Raises and Promotions: How to Get Paid What You're Worth
Written by Jennifer Martinez, SPHR
HR Executive | Former VP of People at Uber
Last updated: February 2026 | 14 min read
Most employees wait passively for raises and promotions, hoping their good work will be recognized. That approach leaves money on the table. Proactive employees who strategically build their case and ask at the right time earn significantly more over their careers. This guide provides the insider knowledge, timing strategies, and exact scripts you need to successfully advocate for the compensation you deserve.
Understanding How Raises and Promotions Work
Typical Salary Increase Ranges
When to Ask: Timing Is Everything
Best Times to Ask for a Raise
After a Major Win
Launched successful project, landed big client, exceeded quarterly goals. Your value is top of mind.
Budget Planning Season (1-2 months before)
Most companies set budgets in Q4 for the following year. Plant the seed before decisions are made.
After Taking on More Responsibility
New team members, additional projects, expanded scope. Wait until you've demonstrated success in the new responsibilities.
At Your Annual Review (but start earlier)
Reviews are the official time—but start the conversation 2-3 months earlier to set expectations.
Worst Times to Ask for a Raise
During Layoffs or Hiring Freeze
Wait until the company is in better financial position. Asking during cuts shows poor judgment.
Right After Starting (under 1 year)
Unless your role has dramatically changed, wait until you've proven yourself and have leverage.
When Your Manager is Under Pressure
Read the room. If your boss is stressed about their own performance or company issues, postpone.
Building Your Case: The Promotion/Raise Portfolio
Don't walk into a salary conversation relying on your manager's memory of your contributions. Build a documented case throughout the year.
What to Document (ongoing)
- 1.Quantified achievements: Revenue generated, costs saved, efficiency improved, customers retained. Use numbers whenever possible.
- 2.Positive feedback: Emails from clients, colleagues, leadership. Screenshot and save compliments.
- 3.Scope expansion: New responsibilities, team growth, project complexity increases.
- 4.Skills developed: Certifications, training completed, new capabilities acquired.
- 5.Market data: Research showing your role's market rate has increased.
The Conversation: Scripts That Work
Asking for a Raise
Opening Script
"I'd like to discuss my compensation. Over the past year, I've [specific achievement 1], [specific achievement 2], and [specific achievement 3]. Based on my contributions and market research showing the rate for this role is [X to Y], I'm requesting a salary adjustment to [specific number or range]. Can we discuss this?"
Key Elements
- Lead with contributions (not personal needs)
- Be specific with achievements and numbers
- State a specific target (not "I want more")
- Reference market data
Asking for a Promotion
Promotion Request Script
"I'd like to discuss my career trajectory and readiness for the [Target Title] role. Over the past [time period], I've consistently delivered at [higher level], including [example 1], [example 2], and [example 3]. I'm already performing many aspects of the [Target Title] role. What would I need to demonstrate to be considered for promotion to that level?"
Alternative: Ask for the Path
"I'm committed to growing into a [Target Title] role within the next 12-18 months. Can we discuss what specific skills, experiences, or results I would need to demonstrate to earn that promotion? I want to make sure we're aligned on the criteria."
Handling Objections
"We don't have budget for raises right now."
Response: "I understand budget constraints. Can we set a specific timeline for revisiting this—say, next quarter? In the meantime, are there other ways to recognize my contributions, like additional equity, a one-time bonus, or expanded responsibilities with a title change?"
"You're already at the top of your band."
Response: "If I'm at the top of the current band, that suggests I'm ready for the next level. What would I need to demonstrate to be considered for a promotion to [next title] with a higher band?"
"Let's revisit this at your annual review."
Response: "I appreciate that. Can we agree that compensation will be a priority topic at that review? And can you share what specific achievements or metrics I should focus on between now and then to strengthen my case?"
"Your performance hasn't warranted a raise."
Response: "I want to make sure I understand your expectations. Can you be specific about where my performance has fallen short? What would 'raise-worthy' performance look like in concrete terms?"
If the Answer is No: Next Steps
- 1.Get specific feedback
Understand exactly why and what would change the answer. Document this in writing via follow-up email.
- 2.Set a timeline for revisiting
Get commitment to a specific date (e.g., "Let's revisit in 6 months when you've completed X project").
- 3.Explore alternatives
If salary increase isn't possible, negotiate for: bonus, extra PTO, flexible schedule, professional development budget, title change.
- 4.Evaluate your options
If you're significantly underpaid and the company can't or won't address it, begin exploring external opportunities.
Frequently Asked Questions
How often can I ask for a raise?
Typically, no more than once per year unless your role has significantly changed. If you've been given specific milestones to hit, you can ask when those are achieved even if it's sooner.
Should I mention a competing offer?
Only if you're genuinely willing to leave. Using a competing offer as leverage can work but may damage the relationship and mark you as a flight risk. If you do mention it, be prepared to accept it if the company can't match.
What if my company has strict salary bands?
Bands aren't always as rigid as HR suggests. Exceptions happen for high performers and hard-to-replace employees. Focus on promotion to a higher band, or negotiate non-salary compensation like bonus, equity, or additional benefits.
Key Takeaways
- Timing matters. Ask after wins, before budget planning, and when the company is healthy.
- Build your case year-round. Document achievements as they happen, not right before your review.
- Be specific. Lead with quantified achievements and state a specific target number.
- Have a backup plan. Know what alternatives you'll accept if salary isn't possible.
Research Market Rates for Your Ask
Use our salary database to understand what your role commands in the current market before your conversation.
Browse Salary DataData Sources & Methodology
Raise and promotion statistics from WorldatWork Compensation Programs and Practices Survey, Mercer Total Remuneration Survey, and SHRM research. Scripts refined through 15+ years of HR executive experience coaching employees through compensation conversations.
About the Author
Jennifer Martinez, SPHR is a Senior Professional in Human Resources with 18 years of experience in tech and finance. She served as VP of People at Uber and has led HR teams at multiple growth-stage companies. Jennifer has coached thousands of employees through salary negotiations and promotion conversations from both sides of the table.