How to Ask for a Pay Rise

Let’s face it, talking about money can feel awkward. But if you’ve been consistently crushing it at work, bringing value to your team, and taking on more responsibilities, it’s only fair that your paycheck reflects your efforts. Asking for a pay rise isn’t about being greedy. It’s about being fair. This guide will walk you through the steps to confidently and professionally ask for a raise. Whether you're preparing for your first big ask or want to refine your approach, you’ll walk away with a solid plan backed by industry best practices.

Understanding the Importance of Pay Rise Conversations

Why Talking About Money Is Crucial

Money talks, but only if you’re brave enough to start the conversation. For many of us, the idea of asking for a raise can feel intimidating, like you’re risking your job or putting yourself in an uncomfortable spotlight. But here's the thing. Your employer doesn’t automatically know you want more money. If you don’t ask, you might not get it.

Discussing pay is a natural and essential part of your career. You’re not just working to fill your time. You’re exchanging your skills, time, and energy for income. And if the balance tips too far in the employer’s favour, resentment can build. That eventually leads to burnout or job hunting. A well prepared pay rise conversation isn’t just about more money. It’s about respect, recognition, and staying aligned with your goals.

How Fair Pay Affects Job Satisfaction

Being paid fairly is one of the biggest drivers of job satisfaction. When you know you're being paid in line with industry standards and your contributions, you feel valued. You’re more likely to stay engaged, loyal, and motivated. On the flip side, being underpaid can drain your enthusiasm, even if you love the job itself.

Employers who understand this usually welcome conversations about pay. They want to keep top talent and reward strong performance. But they’re not mind readers. That’s why it’s on you to present your case in a way that’s respectful, data driven, and confident. Let’s talk about how to do just that.

Step 1 – Research and Preparation

Understand Your Market Value

Before you step into your manager’s office, you need to understand how your salary compares to others in your field. And no, it’s not just about Googling your job title. It’s about real benchmarking.

Use tools like SEEK’s salary filter, Indeed Salaries, or Techsalaries.com.au. Enter your role, experience level, location, and industry. Note the average salary range. If you’re performing well and sitting at the lower end of the scale, you’ve got a strong case for negotiation.

Say you're a digital marketer in Melbourne with three years of experience. SEEK might show your role typically pays between $75,000 and $95,000. If you're on $72,000, that’s below market and gives you leverage. But don’t cherry pick. Look at three to five sources, consider cost of living, and land on a realistic range.

Doing this shows your manager you’re not pulling numbers from thin air. You’ve done your homework and that speaks volumes.

Build Your “Brag Sheet” with Clear Wins

A brag sheet isn’t about ego. It’s about proving your value with data. Too often, people say things like “I work really hard.” That won’t cut it.

Instead, write down your wins with measurable outcomes. For example:

• “Increased social media engagement by 30 percent over six months”
• “Saved the company $20,000 by renegotiating vendor contracts”
• “Cut onboarding time from 10 days to 5”
• “Led a team of 10 on a $100,000 campaign”

This not only shows what you did, but how it helped the business. That’s the kind of impact that earns you more money.

Pro tip: Keep this updated year round. That way, you’re always ready when the opportunity comes up.

Define a Realistic and Researched Target Range

Now combine your research with your achievements. You need to walk into the conversation with a number, not just “I want more.”

A three to five percent bump is typical for a standard raise. But if you’re underpaid or taking on more responsibility, you might aim for 10 to 20 percent. For example:

“Based on market data and my recent contributions like [insert win], I’d like to discuss adjusting my salary to $85,000, which aligns with the industry standard for my role.”

It’s specific. It’s professional. And most importantly, it makes a case rather than just a request.

Step 2 – Timing Is Everything

Choose the Right Moment

Timing can make or break your pitch. You want to approach your manager when you’re riding a wave of success. Think:

• After delivering a big project
• After a great performance review
• When your work is getting recognition
• Right before budgets are finalised

Why? Because you’re top of mind as a valuable asset. They’re more likely to listen and support you when they’re already seeing your impact.

Picture this. You just led a campaign that brought in $250,000 in new business. Strike while the iron’s hot. Don’t wait until months have passed and it’s no longer fresh.

Avoid Bad Timing

Just as important as good timing is knowing when not to ask. If your company is going through layoffs, financial strain, or some sort of crisis, hold off.

Also, don’t ask during peak periods when your manager is overwhelmed. You don’t want your request dismissed as bad timing.

Instead, plan ahead. Set a reminder around budget season or performance reviews. Enter the conversation with a strategic edge and your chances of getting that pay rise will soar.

Step 3: Plan Your Conversation

Request a One-on-One Meeting

This is not the kind of thing you bring up in passing or drop in an email. Schedule a proper meeting with your manager. Ideally, give them a heads-up like, “I’d like to set up a time to talk about my current role and compensation. Let me know when would work best.”

This signals professionalism and ensures you’ll have their full attention. Don’t spring it on them unexpectedly it’s better for both of you if they know what the conversation is about.

Structure the Conversation Around Value

When the time comes, open the conversation with gratitude and professionalism. You might say something like:

“I really appreciate the opportunities I’ve had here. Over the past year, I’ve taken on more responsibility and made measurable contributions, and I’d like to discuss aligning my compensation with that progress.”

Then back it up with your brag sheet and market research. Keep it fact based, not emotional. You’re showing how your performance and current market rates justify the ask not just saying you want more money because life’s expensive.

Stay Calm and Professional

No matter how your manager responds, keep your cool. If they say they need time to think, that’s completely normal. If they ask for more information, provide it. If they say no, ask for feedback and what milestones you’d need to hit for a future raise.

A pay rise conversation is part of a larger career journey. Even if the answer is no today, you’re planting the seed for future growth.

Step 4: Follow Up and Stay Proactive

Send a Summary Email

After the meeting, follow up with a short thank you email summarising what was discussed. For example:

“Thanks for taking the time to meet today. I appreciate the discussion around my performance and compensation. As mentioned, based on my contributions and current market benchmarks, I’d like to continue the conversation about adjusting my salary to better reflect my role. Please let me know if you need anything else from my side.”

It’s professional, polite, and keeps the momentum going.

Continue Demonstrating Value

Regardless of the outcome, keep doing great work. Managers notice consistency. If you’ve been told you’re not quite there yet, ask what success looks like and create a plan to meet it. Then follow up in a few months.

Keep your brag sheet updated, stay proactive, and remember that asking for a raise is not a one time thing, it’s a skill you build over time.

Final Thoughts

Asking for a pay rise can feel daunting, but it’s a completely normal and necessary part of your career. With the right preparation, timing, and mindset, you can turn a nerve wracking conversation into a confident, well structured discussion about your value.

Don’t wait for someone to notice you deserve more. Advocate for yourself. After all, you’re not just doing a job you’re building a career. And fair pay is a big part of that.

Instead, plan ahead. Set a calendar reminder for when budgets are being set or performance cycles begin. That way, you’re entering the conversation with a strategic advantage—and your chances of success will skyrocket.