How to ask for a raise

In the modern world of work, knowing how to ask for a pay raise often remains a dreaded step. Yet it is also one of the best ways to enhance your career, your commitment, and your contribution. The key lies in preparation, timing, and a solid argument. Between us, simply asking is not enough—you have to sell yourself with tact and confidence. If you want to make this approach successful, here’s how to proceed to convince your employer and get your value recognized.

When and how to choose the best time for a raise request

Timing is anything but a detail in the success of your salary claim. If you wonder when to ask for a raise, the answer is as strategic as it is simple. The best period? After concrete successes or during the official annual review. The idea is to take advantage of a moment when your work is visible and management is evaluating your role in the company.

• After a major success: for example, the completion of a complex project or the closing of an important contract. Your employer will then have a clear view of your contribution.
• During the annual performance review: this is often when salary discussions are planned. You can prepare your arguments for this occasion.
• After taking on new responsibilities: if your role has expanded, your salary should follow that evolution.
• Following training or certification: this demonstrates your commitment to professional development.

Invoking these periods shows that your request is not an emotionally driven demand, but a logical step in your career progression. And you’re probably thinking that the worst moment is when the company is going through a difficult period or a tense economic context. And you’re right. Asking for a raise in the middle of a crisis, or after a poor financial report, can seem misplaced and risky. The reaction? Read the situation carefully, then prepare your move to avoid putting unnecessary pressure on things.

How to prepare the raise argument to convince effectively

It’s no secret: to get what you want, the way you present yourself matters as much as the content of your request. The famous raise argument must be rock solid. In fact, the key is to prove your concrete contribution to the company. Between us, your employer won’t give you a cent just because you ask for it.

• Gather quantifiable results: explain how you improved productivity, reduced costs, boosted customer satisfaction, or increased revenue.
• See your impact in numbers: for example, “I helped increase our sales by 15% in 6 months, which represents €200,000 in additional revenue.”
• Show your commitment: if you have taken on responsibilities or obtained a certification, that is a point to highlight.
• Compare with the market: a salary study shows that your pay is below the standards for your position and region.

You can also rely on specific examples where you exceeded expectations or took major initiatives. The more concrete your argument, the harder it is to ignore. And beware, don’t just lay everything out: favor synthesis and logic. Remind them of your responsibilities, detail your results, then state your request while positioning yourself as an ally in the company’s success.

Key figures to set your raise target

Entering a salary claim without knowing your own value is like playing roulette. Before asking, find out what others in your role are actually worth. The common raise range for solid performance is around 5 to 10% in 2025, according to a SHRM study. If you have delivered exceptional results, you can aim higher, up to 15 or 20% in the case of a promotion or taking on new responsibilities.

Situation	Percentage increase
Standard performance	5 to 10 %
Exceptional results or promotion	10 to 20 %
Change of position or strategic role	15 to 25 %

You can also use this formula to set your target: take the market average, then add 2 or 3 points based on your specific contribution. This gives you a solid and credible basis, avoiding asking for too much or not enough.

How to approach the discussion during the salary interview

It’s not enough to send an email to get results. The way you present your raise request during the interview can change everything. The ideal? Adopt a confident posture, but not arrogant. You want to be perceived as credible, not cocky. The objective is to establish a real dialogue with your employer.

1. Be prepared: have your argument, concrete results, and desired salary range in mind.
2. Adopt a positive attitude: with a natural smile and steady eye contact, show that you are confident without forcing it.
3. Use appropriate corporate language: speak of recognition at work, professional development, contribution to growth.
4. State your request clearly: avoid rushing or ambiguity. For example: “After contributing to X, Y and Z, I would like us to consider a revaluation of my position.”
5. Propose a constructive exchange: “I am open to your feedback and flexible if needed, but I would like us to find a solution that is satisfactory for everyone.”

To strengthen your credibility at this stage, don’t forget to make a concise presentation of your results, and show how your role has evolved. The tone should be calm, professional, but firm. This is a negotiation, not a plea. To help you, here is an effective technique for negotiating salary.

Effectively handling a refusal or failure during the interview

When faced with a refusal, there’s no need to panic. You can keep moving forward. First, remain professional and don’t show your disappointment. A mature behavior will strengthen your credibility. Then, ask for concrete ways to improve your value and come back later.

• Ask for precise feedback: “What skills or results can I improve to obtain this raise next time?”
• Propose a timeline: “Can I come back in six months with concrete results?”
• Work on your improvement areas: training, responsibilities, key projects.
• Be patient and persistent: every failure is a step toward success. Most winning negotiations take place over time.

In the meantime, diversify your lessons, for example by consulting our complete guide on the negotiation technique for dealing with a categorical refusal. Perseverance is often the key to turning a “no” into a “yes” in a few months.

Critical mistakes to avoid during a salary interview

Those who want to negotiate their salary should also know the pitfalls to avoid. The slightest mistake can cost you credibility and opportunities. Among others, avoid starting with blame or making threats to leave. This kind of approach is counterproductive and undermines your claim.

• Not preparing your argument: arriving without numbers or concrete facts is a sure route to failure.
• Being too aggressive or insistent: negotiation must be done with respect. Provocation or reproaches have no place.
• Forgetting to consider the company’s situation: if it is going through a difficult period, your claim must be adapted.
• Ignoring market practices: asking for an amount disconnected from local or sector standards will drive your interlocutor away.
• Negotiating without documents or proof: no employer will concede if you cannot show that your salary is below the average or that you have measurable results.

How to track and secure gains after an accepted request

Once your raise is obtained, the final step is to secure that recognition and continue to progress. The only way? Formalize the agreement in writing to avoid any misunderstanding. Then, continue to prove your value to prepare your next move.

Actions	Objective
Send a confirmation email	Definitively close the interview by laying the groundwork for follow-up
Set a review meeting	Regularly analyze the impact of the raise on your duties
Continue developing your expertise	Keep your profile attractive and credible for future negotiations
Document your successes	Prepare your next claim with complete peace of mind

Because don’t forget: in the context of 2025, companies are more than ever looking to retain their talent. Recognition also translates into development prospects. Maintain a trusting relationship with your employer, and don’t wait for your salary to become obsolete or underpaid. Proactivity and constant market monitoring are the path to lasting professional fulfillment.