How Much of a Raise Should I Ask For?
Data-backed guidance on setting realistic yet ambitious salary increase targets based on your performance, market data, and current compensation.
Start With Your Performance Rating
Your ask should align with how you've performed. Here's the baseline:
🌟 Exceeds Expectations / Top 10%
Ask for: 7-10%
You're delivering exceptional value. Top performers should get 1.5-2× company average.
✓ Meets Expectations / Solid Performer
Ask for: 5-7%
Above the typical 3-4% average, showing you're in the upper band of solid performers.
➜ New to Role / Still Ramping
Ask for: 3-4%
Standard merit until you've proven consistent value.
Add Situational Factors
Now adjust based on your specific circumstances:
You're Underpaid vs Market (+3-8%)
If you're 10-15% below market rate, add that to your merit ask:
Example: Solid performer (5% merit) + 12% below market
Ask for: 15-17% total (present as "5% merit + 12% market adjustment")
Your Scope Expanded Significantly (+5-10%)
If you're doing next-level work without the title:
- Managing people now → +8-12%
- Projects doubled → +5-8%
- Cross-functional leadership added → +5-7%
Inflation Is High (+inflation rate)
If inflation is 4%, you need 4% just to stay even. Add that to your merit expectation:
Example: Top performer (8% merit) + 3.5% inflation
Ask for: 11-12% (frame as COLA + merit)
You Have a Competing Offer (+10-20%)
External offers give you maximum leverage. Ask to match or come close:
Current: $85K, External offer: $100K (+17.6%)
Ask for: $95-100K (show willingness to stay but need to be competitive)
Industry Benchmarks
| Situation | Conservative Ask | Aggressive Ask |
|---|---|---|
| Standard merit (solid performer) | 5% | 7% |
| Top performer | 7% | 10% |
| Scope expanded | 8% | 12% |
| Market correction needed | 12% | 18% |
| Promotion (single level) | 10% | 15% |
| Major promotion (2 levels) | 20% | 30% |
| Counter to external offer | Match - 5% | Match + 5% |
The Anchoring Strategy
Always ask for 15-20% more than your real target. This gives you negotiating room.
Example Scenario:
Current salary: $75,000
Real target: 7% ($80,250)
Initial ask: 9-10% ($81,750-$82,500)
Likely outcome: They counter at 7-8%, you land in your target zone.
Formula: Calculate Your Ask
Use this step-by-step approach:
- Base merit (your performance): 5-10%
- + Market gap (if underpaid): 0-15%
- + Inflation protection: 0-4%
- + Scope expansion: 0-10%
- = Total ask
- × 1.15-1.20 = Anchored ask (leave negotiation room)
Real Example
Current: $68,000
• Top performer: 8% merit
• 10% below market: +10%
• 3.5% inflation: +3.5%
• Scope expanded (now lead small team): +6%
Total: 27.5% → Round to 28-30% ask
Present as: "I'm requesting $87,000-$88,000 (28-30%), which reflects: 8% for exceeds rating, 10% market adjustment, 3.5% inflation, and 6% for my expanded leadership role."
Don't Ask For These
- ❌ Below 3%: You're accepting below-average treatment
- ❌ Exactly company average (3-4%): Signals you don't think you're above average
- ❌ More than 35% without promotion/offer: Unlikely to be approved, weakens credibility
- ❌ Round numbers like "10K more": Use percentages (sounds more professional)
Adjust for Timing
At Annual Review
This is standard raise time. Use the full formula above.
Mid-Year / Off-Cycle
Harder to get approved. Focus on scope expansion or market correction, not just merit.
Better ask: "My role has fundamentally changed [specifics]. I'm requesting a market adjustment to $X, which is [Y%] increase."
At Job Offer Stage
Maximum leverage. Ask for 10-20% above their initial offer if it's below your research.
Present Your Ask
Strong Framing:
"Based on my [rating], expanded responsibilities in [areas], and market research showing [role] at [level] earns [range], I'm requesting [X%] increase to [new salary].
This breaks down as:
• [X%] merit for [achievements]
• [Y%] market adjustment
• [Z%] inflation protection
I'm happy to discuss what's feasible within budget constraints."
If They Say No
Don't accept the first rejection. Ask:
- "What would [X%] be possible?" (counter with slightly lower)
- "Can we split it: [Y%] now, [Z%] at mid-year review?"
- "If base is constrained, can we discuss equity/bonus/PTO?"
- "What would I need to demonstrate over the next 6 months to justify this increase?"
Key Takeaways
- ✓ Baseline: 5-7% for solid performers, 7-10% for top performers
- ✓ Add situational factors: Market gap, inflation, scope expansion
- ✓ Anchor high: Ask for 15-20% more than your real target
- ✓ Be specific: Break down your ask into merit + market + other factors
- ✓ Know your floor: What's the minimum you'll accept before considering external options?
Model different scenarios with our pay raise calculator to see exactly how various percentages impact your take-home pay and plan your negotiation strategy.