Managers don't give raises because you need one — they give them because keeping you is worth it. So your job isn't to explain your expenses. It's to show your value and make saying yes easy.
Build the case first
- List your wins — projects delivered, money saved or earned, problems solved.
- Note where you've grown beyond your original role.
- Research the market rate for your job and location.
Pick the timing
The best times: after a clear win, at a review cycle, or when you've just taken on more responsibility. The worst: during a bad quarter or right after a company setback.
The conversation
“Over the past year I've [specific wins]. I've taken on [added responsibility], and based on my research the market rate for this role is around [number]. I'd like to talk about bringing my salary in line with that.”
✅
Anchor with a number
Name a specific figure, slightly above your target. Vague requests get vague answers.
⛔
Don't threaten to quit
Unless you're genuinely ready to walk. Ultimatums damage trust even when they work.
If they say no
Ask the golden question: “What would I need to achieve to earn that raise, and can we set a date to review it?” Now you have a concrete path and a deadline — and it's on record.
Checklist
- I listed measurable wins
- I researched the market rate
- I picked a good moment
- I have a specific number in mind
- I have a plan if the answer is no