How to Ask for a Raise or Promotion in English

Who This Guide Helps

You need a confident compensation request script backed by measurable impact.

Most communication failures happen under deadline pressure. A structured workflow reduces risk and improves response quality quickly.

Quick Verdict

Strong raise requests anchor on impact, market context, and a clear ask.

Last validation checkpoint: 2026-02-23

Case Building

A raise request is only as strong as the evidence behind it. Before you write a single sentence, build your case across three dimensions: quantifiable impact, scope growth, and market benchmarks.

Quantifiable impact means translating your work into numbers your manager and their manager care about. Revenue influenced, costs reduced, time saved, error rates lowered, customer retention improved—these are the metrics that justify compensation changes. Example: 'Since January, I've led the migration project that reduced deployment time from 3 hours to 40 minutes, saving approximately 12 engineering hours per week.' If your role is hard to quantify directly, use proxy metrics: projects delivered on time, team members onboarded, processes documented, or stakeholder satisfaction scores.

Scope growth means documenting how your responsibilities have expanded beyond your original role. Compare your current job description to what you actually do. Are you managing people who were peers when you started? Are you leading cross-functional projects that were not in your initial scope? Are you the go-to person for a domain that did not exist when you were hired? Write these down with specific examples: 'I now lead vendor negotiations for all three product lines, a responsibility that was previously handled by the Director of Ops.'

Benchmark support means knowing what the market pays for your current role and scope. Use sources like Glassdoor salary research, Levels.fyi, Payscale, or industry salary surveys. If you are an offshore professional, benchmark both your local market and the employer's market—many distributed companies peg compensation to a blended range. The Bureau of Labor Statistics publishes wage data that can help anchor these comparisons. Present this data neutrally: 'Based on [source], the market range for this role and scope is $X-$Y. My current compensation falls at the lower end of that range.'

Assemble all three into a one-page document for your own reference. You will not send this entire document—but having it prepared means you can pull specific data points into your email or meeting conversation without fumbling.

Email and Meeting Script

The most effective approach combines a short email to request the conversation with a prepared script for the meeting itself. Here is how to structure both.

The email should request a meeting, not make the full case. Keep it to four sentences: 'Hi [Manager], I'd like to schedule 20 minutes to discuss my compensation. Over the past [time period], my role has expanded significantly, and I want to make sure my comp reflects the current scope. Would [date] or [date] work? Happy to find another time if those don't fit.' Do not apologize, do not over-explain, and do not bury the request in small talk. Phrases like 'I'm sorry to bring this up' or 'I hope this isn't a bad time' undermine your position before the conversation starts.

For the meeting, use this script structure. Open with framing (15 seconds): 'Thanks for making time. I want to talk about my compensation in the context of the work I've been doing over the past [period].' Present your case (2-3 minutes): Walk through your top two or three impact points and scope changes. Use specific numbers and examples from your case-building document. Keep each point to two sentences. State the ask (15 seconds): 'Based on this and the market benchmarks I've reviewed, I'd like to discuss moving my salary to [specific number or range].' Be direct. Naming a number is not aggressive—it is professional. Vague asks like 'I'd like to be compensated fairly' give your manager nothing to work with.

After stating your ask, pause. Let your manager respond. Do not fill the silence with qualifications or walk-backs. If they need time, that is a normal and reasonable response. Follow up the meeting with a brief email summarizing what was discussed and any agreed next steps—this creates a paper trail and shows professionalism.

If the Answer Is Not Yet

A 'not yet' is not a no—but only if you convert it into a concrete plan. The worst outcome is accepting a vague deferral like 'let's revisit this later' or 'maybe next quarter' without pinning down what needs to happen. Here is how to handle it.

In the moment, respond with understanding but ask for specifics: 'I appreciate the transparency. So I can plan on my end, could you help me understand what milestones or outcomes would make this a yes at the next review? And when would that review happen?' This question does two things: it shows maturity and it forces your manager to articulate criteria rather than leaving the decision ambiguous.

If your manager gives general feedback like 'take on more leadership' or 'show more impact,' translate that into measurables: 'Would leading the Q4 platform migration and delivering it on schedule be the kind of leadership milestone you're describing? And if I do that successfully, can we schedule a compensation review for January?' Getting explicit agreement on the criteria makes the follow-up conversation much easier because you can point to a shared commitment rather than making a fresh case from scratch.

After the meeting, send a follow-up email confirming the milestones and timeline: 'Thanks for the conversation. To confirm, we agreed I'd focus on [milestone 1] and [milestone 2] over the next [timeframe], and we'll revisit compensation in [specific month]. I'll plan to set up that follow-up in [month]. Let me know if I've captured this differently from your understanding.'

Track your progress against the milestones in a simple document. Ask a Manager strongly recommends documenting these commitments in writing. When the review date arrives, send a brief, evidence-based follow-up: 'As we discussed in [month], I committed to [milestones]. Here's where those stand: [status]. I'd like to schedule time to continue our compensation conversation.' This approach keeps the commitment alive without being pushy, and it demonstrates exactly the kind of professionalism and follow-through that justifies the raise.

What To Do In The First 5 Minutes

Use this sequence when you are under pressure and need to send a clear message fast.

1. Name the exact outcome you need from the recipient.
2. Choose tone level: neutral, collaborative, or firm.
3. Write the shortest workable version of your message.
4. Add one clear next step and one concrete deadline.

Step-by-Step Workflow

Follow these steps in order. They are designed to reduce rework and avoid avoidable tone mistakes.

1. Frame context in one line: Provide only the minimum context required for decision quality. Extra context can dilute urgency and clarity.
2. State request in actionable language: Use verbs tied to deliverables: confirm, approve, review, send, decide, or align.
3. Protect relationships with wording: Avoid blame framing. Use shared-goal language and focus on constraints, tradeoffs, and outcomes.
4. Close with execution clarity: Include owner, due date, and what happens next if no response arrives.

Raise Request Email

Start with this structure, then edit for your company context and recipient seniority.

Hi [Manager],

I would like to schedule time to discuss compensation based on expanded scope and measurable results over the last [period].

Key outcomes include:
- [Outcome with metric]
- [Outcome with metric]

Would [date options] work for a discussion?

Common Mistakes And Fixes

• Mistake: Writing from emotion instead of intent
  Fix: Draft quickly, pause, then edit for neutral business language.
• Mistake: Using vague urgency
  Fix: Specify timeline, decision needed, and consequence of delay.
• Mistake: Ending without ownership
  Fix: Assign owner and date in the closing line.

Decision Signals

If most of these signals are true, your message is likely ready to send.

• The message can be answered quickly.
• No sentence can be read as personal criticism.
• The next action is explicit and time-bound.
• Escalation path is clear if blocked.

Completion Checklist

• Message starts with context and outcome.
• Request is specific and actionable.
• Tone is respectful and confident.
• Owner and deadline are explicit.

Apply This Next

Use this sequence to turn this guide into repeatable behavior at work.

• Open the cluster hub: Workplace Scenarios
• Use the matching tool: Email Tone Analyzer
• Use the matching tool: Slack/Teams Message Polisher
• Next read: How to Sound Confident, Not Arrogant, in Client Emails
• Next read: How to Politely Say No to Your Boss (With Templates)
• Next read: Professional Email Templates Hub
• Browse all resource collections: Resource Hub

How We Evaluated This

Each guide is reviewed against real workplace drafts and cross-cultural communication scenarios.

• Test each guide with non-native and native-English sample drafts.
• Validate tone outcomes on email, Slack, and meeting recap formats.
• Document edge cases where suggestions sound robotic or culturally off.
• Re-check Grammarly pricing and offer claims monthly before updates.

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