Asking for a raise is one of the most important conversations you'll have in your career, yet 55% of workers don't even attempt to negotiate their salary. That can be a costly mistake, since one 2024 survey found that 82% of people who asked for a raise got one.

The difference between accepting what's offered and advocating for yourself can add up to hundreds of thousands of dollars over the course of your career. But negotiation doesn’t just come down to sliding a number across a desk once a year and hoping for the best. In reality, you’ll be most successful if you build your case over time and approach the conversation strategically.

Here's how to position yourself for success for a salary increase both before and during the negotiation.

Laying the groundwork long before you ask

The strongest raise requests don't come out of nowhere. They're built on months of documented contributions, expanded responsibilities, and visible growth.

Take on extra responsibilities strategically

Don't just do more work. Take on projects that are visible, valuable, and aligned with business goals. Volunteer for cross-functional initiatives, lead high-stakes deliverables, or step into leadership roles when opportunities arise.

The goal is to expand your scope in ways that demonstrate you're already operating at the next level.

Incorporate feedback from previous reviews

If your manager has given you guidance in past performance reviews, act on it. Show that you've addressed areas for development and built on your strengths.

When it's time to ask for a raise, you can point to this growth as evidence that you've taken their input seriously and delivered results.

Participate in optional workplace activities

Things like hackathons, volunteer initiatives, employee resource groups, and company-sponsored events might feel optional, but they build visibility and demonstrate investment in the organization. These activities show you're engaged beyond your immediate role and help you build relationships with leaders who may advocate for you later.

Discuss growth with your manager regularly

Don't wait until performance review season to talk about your career trajectory. Bring up your professional development in one-on-ones throughout the year. Ask what skills or experiences would position you for advancement, and make it clear that you're thinking strategically about your future with the company.

Pursuing continued education to strengthen your case

One of the most effective ways to justify a higher salary is by building skills that increase your value to the organization. If your employer offers education benefits through a program like EdAssist® by Bright Horizons®, take advantage of them.

Earning a relevant degree, certification, or completing specialized training shows you're committed to growing your expertise. It also gives you concrete talking points when negotiating. Instead of just saying you deserve more, you can point to new credentials that make you more effective in your role or prepare you for the next one.

Depending on your employer’s policy, you could access resources through EdAssist like academic coaching to help you identify programs that align with your career goals and fit within your employer's tuition assistance policy. If upskilling is part of your long-term plan, start exploring your options now so you're prepared when the time comes to negotiate.

How to negotiate a higher salary

When the time comes to ask for a raise, here’s how you can prepare.

Research your market value

Before you ask for a raise, you need to know what you're worth.

Use resources like Glassdoor and LinkedIn Salary Insights to research compensation for your role and level of experience in your geographic area. Factor in your years of experience, specialized skills, and any certifications or education you've earned.

Ask for a specific, non-rounded number

When you present your case, avoid rounding your salary request to a convenient number.

Research published in the Journal of Experimental Social Psychology found that using a precise figure instead of a rounded one gives the impression that you're well-informed and confident. Instead of asking for $85,000, ask for $85,400. That specificity signals you've done your homework.

Start the conversation early (and before you need an answer)

Timing matters more than most people realize. Ideally, you should bring up your raise early in the year, before you're desperate for an answer or starting to feel resentful. Even if your boss agrees you deserve more, they often need to negotiate on your behalf with HR or senior leadership, and that takes time.

As a result, you may want to start salary conversations at least three to four months before you need an answer. When you bring it up, ask your manager when you should follow up. That way, you're not asking with one foot out the door, and you have a clear timeline for next steps.

Document your contributions with data

When you make your case, don't rely on vague statements like "I've been working really hard."

Highlight specific accomplishments and quantify your impact wherever possible. Did you improve a key metric? Lead a project that generated revenue? Solve a problem that saved time or money?

Write these down as they happen so you're not scrambling to remember everything when it's time to negotiate. The more concrete evidence you bring, the harder it is for your manager to say no.

Aim high, but stay realistic

The best opening offer is the highest reasonable figure typically seen in comparable positions. This shows you're informed about market rates and confident in your value, without coming across as unrealistic.

Before going in, set a baseline for yourself—which should be the minimum you'd be willing to accept—and then reach for a stretch goal. If you start at the high end of what's reasonable, you're more likely to land in a range you're happy with after negotiation.

Consider the full compensation package

Salary is important, but don't fixate solely on base pay. If your employer can't meet your salary request, consider negotiating for other benefits: a performance bonus, additional paid time off, a flexible work schedule, professional development funding through tuition assistance, stock options, or even a better title.

Sometimes you can achieve the same or better financial benefit by looking at the total value of your compensation package. If the company is constrained by budget or internal equity, these alternatives give you room to negotiate without making salary the only sticking point.

Know your walk-away point

What will you do if the answer is no? Sometimes, the answer is “nothing,” and that’s a perfectly valid option in today’s job market. You can always try again later. But other times, the answer is to find a new job.

The more options you have, the stronger your negotiating position. That doesn't mean you need to have another offer in hand, but it does mean you should think through your next steps.

What not to do when negotiating a raise

Even with strong preparation, certain missteps can undermine your negotiation before it begins. Avoid these common pitfalls.

Don't make it personal or emotional

Phrases like "I really need this because..." or "I can't afford my rent" focus on your circumstances rather than your value to the company. Your employer isn't paying you based on your personal expenses; they're compensating you for the impact you deliver.

Keep the conversation centered on your contributions, skills, and market value.

Don't compare yourself to coworkers

Saying "I deserve a raise because I work harder than Sarah" creates an awkward dynamic and puts your manager in a defensive position. You don't have complete visibility into your colleagues' responsibilities, performance, or compensation. Focus on your own achievements and what you bring to the organization.

Don't ask during a crisis or bad timing

If your company just announced layoffs, missed earnings targets, or your manager is dealing with a major deadline, that's not the moment to request a raise. Pay attention to the broader business context and your manager's bandwidth, as poor timing can signal that you're out of touch with organizational realities.

Don't apologize or diminish your request

Opening with "I'm sorry to bring this up" or "I know this might not be a good time, but..." immediately weakens your position. You're not asking for a favor, even if it feels like that. You're advocating for fair compensation based on your performance, so approach the conversation with confidence, not contrition.

Don't rely solely on tenure

"I've been here for three years" isn't enough justification on its own. Longevity matters, but what matters more is what you've accomplished during that time.

Have you grown your skills? Taken on more responsibility? Delivered measurable results?

Seniority is part of the picture, but it's not the whole case.

Don't accept the first "no" as final

If your manager says they can't approve a raise right now, don't just drop it. Ask what would need to change for them to say yes. Is it a budget issue? A performance concern? A matter of timing? Understanding the reasoning gives you a path forward, whether that's revisiting the conversation in six months or adjusting your approach.

Moving forward with confidence

Negotiating a raise isn't about being aggressive or difficult. You’re advocating for yourself based on evidence. The employees who consistently earn more are the ones who prepare strategically, communicate clearly, and aren't afraid to ask.

If you've been taking on more responsibility, seeking feedback, participating in company initiatives, and investing in your professional development, you've already done the hard part. Now it's time to make sure your compensation reflects the value you bring.

Looking for more negotiation tips? Register for our upcoming webinar on March 25, 2026, where we’ll give you everything you need to unlock your highest salary.