if you are 100% prepared to walk out the door if they say no. A better approach is to use the market data (from your research) as your leverage, not a threat.