How to ask for a raise

Asking for a raise can be daunting. Particularly in times of economic uncertainty.

Wondering where to start? Here’s what you can do to prepare – and deliver.

5 tips on how to ask for a raise

1. Do your homework

Find the salary range for roles like yours.

• Look within your organization and contact HR. Depending on the size of your company, HR might have criteria that supports the salary band for your role – and the roles you aspire to. This knowledge will help you understand where your current salary lands on the scale. HR may also have set criteria to justify a raise: perhaps you’ll need to brush up on certain skills before you can level up.
  
  
• Research what other companies are paying for similar jobs. You can find this information on sites like Glassdoor or by talking to a recruiter.

If you discover you’re being paid fairly for your current role, consider working towards a promotion to get that raise.

Also, be mindful of your timing. Performance reviews can be an ideal moment for conversations about compensation and career growth.

2. Keep track of your top contributions

It might seem tedious, but it can be helpful to keep a log of positive feedback and successful project outcomes – including specific metrics and proof points, if possible.

As corporate trainer Cher Jones suggests, “Keep a PowerPoint document on your desktop. Whenever something awesome happens, e.g., a ‘big win,’ you can drop a screenshot into your PowerPoint.”

The most important thing? Connect your contributions to specific business goals and outcomes.

For example, when you’re preparing for a performance review, consider contextualizing your key accomplishments via the SAR method (situation, action, results).

So, for each accomplishment, you could quickly clarify:

• The situation – where did this win originate? What was the key challenge?
• The action(s) – what strategies and tactics did you use?
• The results and metrics – how did this move the needle?

3. Be authentic

Your leader knows you and your demeanour. When asking for a raise, it’s important to be true to yourself while still presenting a professional and confident image.

Here’s how you can strike that balance:

• If you’re normally polite and pleasant, maintain that approach. Suddenly adopting a different tone may come across as inauthentic, and astonish rather than impress.
  
• Be honest about your motivations. Of course, you want to focus on the value you bring to the company – but it’s ok to mention personal factors (like cost-of-living increases).
• Be yourself. You’ll be more comfortable and ultimately more convincing.

4. Practice the conversation

Practice (but don’t over-rehearse) with family and friends until it feels natural. “That way you’re not saying those words for the first time when you have your meeting,” Jones says.

If you’re still nervous, you can:

• Prepare notes to make sure you cover your key talking points; but allow room for natural conversation.
• Psych yourself up for the meeting – or calm yourself down, via deep breathing.

Be sincere and upfront about your discomfort. Your genuine reactions can build trust and demonstrate your ability to handle challenging conversations. When you're at the table – virtually or in person – use "we" language to emphasize shared goals. Aim to offer solutions that address both your needs and the company's.

5. Watch your body language

“Make sure your non-verbal cues are aligned with what you’re saying,” says Karlyn Percil, a Toronto-based life coach.

For example:

• Stand up (or sit up) straight and don’t slouch.
• Maintain eye contact when speaking to your leader.
• For more on the power of body language, see what psychologist Amy Cuddy has to say.

If your leader turns down your request, stay positive and gracious. Thank them for their time and consideration.

If the answer is “I’d love to, but a monetary raise just isn’t possible this year” – you could ask about alternate forms of compensation. For example: additional vacation days, or professional development opportunities.

You might also ask about the areas you could improve to increase your chances of receiving a “yes” in future. This approach spotlights your professionalism and commitment to growth.

How to overcome the “ambition penalty”

You may have heard that asking for a raise can potentially come with negative consequences.

In certain workplaces, there’s an “ambition penalty”. People, and women in particular, sometimes receive different responses when they show ambition or assertiveness. The same behaviour can be read differently, due to social or cultural norms.

Here are a few ideas for how to address this challenge.

• Connect your professional goals to company objectives

During performance reviews, tie your career goals to your team’s objectives and key results (OKRs). When you're pitching new ideas, make sure to highlight how they align with the company's priorities. Talk about your professional growth in terms of how it can help the team succeed and drive innovation within the organization.

• Find mentors and build strong professional networks

Get out there and attend industry conferences, join professional associations, and volunteer for committees. Don't be shy about scheduling coffee chats with colleagues from different departments. If there are senior leaders you look up to, reach out and ask for informational interviews or mentorship.

• Take on high-visibility projects and responsibilities

Volunteer to lead cross-functional initiatives, committees or task forces. Offer to present your team's work at company-wide meetings. Take on challenging assignments that address critical business needs and propose new projects that align with strategic priorities.

• Address problems when you come across them

If you're interrupted in a meeting, calmly say, "I'd like to finish my thought before we move on." Be clear and use "I" statements. For example, "I noticed that I wasn't included in that decision. Can you help me understand why?" If you see recurring issues, reach out to your manager and mentors.

• Lead with facts not emotion

If you face unfair or untrue assumptions, respond with facts. Listen actively to what’s being said and make sure it’s clear for everyone. For example, you could say, “If I understand correctly, you see the situation as […] Is that right?” Then follow up with the facts – relevant data, key information, specific times or dates, and so on. Keeping your cool may be challenging, but it will show your absolute professionalism. In the moment, deep breathing can help.

• Pay it forward

In meetings, reinforce good ideas from coworkers by saying things like, "I agree with Sarah's point about..." Consider creating a peer group in your organization to share experiences and strategies. Mentor junior colleagues and provide opportunities for their growth. And don't forget to nominate deserving colleagues for awards, promotions, or high-profile assignments.

• Advocate for yourself

Globally, women earn less on average, regardless of their role or education level. This also applies to Canada. Life coach Karlyn Percil believes that every Canadian woman should consider researching her salary and having a conversation with her leader.

At the end of the day, asking for a raise can be awkward. But it can also be empowering, even if the answer’s “no” or “not right now”.

How you approach this conversation is key: before, during and after. It will be informative for you – and for your leader.