Just Started Your Career? Here’s the Right Way to Ask for a Raise
It’s easy to feel like you have to “earn your place” before you even think about asking for more money at work. In fact, if you’re early in your career, asking for a raise might feel bold or even taboo. However, knowing how to approach the conversation can shift how your work is valued.
This list walks through smart, grounded ways to ask for more, without overstepping or over-apologizing.
Understand That Good Work Alone Isn’t Always Rewarded
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Many new employees believe that being reliable and hard-working will naturally lead to better pay. While that can happen, it’s far from guaranteed. If you’re adding value, you’ll likely need to highlight that clearly. Your raise won’t arrive by surprise. It usually starts with you starting the conversation.
Learn the Market Value of Your Role Before Asking
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Before walking into that meeting, check your numbers. Industry salary data, company averages, and even HR departments can help. The goal isn’t just to prove you deserve more, but it’s a way to ensure your ask aligns with industry standards, not just your personal needs.
Wait for the Window, Don’t Force It Open
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If the company is downsizing or budgets are tight, waiting may give your request more traction later. Your best bet is to ask for it after a successful project, during performance reviews, or when you’ve been publicly praised. The timing should make it easier for them to say yes, not give them another thing to worry about.
Practice Making Your Case Out Loud
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Confidence doesn’t come from a spreadsheet. Before the meeting, talk through your pitch with someone you trust. Practicing out loud helps you refine your message, avoid filler words, and project certainty. When it’s time to speak up, you want your ask to land with confidence, not hesitation.
Gather Proof, Not Just Feelings
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Your manager will want more than “I think I deserve it.” Prepare specific, measurable contributions you’ve made: increased sales, improved client retention, handled extra responsibilities. Use data and examples to show your value. Keep the focus on your work’s impact, not personal circumstances.
Don’t Lead With Threats or Ultimatums
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Saying you’ll leave if you don’t get a raise rarely helps, especially early in your career. It can make you seem transactional or disloyal. Even if you are exploring other options, let your loyalty lead. Frame it as curiosity about your future, not dissatisfaction with your present.
Make the Conversation Personal
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Avoid emailing your raise request or dropping it into a team meeting. Ask for a proper one-on-one, and if remote, make it a video call. Conversations about money deserve actual conversation, not a thread of emoji thumbs-ups and awkward silences.
Be Clear and Specific With What You’re Asking For
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Avoid vague requests like “more money.” Be direct about the raise you’re seeking. If possible, name a number that reflects your research and contributions. Saying, “I’d like to discuss increasing my salary by 10% based on my results this quarter,” helps keep the discussion focused.
Show Your Commitment to Growing With the Company
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Managers want to invest in employees who want to stick around. Share your goals for the future, discussing projects you’re excited about, skills you’re developing, and areas where you want more responsibility. Showing long-term thinking reassures them that their investment in you isn’t short-lived.
Be Open to Alternatives if the Answer Is No
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Maybe money’s tight. Maybe you’re too new for a salary jump. That doesn’t make the conversation a waste. Ask what is possible—spot bonuses, training programs, leadership chances. Or ask what boxes you’d need to check for a raise in the near future. Show flexibility without losing momentum.
Ask Mentors or Peers for Perspective Before Your Meeting
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Before you schedule that chat, check in with someone you trust—ideally someone who knows the company or industry. Mentors, colleagues, ex-managers. They might spot blind spots in your pitch or help fine-tune your approach. Outside perspectives can sharpen your case and boost your confidence going into the conversation.
Women and Underrepresented Workers Must Advocate Early
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The wage gap doesn’t close on its own. Research shows many entry-level offers start low, and those who don’t negotiate may be underpaid for years. If you’re a woman or person of color, speaking up early can set a new tone. Your future earnings may depend on today’s ask.
Avoid Comparing Yourself Directly to Coworkers
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It’s tempting to say, “I do more than John, and he gets paid more.” But comparison rarely goes over well. Raises should be based on your value, not on someone else’s paycheck. Keep the focus on your growth, your results, and your path forward.
Prepare for Follow-Up, Not Just the Initial Ask
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If you hear “not now,” don’t drop the subject forever. Ask what milestones they’d want to see. Then keep tabs on your wins, revisit the topic in a few months, and follow through. Persistence without pestering can be more persuasive than any single pitch.
Maintain Professionalism No Matter the Outcome
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Whether the answer is yes, no, or “not now,” thank your manager for the conversation. Showing maturity, grace, and drive keeps your reputation intact and could influence decisions later. Even a “no” today can become a “yes” tomorrow if you handle it well.