1. Build your case with results
Write one page with your ask, the work you own now and three contributions you can prove. Focus on what changed because of your work, not just how busy you have been.
For each result, name the part you personally delivered and add evidence you can show, such as a completed project, a report or feedback from the people who use your work. Show responsibilities you have taken on beyond your original role.
Use real numbers when you have them. If you cannot verify a number, describe the result clearly without inventing one.
2. Know your market number
Compare published salary ranges for roles with similar responsibilities, experience and location. Check the date of each source and whether the range is base salary or includes bonus and other compensation.
Write down the range, where you found it and why the roles match your work. Choose a specific salary to request that you can explain with both your role and your results. A different job title alone is not a fair comparison.
If your employer has pay bands, ask which band applies to the responsibilities you now own. Do not treat a published range as a promise of what your employer will pay.
3. Pick the timing
Ask your manager when compensation decisions are made, when the budget opens and who approves a raise. Request a dedicated meeting before that decision is final rather than squeezing the ask into a busy update.
Send your one page case ahead of the meeting. Make the purpose clear: “I would like to discuss my responsibilities and compensation. When can we set aside time for that?”
If the current budget is closed, use the meeting to agree on the evidence and review date for the next decision.
4. Script the conversation
Say your number early. Connect it to the responsibilities you own and the results you can show, then leave room for an answer.
Opening: “I would like to discuss moving my salary to [your number], based on the scope I own now.”
Evidence: “These are the results I delivered and the responsibilities I have taken on.”
Pause: “What do you need from me to make a decision?”
This is sample wording, not a promise of a raise. Replace the bracketed words with your own verified number. Practice saying the ask and answering an objection without adding a long explanation.
5. Handle a no with a next step
Find out whether the objection is budget, timing or what your manager needs to see from you. Ask for a concrete answer rather than guessing.
If there is no budget: “When does budget open, and what would need to be true for this number then?”
If you are not ready: “What two things would show you I am ready?”
If the decision keeps moving: “What date can we put on the calendar to review compensation?”
Send a short written recap with the criteria and review date you agreed on. If your manager cannot commit to a date or criteria, record that too. Preparation gives you a clearer conversation, not control over the decision.
Questions before asking for a raise
- What should I bring to a raise conversation?
- Bring your expanded responsibilities and specific contributions. Upper Hand helps organize that evidence into a one page raise or promotion case.
- How do I start the conversation about a raise?
- Say the number in the first minute and connect it to the scope you own now. Decide your ask and next step before the conversation.
- What can I say if my boss says there is no budget?
- Ask when the budget opens, what criteria you need to meet and what date you can put on the calendar to review compensation.
- How can I practice before asking for a raise?
- Boss Pushback Practice lets you choose a manager type and rehearse replies to objections before the real conversation.
- Does Upper Hand guarantee a raise?
- No. Upper Hand helps you prepare your words and practice your response. Your employer makes its own decisions about pay and promotions.