7 Proven Steps To Ask For A Raise In 2025 And Get 10-20% More

Asking for a raise in the current economic climate, specifically in late 2025, requires a highly strategic, data-driven approach that moves far beyond simply listing your job duties. The days of casually asking for a pay bump are over; successful salary negotiation now hinges on presenting a clear, quantifiable business case for your increased value, backed by the latest market rate research and a detailed "highlight reel" of your achievements.

The good news is that while salary increase budgets are moderating from peak post-pandemic levels, they remain historically strong, hovering around 3.5% to 4% for 2025 and 2026, creating a clear opportunity for employees who are prepared to make a compelling case. Securing an increase in the 10-20% range is still possible, but it demands meticulous preparation, perfect timing, and a professional delivery that focuses on the value you create for the company, not just your personal financial goals.

The New Compensation Landscape: 2025 Salary Benchmarks and Trends

Before you even schedule a meeting, you must understand the current economic reality and the internal salary budget constraints your employer is operating under. This knowledge is your greatest negotiating asset.

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Moderating Salary Budgets and Market Rate Reality

The latest data from compensation experts confirms that US employers are projecting salary increase budgets to moderate to approximately 3.5% to 4% for 2025 and 2026. While this is lower than the peak of 4.4% seen in 2023, it is still significantly higher than the 3% pre-pandemic average. This figure—3.5% to 4%—represents the average raise pool, meaning your request must be exceptional to exceed it.

To justify a raise of 10% or more, you must prove your current compensation is below the market rate for your role, experience, and geographic location. Use reputable salary calculators and guides to check the latest salary ranges for your specific position. Your goal is to move from being an average employee receiving an average raise to a high-value asset whose compensation must be adjusted to align with top-tier market data.

The Value of Continuous Value Building (CVB)

A key strategy for 2025 is Continuous Value Building (CVB). This means you should not wait for an annual performance review to document your successes. Instead, regularly track and communicate your achievements, making yourself indispensable to the company. This pre-emptive approach ensures your boss is already aware of your contributions before you formally ask for a pay rise request.

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Focus on results that directly impact the company’s bottom line, such as:

• Revenue generated or costs saved.
• New processes implemented that increased efficiency.
• Successful project leadership and mentoring of junior staff.
• Acquisition of new, high-demand skills (upskilling).

The 5-Step Pre-Negotiation Strategy That Secures the 'Yes'

The negotiation itself is only 10% of the process; the other 90% is preparation. Follow these steps to build an undeniable case.

1. Build Your "Highlight Reel" of Achievements

Create a detailed document—your "highlight reel"—that quantifies your value creation over the past 12-18 months. Do not simply list tasks; instead, use the STAR (Situation, Task, Action, Result) method to frame your accomplishments. For example, instead of saying, "Managed social media," say: "Implemented a new social media strategy (Action) that resulted in a 35% increase in lead generation (Result) over six months."

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2. Master the Market Rate Research and Target Figure

Determine your target raise figure. Compensation experts often suggest seeking a 10-20% salary increase when asking for a raise, but this must be anchored to data. Research the full compensation range for your role, not just the base salary. Your target figure should be specific, such as "$85,500," rather than "around $85,000," as specificity conveys confidence and preparation.

3. Perfect the Timing of Your Request

Timing is critical. The best times to ask for a raise are:

• Immediately following a major, measurable success or project completion.
• During or right after a positive performance review.
• When the company has just announced strong financial results or secured new funding.

Avoid asking during periods of company instability, major layoffs, or right after you've received recent criticism.

4. Practice Your Pitch and Anticipate Objections

Rehearse your negotiation points. Outline your salary expectations, justify them with market data, and be prepared to address common objections. A powerful opening line sets the stage for a professional discussion, such as: "I'd like to have a discussion about my salary and total compensation."

5. Frame the Ask as a Value-Creation Opportunity

The most effective strategy is to frame your request not as a demand for more money, but as a proposal for increased responsibility and value. As one expert suggests, your main request should be: "Give me more responsibility so I can create more value for the company." This shifts the focus from your needs to the company's growth.

Mastering the Ask: Scripts, Timing, and Handling the 'No'

The actual conversation should be brief, respectful, and focused on the data you have prepared. Always schedule a dedicated meeting for a "compensation discussion," rather than springing it on your manager during a casual chat.

The High-Impact Negotiation Script

Use a concise, three-part script to deliver your request:

1. The Context: "Thank you for meeting with me. Over the past [timeframe], I have consistently exceeded expectations, specifically by [mention 1-2 key accomplishments from your highlight reel]."
2. The Data: "Based on my current responsibilities, the value I’ve created, and my research into the current market rate for this role in our area, the appropriate salary range is [State a range with your target figure at the midpoint]."
3. The Ask: "Therefore, I am requesting a base salary adjustment to [State your specific target figure] to bring my compensation in line with my contributions and the market."

After you state your request, stop talking. The silence that follows is a crucial part of the wage bargaining process. Let your manager respond.

What to Do If You Hear "No" or "Not Right Now"

An immediate "no" is often a negotiation tactic or a reflection of temporary salary budget constraints. Be prepared to pivot and explore the total compensation package. If a raise is impossible right now, propose non-monetary alternatives:

• A Defined Review: Ask for a written commitment to a 6-month review with clear, measurable goals that, if met, guarantee a compensation increase.
• Increased Benefits: Negotiate for a higher 401(k) or HSA match, more vacation days, a larger professional development budget for upskilling, or a flexible work arrangement.
• A Bonus or Profit-Sharing: Ask for a one-time performance bonus instead of a permanent salary increase.

By being flexible and focusing on the total compensation and benefits package, you demonstrate that you are a serious professional committed to a long-term future with the company, even if the base salary increase is delayed.

Final Thoughts on Your Financial Goals and Professional Development

Securing a raise in 2025 is less about asking and more about proving. The professional who wins the compensation increase is the one who treats the negotiation like a business proposal, complete with market data, a quantifiable return on investment (ROI), and a clear plan for future value creation. Start building your highlight reel today, research your market rate, and practice your script. By adopting these strategies, you are not just asking for a raise; you are proactively managing your career trajectory and ensuring your compensation reflects your true worth.