How Do I Ask For A Raise?

Hello Friends, 

Welcome to the second installment of March's #MondayMusing on tough career questions people are asking! We would love to hear your thoughts on these subjects so be sure to add them in the comments after you read through the article! Let’s get into it.

Today’s question is one that comes up far more often than people openly admit:

“How do I ask for a raise?”

Now before we dive in, let me start with a statement that might surprise some people.

Confidence doesn’t get you raises. Evidence does.

I know that may sound counterintuitive because we often hear advice that tells us to simply “be confident,” “know your worth,” or “walk in like you deserve it.” While confidence is important, confidence without substance is not likely to move the needle in a professional setting. Organizations, whether we like it or not, tend to make compensation decisions based on business value. That means that the strongest case you can make for yourself is one that clearly demonstrates the impact you have had on the organization. 

This is where strategy comes in. If you believe you deserve a raise, the first step is not scheduling a meeting with your manager tomorrow morning. The first step is building your evidence file.

1. Build Your Evidence File

Start by quantifying your wins. Think about the projects you have led, supported, or improved over the past year. Did you help increase efficiency in a process? Did you contribute to revenue growth? Did you help retain a key client or strengthen an important relationship? These are not small details. They are pieces of the story that demonstrate your value.

For example, saying “I worked on the client onboarding project” is very different from saying “I helped redesign the client onboarding process which reduced onboarding time by 30% and improved client satisfaction.” One sounds like participation. The other shows impact.

2. Tie Your Contributions to Business Outcomes

Next, tie your contributions to business outcomes. Organizations ultimately care about results. If your work has saved time, generated revenue, improved systems, strengthened teams, or enhanced the organization’s reputation, those connections should be clearly articulated as they matter to the organization. 

Imagine walking into a conversation and saying, “Over the past year I have taken on three additional responsibilities, led the rollout of a new reporting system that improved turnaround time for our team, and supported the retention of two major clients. Based on the scope of my contributions, I would like to discuss adjusting my compensation to better reflect the value I am delivering.”

Notice the difference? You are presenting your contributions as having been critical to business outcomes. Which brings me to an important mindset shift as number 3.

3. Raises Are Not Rewards. They Are Business Decisions.

This can feel uncomfortable because many of us were raised to believe that if we simply work hard and stay loyal, someone will eventually notice and reward us. Sorry to disappoint you! While appreciation does exist in many workplaces, compensation conversations often require you to advocate for yourself as difficult as that might be.

Another important piece of the strategy is understanding your market value. Before asking for a raise, take time to research what professionals in similar roles with comparable experience are earning in your industry and location. This information helps ground your request in reality. It also signals that you are approaching the conversation thoughtfully rather than emotionally.

4. Practice. Practice. Practice

Finally, practice the conversation. I cannot emphasize this enough. Many people delay asking for raises not because they lack evidence but because they feel uncomfortable having the discussion. This is completely normal and some companies (or supervisors) are banking on this discomfort to keep you silent. Practicing with a friend or loved one what you plan to say helps you approach the meeting calmly and clearly. They will also help you identify any gaps in your presentation. Listen, you do not need a dramatic speech; you simply need to articulate your contributions and your request.

Let me also say something that may resonate with many of you reading this.

Some people feel guilty asking for a raise. They worry about appearing ungrateful or difficult. But advocating for fair compensation is not selfish. It is part of managing your career responsibly. If your responsibilities have grown, your impact has increased, and your performance is strong, it is reasonable to ask that your compensation reflects that.

Remember this: You are not begging - you are presenting a case. 

And yes, there is another truth we must acknowledge.

5. A Negative Outcome Does Not Mean You Were Wrong To Ask 

Remember that if you never express your aspirations, never highlight your contributions, and never initiate these conversations, there is a good chance your growth will move much more slowly than it should.

That does not mean every request will immediately lead to a salary increase. Sometimes the answer may be “not yet,” or even a straight and disappointing "no." Politely ask for the rationale behind the response and listen for clarity. You can ask what milestones or results would support a future adjustment and work toward those targets strategically. Most importantly, listen to what is said. 

Remember that your promotion or raise does not need to come from where you are. If the response leaves you with less clarity and feeling more under appreciated then that could be your sign that where you are may not be where you should stay. And that is a great outcome of the conversation because if you never asked for what you believed you deserve in light of your contribution to you the business success you would never know how much (or how little) the company values your contributions. 

A final and important comment to make: a raise does not always have to be monetary. It is important to think strategically so that even if a financial raise is not forthcoming there may be other things of value to you that you could negotiate. Other forms of compensation that may be valuable include: 

• Additional vacation or personal days. Time is one of the most valuable resources we have, and many professionals underestimate how meaningful extra leave can be for rest, travel, or personal projects.

• Flexible work arrangements. This could include hybrid schedules, remote work days, or adjusted hours that allow you to better manage family commitments, side projects, or personal wellbeing.

• Professional development support. Your employer may be willing to fund courses, certifications, conferences, or executive education programs that help you build new skills. Over time, those investments can significantly increase your market value.

• Expanded responsibilities or a formal title adjustment. A new title or additional leadership responsibilities can position you for future promotions or salary increases, even if the immediate financial change is not forthcoming.

• Performance-based bonuses. If a salary increase is not possible right away, a structured bonus tied to specific targets may be a workable alternative.

• Mentorship or leadership opportunities. Access to senior leadership, participation in strategic projects, or opportunities to lead initiatives can accelerate your professional growth in ways that are not immediately reflected in your paycheck.

• Equity or profit-sharing opportunities, particularly in startups or smaller organizations where long-term upside may exist.

The trick here is thinking about what could position you well for your next move. 

Bringing It All Together

As we reflect on this week’s #MondayMusing, I encourage you to ask yourself a few questions.

• Have you been documenting your achievements over the past year?

• Do you have clear examples of how your work contributes to the organization’s goals? 

• And if not, what steps can you start taking today to build that evidence?

• Career growth is the result of intentional action, thoughtful positioning, and the courage to speak up when the time is right.

So friends, we would love to hear from you.

Have you ever asked for a raise? What strategies worked for you, and what lessons did you learn along the way? Share your thoughts in the comments. Let’s keep the conversation going.

Until next Monday, remember: With The Right Network Anything Is Possible. Keeping building that network and stay connected with your Konseye community.

Have a blessed week, 

Adejoke