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How to Ask for a Raise: What to Do Before the Conversation

on July 6, 2026 in ABR Blog, Career and Job Search Tips

Asking for more money can feel awkward, even when you know you’ve earned it. But the success of these conversations depends on everything that happens before you sit down.

Here’s how to set yourself up to make a compelling, professional case.

Build Your Record

Before you say a word to your manager, spend some time documenting what you’ve actually contributed. Not a vague sense that you’ve been working hard, but specific, concrete examples.

Think about:

Results you’ve delivered (faster output, fewer errors, higher sales, better customer feedback)
Responsibilities you’ve taken on that weren’t in your original role
Times you’ve trained new hires, covered gaps, or solved problems
Reliability: consistent attendance, dependability, and follow-through matter more than people realize

You don’t need to present an elaborate case. You need to be able to say clearly: Here’s what I’ve done, and here’s why it’s worth more.

Know What the Market is Paying

One of the most common mistakes employees make is going into a raise conversation without knowing whether their current pay is actually lowm or whether they’re already near the top of the range for their role and location.

Use resources like Glassdoor, Indeed salary data, or the Bureau of Labor Statistics to get a realistic picture of what people in similar roles are earning in Wisconsin. If you’re a CNC operator, a customer service rep, or an administrative coordinator, there’s data out there for your role. This step does two things: it helps you ask for a realistic number, and it gives you something to point to besides your own opinion.

Choose Timing

Timing matters. Asking right after a slow quarter, during a period of company uncertainty, or in the middle of a chaotic week puts the conversation at a disadvantage before it even starts.

Better timing includes:

After completing a major project or hitting a clear milestone
During or just ahead of a scheduled performance review
After you’ve taken on meaningful new responsibilities
When business is stable, and your manager isn’t visibly stretched thin

If your company doesn’t do regular reviews, you can still create a natural opening by requesting a one-on-one to discuss your role and growth.

Read here on how you can optimize your one-on-one meetings for career growth.

Focus on Business Value, not Personal Need

This is the most important shift you can make: frame the conversation around what you bring to the organization, not what you need.

Managers are rarely in a position to approve raises based on personal financial pressure, but they can often make a case internally when there’s a clear argument that an employee’s contributions justify higher pay. Give them that argument.

Come prepared. Be specific. Stay calm. And give your manager something to work with.

If The Answer is “Not right now”

A “not yet” isn’t the end of the conversation. Ask what would need to be true for a raise to be possible and get a timeline. If your manager can give you a clear answer, that’s useful information. If they can’t, that’s useful information too.

Some companies genuinely hit budget ceilings. Others deprioritize pay growth indefinitely. If you’ve done the work, made the case, and consistently heard “maybe later” without movement, it may be worth asking yourself whether this role has room to grow or whether your next opportunity is somewhere else.

If you’re starting to think about what’s next, ABR Employment Services works with job seekers across Wisconsin to connect them with roles that fit their skills and experience. Whether you’re actively looking or just exploring, our recruiters can help you understand what’s available and what you’re worth in today’s market. Reach out to ABR to start the conversation.

Work with an ABR Recruiter

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