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Osnaživanje, stil i inspiracija spajaju se u svakom izdanju našeg magazina.
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December 6, 2025
Since your last contract amendment, your workload has tripled. You’ve handled the challenge flawlessly — your results are excellent, you meet every deadline, yet your employer still hasn’t acknowledged your effort. It’s clear that it’s time to advocate for yourself and ask for a raise, but how can you do it professionally and confidently, knowing your success is within reach?
Thorough preparation is essential if you want your request for a raise to succeed. The most important tasks are choosing the right moment and determining how much you can realistically ask for. So, how do you do that?
If the company isn’t doing well, it may not be the right time to request a raise. Look around: is the company reducing expenses or laying off employees? Check the news about your employer or your industry. Research the company and review financial reports. Even if the company is financially stable, this background research will be extremely useful when you speak with your manager.
If your manager is currently stressed or overwhelmed, it may not be the right time to negotiate compensation. Ideal moments to ask for a raise include:
a) when you’re entrusted with a new responsibility,
b) when you accomplish a measurable, exceptional result,
c) during annual performance reviews, if you’re confident that management is satisfied with your work,
d) at the end of the fiscal year. Companies often plan budgets for the upcoming year as early as September or October, so don’t wait until December.
Research your current salary and compare it to compensation trends in your industry. Also take into account your location, as it often affects salary ranges. Consider your education, years of experience, time with your current employer, and any specialized skills or strengths you bring to the role. Make a list of your accomplishments and use concrete numbers to illustrate your impact.
A raise of around 10% is considered average or standard. This doesn’t mean you can’t ask for more, but it can serve as a helpful starting point. By combining all the factors above, you should be able to determine the percentage or salary range you want to request.
If you work remotely or your company is based in another city, you may need to send an email. But in most other cases, it’s better to ask for an in-person meeting with your direct supervisor. Here’s why:
Discussing compensation is sensitive, and bringing it up in person demonstrates seriousness. Your tone, body language, and ability to respond immediately give you more control over the conversation.
In a live conversation, your manager can ask follow-up questions, clarify concerns, and share insights. This makes negotiation easier and reduces the risk of misunderstanding.
If you send only an email request, your manager might delay responding or interpret it as less important. Sometimes an email never results in a meaningful conversation.
Scheduling a compensation discussion communicates that you believe in your results and that you’re ready to talk through them professionally and assertively.
When you ask for a meeting, you must be fully prepared for it. Create a clear, concise presentation of your achievements. You may walk your manager through it or simply use it as a reference.
Your accomplishments should be listed in one place, supported by numbers, metrics, or charts. It’s also crucial to include a detailed overview of all additional responsibilities you’ve taken on since your last raise — ideally with an estimate of how many extra work hours they require. All of this should be organized in a clean, written format.
Practice your talking points. This is your moment. You must come across as confident, professional, and self-assured if you want management to respond positively to your request. Decide how you want to open the conversation, and make sure your introduction is concise and answers the following questions:
Why am I asking for a raise?
Why do I believe I’ve earned it?
What accomplishments have I achieved since the last raise?
How many new responsibilities have I taken on?
Prepare for follow-up questions.
It’s very likely that your manager will want more details about your achievements, results, or responsibilities, and that they’ll want to negotiate the amount you propose. In such moments, listen carefully and use phrases like:
“If I understand you correctly, you’re saying that…” or
“Could you tell me more about…”
These help you guide the conversation, avoid misunderstandings, and respond appropriately.
There’s always a possibility that your request is declined. If that happens, ask questions to better understand the decision, such as:
Are there specific skills or achievements you’d like to see from me before increasing my compensation?
Are you satisfied with my overall performance?
Is there a better time for us to revisit this conversation soon?
These questions help you understand where you stand in the company, why your request was denied, and what steps you need to take moving forward. You can also use this experience to prepare more effectively for next time.
Some HR strategists even advise applying for jobs in your field twice a year — even if you’re completely satisfied with your current position. It gives you an exit strategy in situations like this, but more importantly, it helps you stay aware of your true market value.
Regardless of the outcome, asking for a raise is an accomplishment in itself. It shows maturity, a realistic understanding of your strengths, and self-respect. Every time you stand up for yourself, count it as a win.
