How to Ask for a Raise During Performance Review: A Step-by-Step Guide in 2025

Introduction: How to Ask for a Raise During Performance Review

Performance reviews are comes with a mix of emotions due to anticipation, nervousness, and hope. But apart from the feedback on your work, they will offer you a golden window to get feedback for your professional growth. If you’ve ever wondered how to ask for a raise during performance review without feeling awkward or confrontational, you’re in the right place. When you are in a position to speak about your work then obviously management will listen. This guide will walk you through the exact process of timing, strategy, communication, and mindset to plan and ensure you make the most important case for the raise that you deserve.

Negotiating salary isn’t just all about numbers; its all about the art of storytelling. It’s about letting them know your value, your growth, and your potential. Let’s dig deep into the art and science of making the ask as a valid concern.

Why the Performance Review is the Perfect Time to Ask for a Raise

A performance review is one of the less moments in a professional life where the spotlight is solely on your achievements, your strengths, and your areas for growth. It’s already a platform for discussing your contributions, which makes it a natural way into a conversation about your pay.

Here’s why this timing works so well:

• Structured Conversation: During reviews, managers are primed to discuss about your performance and future opportunities.
• Documented Achievements: Your work is formally assessed, giving you the concrete talking points to discuss.
• Budgeting Cycles: Raises are often tied to fiscal planning, which usually coincides with review periods.
• Focus on Development: Conversations about your growth is often included in the discussions of rewards for past contributions.

Rather than feeling like you’re interrupting or springing a surprise request, asking for a raise during your performance review feels appropriate with proper timing.

Preparing to Ask for a Raise During Performance Review

Preparation is half the battle. Going to review armed with information and confidence can turn a nerve-wracking conversation into a rewarding one. You should come up with the facts and numbers to discuss about your raise and growth opportunities.

Research Salary Benchmarks

Knowledge is ultimate weapon one should have. Use the online compensation tools like Glassdoor, PayScale, Indeed Salaries, and LinkedIn Salary Insights to find approximate compensation for your role in your jurisdiction. Don’t just rely on a single source, gather data from multiple platforms to get a clear picture about the compensation for your role in various companies.

Consider factors like:

• Years of experience
• Specialized skills or certifications
• Company size and industry standards

Having this information at your fingertips not only boosts your confidence but also shows your manager that your request is grounded in reality, not wishful thinking.

Document Your Achievements

Think like a lawyer building a case. Gather concrete evidence of your impact:

• Quantify Results: Numbers are hard to argue with. Think percentages, revenue figures, efficiency metrics.
• Qualitative Wins: Positive feedback from clients or leadership, successful mentoring, and leadership roles also matter.
• Awards or Recognition: Any accolades or shoutouts from senior management can strengthen your case.

Practice Your Pitch

How you say it is almost as important as what you say. Practice your request out loud. Role-play with a friend or mentor. Focus on being concise, positive, and assertive without sounding entitled.

Ask yourself:

• Does my pitch focus on the value I’ve created?
• Do I sound confident yet collaborative?
• Have I anticipated potential objections?

Building Your Case: How to Frame the Raise Conversation

Knowing how to ask for a raise during performance review means framing the conversation around value, not need.

Focus on Value, Not Personal Need

Refrain from bringing up personal financial objectives or growing living expenses. Executives and managers base their choices on business requirements rather than subjective feelings. Your contribution to the company’s success is your best defense.

Example:

“Over the past few years, I’ve consistently exceeded all my KPIs, resulting in a 20% increase in department efficiency.”

This approach should focus on tangible outcomes which should be shown in the overall performance, not personal circumstances.

Tie Your Achievements to Company Goals

Show that you’re not just excelling in isolation but that your work is actively helping the company forward.

Example:

“By leading the product launch, which opened a new market segment for growth, I directly contributed to our Q3 revenue spike, aligning with our strategic initiative for market expansion.”

Be Specific and Direct

Ambiguity is the biggest enemy for negotiation. So, please be aware of the number or range you’re aiming for, and state it clearly.

Example:

“Based on my contributions and market standards, I’d like to discuss adjusting my salary to $85,000.”

Confidence is not arrogance but it is key in negotiation.

How to Ask for a Raise During Performance Review:

Here’s your playbook:

Step 1: Express Gratitude

Start on a positive note. Thank your manager for their time, mentorship, and the feedback they’re offering.

Step 2: Highlight Your Achievements

Present your curated list of accomplishments, framed in terms of business value.

Step 3: Share Your Market Research

Mention your research briefly, emphasizing that your ask is aligned with industry standards.

Step 4: Make the Ask

Be direct but courteous. State the amount and your rationale succinctly.

Step 5: Stay Open and Professional

Listen carefully to your manager’s response. Be prepared for questions or a need for further discussion if at all required by the management.

Common Mistakes to Avoid When Asking for a Raise During Performance Review

• Talking About Personal Financial Problems: Stay professional and results-oriented please don’t speak about your personal stuff.
• Lack of Preparation: Walking in without a plan makes you appear unprofessional or moron.
• Emotional Pleading: Stick to the facts, not feelings.
• Threats or Ultimatums: These can damage relationships and backfire which can lead to bad career growth.

Handling Objections and Rejections

Not every “ask” will result in an immediate “yes.” Rejection isn’t a dead end everytime; it’s a roadmap.

Here’s how to handle a “no”:

• Ask for Feedback: “What areas should I focus on to position myself for a raise in the next cycle?”
• Request a Timeline: “Can we set a proper date to revisit this conversation in six months?”
• Inquire About Other Opportunities: If a raise isn’t feasible, ask about bonuses, promotions, or additional responsibilities.

Stay calm, curious, and solution-oriented.

How to Follow Up After the Performance Review

Send a Thoughtful Thank-You Email

Summarize the key points discussed, thank your manager for their time, and reiterate your commitment to excellence.

Set Clear Goals

If you didn’t get the raise, ask to establish clear, measurable goals you can work toward.

Keep a Success Journal

Document achievements throughout the year, so you’re even more prepared next time.

Negotiation Scripts: How to Ask for a Raise During Performance Review

Positive Review Script:

“I appreciate the encouraging comments. Hearing that my work has made such a significant difference makes me very happy. I would like to talk about changing my pay to more accurately reflect my role and impact in light of my contributions and current market rates.

Mixed Feedback Script:

“I appreciate the balanced feedback and am committed to continued growth. Given my contributions over the past year and industry benchmarks, I’d like to discuss the possibility of a salary adjustment as I work on the areas we discussed.”

Budget Constraint Script:

“I understand there may be budget constraints at the moment. Could we explore other ways to recognize my contributions, such as a title change, bonus, or professional development opportunities?”

Additional Tips for How to Ask for a Raise During Performance Review

• Timing Matters: Avoid asking if the company just had layoffs or budget cuts.
• Positive Framing: Keep the conversation about growth and contribution.
• Patience Pays: Sometimes the answer is “yes, but later.” Stay engaged and consistent.
• Nonverbal Communication: Sit upright, maintain good eye contact, and smile.

Real-Life Success Stories: How Professionals Asked for Raises During Performance Reviews

Marketing Manager, NYC:

“During my review, I showcased the metrics from our recent campaign, tying every number to company goals. I presented a brief one-page document summarizing these points. I walked out with a 12% raise and a lot more confidence.”

Software Engineer, Austin:

“I went into my review with a GitHub portfolio update, performance metrics, and direct testimonials from stakeholders. It wasn’t an immediate yes, but two weeks later, I received a 15% salary increase and an expanded role.”

Administrative Coordinator, Seattle:

“I was nervous to bring it up, but I practiced with a mentor beforehand. I focused on how my process improvements saved the company time and money. I not only got the raise but was also put on track for a supervisory role.”

How to Prepare Mentally for Salary Negotiations

• Visualize the Conversation: Mentally rehearse a positive outcome.
• Stay Calm: Deep breathing before the meeting can reduce anxiety.
• Adopt a Learner’s Mindset: Whether you win the raise or not, every negotiation builds valuable skills.

Frequently Asked Questions (FAQ)

Should I Bring Up a Raise If It’s Not Mentioned During the Review?

Absolutely. Your manager may expect you to initiate the conversation.

What If My Company Has a Salary Freeze?

Ask about alternative forms of recognition and set a future date to revisit the discussion.

How Much of a Raise Should I Ask For?

5-10% is reasonable under normal circumstances. If your responsibilities have significantly expanded, 15-20% could be appropriate.

Conclusion: How to Ask for a Raise During Performance Review

It’s a career superpower to know how to ask for a rise during performance review. It demonstrates your self-worth, dedication to your career development, and readiness to make thoughtful and calculated financial decisions for yourself.

You will always stand out if you are prepared, confident, and professional. Furthermore, you have sown the seeds for future opportunities even if the answer isn’t a “yes” at this time.

Recall that standing up for yourself is necessary for the time you are investing in and committing to your role; it is not selfish. You will be prepared to not only hear about your past but also to mould your future into what you have always desired when you enter a performance review the next time.

You deserve this rise, so go ahead and get it! Also read Early Retirement Calculator.