How to Ask for a Salary Increase in 2025 (and Get a Yes!)

Many professionals walk into salary negotiations unprepared, relying on tenure, effort, or emotions rather than presenting a compelling business case. Common mistakes include vague requests, poor timing, and lack of justification. All of which make it easy for employers to say no.

Here’s the reality: salary increases aren’t based on how hard you work but on how much value you bring. Instead of treating the conversation as a personal request, think of it as a business proposal. The more you can demonstrate your impact on the company’s bottom line, the stronger your case for a raise.

In this article, you’ll learn how to navigate salary negotiations strategically. We’ll debunk common myths that hold professionals back, show you how to research your market value, and teach you how to time your request for the best results. You’ll also get a step-by-step framework for presenting your case, handling objections, and securing a raise, even if the answer may not be an immediate yes.

Key Takeaways

• Treat it as a Business Proposal, Not a Personal Request: A successful salary negotiation is not based on tenure or how hard you work, but on the quantifiable value and business impact you deliver. Frame your request as a data-backed business case.
• Data is Your Strongest Justification: Before asking, you must do your homework. Research your market value using industry salary guides and peer comparisons. Then, build your case by quantifying your specific contributions in terms of revenue generated, costs saved, or processes improved.
• Timing Can Make or Break Your Request: When you ask is as important as how you ask. The best times to negotiate are after a major, successful project, during the company’s budget planning cycle, or following an excellent performance review.
• A “No” is Not the End of the Conversation: If your initial request is denied, the negotiation is not necessarily over. Professionally ask for specific feedback on what would be needed to earn a raise in the future, explore negotiating for alternative benefits (like a bonus or training budget), and agree on a timeline to revisit the discussion.

Salary Negotiation Myths That Hold You Back

Outdated beliefs keep many professionals from earning what they deserve. Here are some common myths that could be limiting your salary growth:

MYTH 1:
“I should wait for my annual review to ask for a raise.” 

Most companies allocate salary budgets in advance, so waiting until your review means you’ve already missed the best opportunity.

MYTH 2:
“The only way to get a significant raise is to switch jobs.” 

While job hopping can increase your salary, strong internal negotiations can yield similar results without the hassle of starting over.

MYTH 3:
“Bringing up salary makes me seem greedy or disloyal.” 

Advocating for fair compensation shows confidence and awareness of your market value, not greed. Employers expect these discussions, especially from top performers.

Up next, we’ll cover how to research your true worth and build a data-driven argument that employers can’t ignore.

Market Validation: Know Your True Worth

Before you negotiate, you need solid data to back up your request. Many professionals rely solely on salary guides like Glassdoor, but these provide only a general benchmark. A more strategic approach includes:

• Industry standards: Use updated salary reports and recruiter insights. Consider checking the 2025 Penbrothers Salary Guide so you can see if you’re paid fairly.
• Peer comparisons: Network with professionals in your field and check LinkedIn salary insights.
• Competitor salaries: Review job postings and internal hiring trends.

Beyond base salary, consider total compensation, including bonuses, equity, benefits, and career growth opportunities. This gives you a broader understanding of your earning potential.

The Right Timing: When to Make Your Move

Asking at the wrong time can hurt your chances even if you deserve a raise. The best moments to negotiate include:

• After a major achievement: Landing a big client, completing a high-impact project, or exceeding performance targets.
• During budget planning: Companies set salary allocations months in advance. Timing your request before the budget is finalized increases your chances.
• After a strong performance review: Positive feedback puts you in a stronger position to negotiate.

However, avoid asking when the company is facing financial struggles, layoffs, or leadership changes, as these factors can make approvals more difficult.

Building a Data-Backed Case for Your Raise

A raise isn’t given based on need. It’s granted based on business impact. Use the Value Impact Framework to strengthen your case. This framework can be summed up into the following talking points:

• Revenue generation: Sales closed, client retention, upsells.
• Cost savings: Process improvements, efficiency gains, automation.
• Competitive advantage: Brand reputation boosts, market positioning, innovative solutions.

Quantify your contributions with hard numbers. Now that you know the method, we’ll go through specific scripts that you can use in negotiating.

Mastering the Conversation: What to Say & How to Say It

How you frame your request determines the outcome. Avoid over-explaining or justifying your worth. State it with confidence. Remember, you need to practice this so that your negotiation will be worthwhile. Here are some samples that you can build on depending on the situation.

Effective Salary Request Scripts

1. After Leading a High-Impact Project

“Over the past six months, I spearheaded the [project name] initiative, which streamlined our workflow and reduced processing time by 30%, saving the company over ₱X00,000 annually. Given the measurable impact of my contributions and my growing responsibilities, I’d like to discuss adjusting my salary to reflect this added value.”

2. When Taking on More Responsibilities Without a Title Change

“When I joined as a [current job title], my primary focus was [initial responsibilities]. Over the past year, I’ve taken on key initiatives like [new responsibilities], including training new hires and managing vendor negotiations. These efforts have directly contributed to increased efficiency and cost savings. I’d like to discuss a salary adjustment that aligns with the expanded scope of my role.”

3. If Your Salary is Below Market Rate

“I’ve done a thorough market analysis and found that professionals in similar roles with comparable experience and skill sets are earning between ₱X and ₱Y. Given my contributions, such as improving client retention by 20% and launching a new reporting system that reduced errors by half, I’d like to explore a salary adjustment that brings my compensation in line with market standards.”

4. During a Performance Review, Highlighting Tangible Results

“Over the past year, I’ve consistently exceeded my targets, bringing in 15 new accounts worth ₱XM in revenue and leading the redesign of our onboarding materials, which cut training time by 40%. I’m committed to continuing this momentum and would like to discuss a compensation adjustment that reflects my contributions and growth within the company.”

5. If You Have a Competing Offer but Want to Stay

“I genuinely enjoy working at [Company Name] and appreciate the growth opportunities here. Recently, I received an offer from another company with a compensation package that reflects the current market rate for my role. Before making any decisions, I wanted to have an open conversation about whether there’s room to adjust my salary so I can continue contributing at my highest level here.”.

These responses position your request as a business discussion rather than a personal favor.

What to Do If You Get a No

A rejection doesn’t mean the conversation is over. Use it as a setup for future success with this approach:

• Thank your manager for considering your request to maintain goodwill.
• Ask for specific feedback on what would justify a future increase.
• Negotiate alternative benefits like bonuses, remote work flexibility, or learning stipends.
• Set a follow-up plan to revisit the conversation in a few months.

It’s important to be professional and keep calm as this conversation impacts you and your manager, too. Give it time and circle back strategically. 

Earn More or Move On: Take Charge of Your Salary

Salary growth isn’t just about asking at the right time. It’s about building leverage. The strongest negotiators aren’t the ones who wait for a raise; they’re the ones who make companies see their value as non-negotiable. If your current employer isn’t willing to invest in you, others will.

The job market rewards professionals who know their worth and seek out opportunities that align with their skills and contributions. Companies that prioritize competitive pay, career growth, and work-life balance are out there. You just need to find them.

If your salary doesn’t match your impact, it’s time to explore roles where it will. Browse high-paying job openings today and take the next step toward financial growth just like Nicole.

Frequently Asked Questions