You’ve been working hard all year. You’ve taken on extra projects. You’ve delivered results. You’re proud of what you’ve done. Then your manager calls you in for “the conversation.”
“We’re really happy with your performance. We’re offering you a 3% raise.”
You feel your stomach drop. 3%. When everyday expenses have increased and your responsibilities have grown, a small raise can feel less like progress and more like standing still. You want to say something. But you don’t want to sound ungrateful. You don’t want to seem difficult. You don’t want to make it weird.
So what do you say?
You negotiate. But you do it strategically, without burning bridges or sounding entitled. Here’s exactly what to do — and what to say — when your raise doesn’t meet your expectations.
Quick Answer: What to Do When Your Raise Is Too Low
Thank your manager for the offer, ask for time to think it over, then prepare a case based on your contributions and market data. Use a script like: “I appreciate this. However, I’m concerned this doesn’t align with my market value.” If they say no, ask what you need to achieve to revisit the conversation.
What to Do When Your Raise Isn’t Enough
The moment you hear a number that doesn’t match your expectations, your instinct might be to react emotionally. Don’t. Here’s what to do instead.
First, say thank you. Not because you’re satisfied. Because you’re strategic. A simple “Thank you for recognizing my work” acknowledges the gesture and keeps the conversation collaborative.
Second, ask for time. Say something like, “I’d like to take a day to think this through.” This gives you space to prepare your case without feeling pressured to respond on the spot.
Third, prepare your counter. Gather your data. Review your contributions. Know your market value. Then schedule a follow-up conversation to present your case.
Fourth, present your case calmly. Use the script below. You’re not attacking. You’re sharing information.
Should You Accept a Raise You’re Not Happy With?
You don’t need to reject it on the spot. Thank them, ask for time, and prepare your response. Accepting the offer doesn’t mean you can’t revisit it. But rejecting it immediately can create tension before you’ve had a chance to make your case.
Most raises are proposed, not finalized. Depending on your company’s process, there may still be an opportunity to discuss the adjustment before it becomes final. The key is to stay professional and collaborative throughout the conversation.
Before Asking for More Money, Build Your Case
You can’t just say “I want more.” You need to show why you deserve more. Here’s how to build a case that’s hard to ignore.
Review how your role has changed. Have you taken on new responsibilities? Are you managing people now? Have you led projects that weren’t in your original job description? These changes justify a higher salary.
Document your achievements. Write down specific wins from the past year. Use numbers where you can. “I increased sales by 15%” is stronger than “I did a good job.” “I led the newsletter launch and grew our open rate to 40%” is concrete. “I worked hard” is not.
Compare your salary with the market. Use sites like Glassdoor, Payscale, LinkedIn Salary, or the Bureau of Labor Statistics. Know what people in your role, in your industry, in your city are making. This gives you an objective anchor for your request.
For example, imagine an employee who realizes their role has expanded from individual contributor to team leader. By documenting those added responsibilities and comparing market salaries, they can build a stronger case for a compensation review.
How to Ask for More Without Sounding Ungrateful
This is the moment. You’re in the room. You’ve thanked them. Now you need to state your case.
Use this script:
“Thank you for this. I appreciate the adjustment to my compensation. However, I’m concerned that this doesn’t align with my market value. To be clear, I love this job, and I’m really proud of how I’ve handled increasing responsibilities in the past year — like [specific achievement 1] and [specific achievement 2]. Based on my market research, a [X to Y]% increase would be more appropriate for someone with my skill set.”
Notice what this script does:
- It starts with gratitude. You’re not attacking.
- It names the disconnect. You’re not saying “this is too low.” You’re saying “this doesn’t match my value.”
- It lists your contributions. You’re earning your ask.
- It gives a specific number. You’re not just asking for “more.” You’re asking for something concrete.
This script works because it’s about data and value, not emotion and entitlement.
Exact Script to Use When Your Raise Is Too Low
Here are three variations of the script, depending on how your manager responds.
If you want to sound appreciative (the opener):
“Thank you for recognizing my work this year. I really appreciate the gesture.”
If you want to ask for reconsideration:
“I was hoping we could revisit the increase. Based on my research and my contributions this year, I believe a [X]% adjustment would be more reflective of my value.”
If they say budget is limited:
“I understand budget constraints. Could we discuss what milestones would justify another adjustment in the next six months?”
How Much More Should You Ask For?
There’s no single number that works for everyone. But here’s a framework to help you decide.
Consider inflation. When everyday expenses are rising, you’re not just asking for a raise — you’re asking to maintain your purchasing power.
Consider promotion. If your role has significantly expanded, you’re not asking for a cost-of-living adjustment. You’re asking for a promotion bump. That’s different.
Consider your market gap. If your research shows you are significantly below market range, your conversation may focus less on inflation and more on correcting a compensation gap.
Someone who simply receives a cost-of-living adjustment may approach the conversation differently from someone whose role has expanded significantly. The first person might ask for inflation. The second person might ask for a promotion. Know which category you’re in.
What If Your Boss Says No to Your Raise Request?
Sometimes the answer is no. Here’s how to handle the most common objections.
Objection: “There’s no budget.”
Reply: “I understand. Could we set a timeline to revisit this in three months?”
Objection: “Everyone received similar raises.”
Reply: “I understand. I’d still like to discuss how my responsibilities compare with my current compensation.”
Objection: “Maybe next year.”
Reply: “What goals would you like me to achieve to make that conversation easier next year?”
Notice the pattern. You’re not arguing. You’re not pushing. You’re asking for clarity and a path forward.
Mistakes to Avoid When Negotiating a Raise
These common mistakes can undermine your request.
❌ Complaining about inflation only. Inflation affects everyone. It doesn’t explain why you deserve more. Always connect your request to your specific contributions.
❌ Comparing yourself to coworkers. That’s a fast track to resentment. Never say “So-and-so makes more than me.” It makes you look petty and uninformed.
❌ Threatening to quit immediately. Unless you have another offer and you’re ready to walk, don’t make threats. It damages trust and rarely works.
❌ Saying “I deserve more.” That’s personal. Use data instead. “Based on my market research” is stronger than “I think I deserve.”
Is It Worth Negotiating After Receiving a Raise?
Yes. Always.
Here’s the thing about making it weird: it’s always a little awkward at first. But you know what’s weirder? Resenting your job for years because you didn’t ask. You know what’s weirder? Quietly quitting because you feel undervalued. You know what’s weirder? Leaving for a job that pays what you’re worth and having your boss say, “I wish you’d told us earlier.”
Many employees avoid this conversation because they think asking means they’re ungrateful. But that’s not true. Negotiating a raise is a professional skill. It’s not about being greedy. It’s about making sure your compensation reflects your value.
If you’ve done good work, your boss knows it. They’re not going to fire you for asking for fair pay. They might say no. They might offer you half of what you’re asking for. But they’re not going to think less of you.
The worst that happens is you get a “no.” And even a “no” sends a signal. It tells you where you stand, so you can plan accordingly.
FAQ
Q: What to do when your company gives you a raise and it’s not enough?
A: Thank them first, then say: “I appreciate this. However, I’m concerned this doesn’t align with my market value. Based on my research, X to Y percent would be more appropriate.” Then give specific examples of your work from the past year.
Q: Can you negotiate a raise after it’s already been offered?
A: Yes. Most raises are proposed, not finalized. Depending on your company’s process, there may still be an opportunity to discuss the adjustment before it becomes final.
Q: What if my company truly can’t afford more?
A: That happens. If they say no, ask what you can do to get there. “What would it take for me to be at X by next review?” You’re turning a “no” into a “not right now.”
Q: What if I’m already paid at market rate and I still want more?
A: You can still ask. Frame it around performance. “I know I’m at market rate, but I’m also outperforming in X and Y. I’m hoping to be compensated for that difference.”
Q: Is it ever too early to negotiate a raise?
A: The standard is one year. But if you’ve taken on significantly more responsibility or delivered a major project, you can ask earlier. Just be prepared for a “not yet” and ask what you need to do to get there by the next review.
Q: Should I mention inflation in my raise negotiation?
A: Yes, but don’t make it your only point. Inflation explains why you’re asking. Your contributions explain why you deserve it. Lead with your value. Use inflation as supporting data.
Final Thought
You don’t have to be a jerk to negotiate a raise. You just have to be prepared. Show up with data, a clear sense of your value, and the willingness to ask for what you deserve. That’s not being ungrateful. That’s being a professional. And the best part? Once you do it once, it gets way easier the next time.
