A data-backed guide to negotiating a mid-year or annual salary increase -- including what to say, when to ask, and how to handle pushback.
67% of employees believe they are underpaid relative to the market. Less than 37% have ever asked for a raise. Of those who do ask, more than 70% receive either the full amount or a partial increase.
The math is simple: asking works. Not asking, by definition, doesn't.
A raise conversation without data is a wish. A raise conversation with data is a negotiation.
Step 1: Research your market rate
Use multiple sources:
Step 2: Quantify your contributions since your last raise
Build a "value document" -- not your job description, but your specific impact:
Step 3: Identify your ask
Be specific. "I think I deserve more" is not a number. "Based on my market research and the scope expansion over the last 18 months, I'd like to discuss a 20% increase to Rs X" is negotiable.
Opening (don't bury the lead):
"I'd like to talk about my compensation. I've been with the company for [X] and feel I've significantly expanded my scope and impact since my last review. I've also done market research that suggests my current salary is below the band for my level and responsibilities."
Making the ask:
"Based on both the internal scope change and external market data, I'd like to discuss increasing my base salary to [specific number]. I believe that accurately reflects the work I'm doing and keeps my compensation competitive."
Presenting the evidence:
Come with the value document. Reference 2-3 specific projects and their outcomes. Don't make the manager guess what you've done.
Best times:
Worst times:
"The budget is frozen."
"I understand. Can we agree on what a raise would look like when budget opens, and what I need to demonstrate between now and then? I'd like to get it in writing as a commitment for the next cycle."
"You're already at the top of your band."
"That's useful context. Can we discuss a title change that moves me into a new band, or a timeline for when that conversation makes sense?"
"We give raises based on performance reviews, not individual requests."
"I understand the process. I'd like to ensure my manager's review accurately reflects the scope and impact I described. Can we align on the write-up before the cycle closes?"
"Let me think about it."
Set a follow-up date before leaving the meeting: "Of course. Can we schedule a 15-minute follow-up for [specific date] to continue the conversation?"
At many tech companies, raises are capped within a band. The biggest compensation jumps come from promotions, not raises. If you've reached the ceiling of your current band, the conversation should be about promotion -- not a raise alone.
Ask directly: "Am I at the top of my current band? If so, what does the path to the next level look like, and when could that happen?"
How much should I ask for?
Market data + 10-15% is a reasonable anchor if you're below market. If you're at market, 8-12% is typical for a strong annual review. If you have an outside offer, use the actual delta.
Can asking for a raise hurt me?
At a reasonable company with a reasonable manager: no. If it does, that's important information about the company's culture.
Should I mention I have another offer?
Only if you're genuinely willing to take it. If you're bluffing, don't -- it will likely be called.
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