Why a well‑crafted raise request matters
A raise request is more than a salary number; it’s a brief business case that shows you’ve measured your impact, aligned with company goals, and thought through the next steps. Many people stumble because they treat the request like a casual conversation or a vague “I deserve more” note. The result is a missed opportunity, an awkward follow‑up, or a negotiation that never gets off the ground.
Step by Step
- Gather evidence (2‑4 weeks before you write).
- Pull performance metrics from the last 6‑12 months: revenue generated, cost saved, projects delivered ahead of schedule, customer satisfaction scores, etc.
- Export the data into a spreadsheet and calculate the percentage change versus your baseline.
- Highlight three to five achievements that directly tie to the company’s strategic priorities (e.g., “Reduced churn by 12 % in Q2, saving $150 k”).
- Research market rates (1‑2 weeks before).
- Use salary surveys, industry reports, or professional networks to find the median compensation for your role, seniority, and region.
- Note the range (low‑mid‑high) and any additional components (bonus, equity, benefits) that are common in your field.
- Keep the data in a separate tab; you’ll reference it only to justify the “reasonable” part of your ask.
- Define your ask (3‑5 days before writing).
- Decide on a concrete figure or range. A 5‑10 % increase is typical for a performance‑driven raise; larger jumps require a promotion or expanded responsibilities.
- Prepare a “if‑else” fallback: primary ask (e.g., 8 % increase) and a secondary ask (e.g., 5 % with a defined skill‑development plan).
- Draft the narrative (2‑3 days before).
- Open with a one‑sentence framing: “I’d like to discuss adjusting my compensation to reflect the value I’ve delivered over the past year.”
- Follow the structure in the next section; keep each paragraph under 100 words.
- Use active verbs and quantifiable results; avoid vague adjectives like “great” or “excellent.”
- Schedule the meeting (1 day before).
- Send a calendar invite titled “Compensation Review – [Your Name]” and include a brief agenda: “1) Review of recent achievements, 2) Market benchmark, 3) Compensation proposal.”
- Attach the one‑page summary (the outline you’ll create) so the manager can review it beforehand.
- Rehearse and refine (day of the meeting).
- Practice aloud for 5 minutes, focusing on the transition between achievements and the ask.
- Anticipate two or three objections (budget constraints, timing) and prepare concise responses that reference your data.
- Keep a printed copy of the outline at your desk; it serves as a visual cue and shows you’re organized.
A Simple Structure to Follow
[Your Name] – Compensation Review (Date)
1. Opening statement (1 sentence)
2. Key achievements (3–5 bullet points, each with metric + impact)
3. Market comparison (brief line: “Current market median for X role is $Y, 5‑10 % above my current salary.”)
4. Compensation request (exact figure or range, plus any alternative)
5. Next steps (e.g., “I look forward to your feedback by [date] and am happy to discuss a development plan if needed.”)Tip: Keep the entire document to one page (≈400 words). Use a clean font, bold headings, and a single column layout. The visual simplicity signals confidence and respect for the reader’s time.
Common Mistakes to Avoid
- Listing duties instead of results. “Managed a team of five” tells nothing about outcomes. Replace with “Led a five‑person team to deliver Project X two weeks early, saving $30 k.”
- Citing personal needs. “I need more money for my mortgage” shifts the focus from business value to personal circumstance; the manager can’t verify that.
- Over‑inflating numbers. Rounding a $12 k increase to “$15 k” looks careless and can be disproved instantly.
- Leaving the ask vague. “I’d like a raise” invites endless negotiation. State the exact percentage or dollar amount.
- Sending the request without a meeting. Emailing a raise request without a scheduled discussion can be perceived as passive‑aggressive and may be ignored.
A Short Example
> Subject: Compensation Review – Alex Rivera (June 2026)
>
> 1. Opening – I’d like to discuss adjusting my compensation to reflect the contributions I’ve made over the past year.
>
> 2. Achievements
> - Increased SaaS renewal rate from 78 % to 89 % (Q1–Q3), adding $210 k ARR.
> - Streamlined onboarding workflow, cutting average time‑to‑productivity from 12 days to 8 days, saving $45 k in labor costs.
> - Presented three client‑success case studies that generated $120 k in upsell opportunities.
>
> 3. Market benchmark – Industry surveys show the median base salary for Senior Account Managers in our region is $112 k, roughly 8 % above my current $103 k.
>
> 4. Request – I am requesting a 7 % base salary increase to $110 k, effective July 1. If budget constraints prevent this, I would consider a 4 % raise paired with a formalized mentorship program to expand my leadership scope.
>
> 5. Next steps – I’ve booked a 30‑minute slot on Thursday at 10 am. I look forward to your feedback and am happy to adjust the proposal based on your insights.
Pro Tips
- Tie every metric to a company goal. If the firm emphasizes “customer retention,” frame your churn‑reduction numbers as direct contributions to that goal.
- Use a “value‑add” closing. Offer a concrete next step—e.g., “I’ll draft a 90‑day roadmap for expanding my responsibilities” — to show you’re thinking beyond the raise.
- Use timing. Align the request with performance‑review cycles, fiscal‑year budgeting, or after a major project win; the context makes the ask feel natural.
- Document the conversation. After the meeting, send a brief recap email summarizing the agreed points and any follow‑up actions. This creates a paper trail and reduces miscommunication.
- Prepare a “no‑deal” plan. Know in advance whether you’ll stay, seek a promotion, or explore external opportunities if the request is denied. Having that clarity keeps the negotiation from turning into a personal disappointment.
The result is a higher likelihood of a favorable outcome—and a clearer path forward, regardless of the final decision.