How to ask for a raise, and what to do if the answer is no

Many people wait for a raise to be offered, and many of them wait a long time. Managers are busy, budgets are tight, and the people who ask clearly and calmly are often the ones who are heard. Asking for a raise is a normal part of working life, and doing it well can strengthen your relationship with your manager rather than strain it.

Choose the right moment

Timing matters. Good moments include:

• During or just before your company's appraisal cycle, when budgets are being decided
• After you have completed a significant project or taken on more responsibility
• When you have been in the role for a year or more without a review

Avoid asking in the middle of a crisis, right after poor results, or in a passing moment in a corridor. Ask your manager for a short, dedicated meeting.

Build your case with evidence

A raise is easier to give when it is clearly earned. Before the meeting, write down:

• What you have achieved: results with numbers where possible, such as sales closed, costs saved, customers handled or projects delivered.
• How your role has grown: new responsibilities, training others, handling more complex work.
• Positive feedback: messages from customers, colleagues or your manager.

Focus on the value you bring to the business, not on your personal expenses. "My rent went up" is understandable, but it is not a reason the company can act on.

Know your market value

Find out what people in similar roles, with similar experience, earn in your city. Ask friends and contacts in the industry, look at job posts that show salaries, and check salary surveys. This gives you a realistic range and the confidence that your request is fair.

Decide your number

Go into the conversation with a clear figure or range in mind, based on your research. Decide in advance the minimum you would be happy with, so you are not making decisions under pressure.

What to say

Keep it simple, positive and specific.

I enjoy my work here and want to keep growing with the team. Over the past year I have taken on the two new client accounts and reduced our response time by a third. Based on that, and on what similar roles pay in Pune, I would like to discuss an increase to around eight lakh a year.

Then stop talking and listen. Silence can feel uncomfortable, but it gives your manager space to respond.

If the answer is yes

Thank them, and ask when the change will take effect and how it will be confirmed in writing. Make sure you understand whether it is a change to your fixed pay, a bonus or something else.

If the answer is "not now"

This is common, especially if budgets are already set. Ask:

• What would I need to achieve to earn this increase?
• When can we review it again?

Agree on clear goals and a date, and write a short follow-up email summarising what you discussed. When that date comes, you will have a clear, fair basis for the next conversation.

If the answer is no

Stay calm and professional. Ask for honest feedback on how you can grow. Sometimes there are good reasons, and sometimes the company simply cannot or will not pay more. Either way, you now have useful information.

If you consistently deliver more than your role requires and the company cannot recognise that over time, it may be a sign to look at other opportunities. Make that decision calmly, not in the heat of a disappointing conversation.

Consider more than salary

If a pay increase is not possible right now, other things may be: a better title, more responsibility, training, flexible working, extra leave or a clear promotion timeline. These can be valuable and can lead to higher pay later.

Keep a record all year

The easiest way to prepare is to keep a simple running list of your wins throughout the year. When the time comes to ask, your evidence is already ready, and you will be surprised by how much you have done.