Most people never ask for a raise. It isn't because they don't deserve one. It's because the conversation feels risky, and nobody taught them how to have it.
During my first corporate job as a sales representative at a high-profile company, I made a lifelong friend. Mike was hired for the same job as I was, and we both started on the same day. I was new to the company, but Mike had been working there for over 3 years, in a different role. We both worked hard and had great wins. One day, Mike and I were chatting over a drink, and he told me he was thinking of taking another job as his pay wasn't good for the work he was expected to do every day. I told him I felt the same way, but thought the overall pay was decent. He then mentioned, in passing, the total pay he thought we were both getting paid. I was shocked, since he made 20k less per year than I did. I asked him whether he proactively negotiated his salary. He confessed that he relied on his boss to recognise his performance and reward him. I told him I always took proactive steps to increase my chances of a pay increase by playing the long game.
The good news is that asking well is a skill, not a personality trait. It follows a pattern you can learn, plan and rehearse. This guide walks you through it, from choosing the moment to the exact words to use.
The short version
- Pick your moment. Ask when your work is visible and before pay decisions are made.
- Know your number. Research what your role pays, then choose one specific figure.
- Build your case. Bring results, not reasons you need the money.
- Ask clearly, then stop talking. Say your number once and let the silence work.
- Agree on next steps in writing. Whatever the answer, leave with a date and a plan.
The rest of this guide explains each step, with scripts you can adapt.
Raise or pay rise?
They mean the same thing. "Pay rise" is the common term in New Zealand, Australia and the UK. "Raise" is more common in the US. Everything here applies to both.
Step 1: Pick the right moment
Timing won't win you a raise on its own, but bad timing can lose you one.
Good moments to ask:
- Soon after a clear win, while people still remember it
- A few weeks before budgets or salary reviews are set. By the time of the review meeting, the numbers are often already decided.
- When you've taken on more than your role description covers
Moments to avoid:
- During layoffs, restructures or a hiring freeze
- Right after a mistake or a tough week for your team
- In a hallway, at the end of another meeting, or late on a Friday
Don't ambush your manager. Book a meeting and say what it's about. A surprise puts people on the defensive, and you want them thinking, not reacting.
"Could we set aside 30 minutes next week to talk about my role and my pay?"
That one sentence does two jobs. It gives your manager time to prepare, and it signals that you're serious.
Find out when your company sets the budget for the next year. Then, 2-3 months before that, start having conversations with your manager. This is the best time to start the salary negotiation conversation.
Step 2: Know your number
Walking in without a number is like going to a car sale without knowing the price. You'll end up accepting whatever is offered.
Find the market rate
Look up what people in your role, at your level and in your city are paid. Useful places to check:
- Job listings that show pay ranges on sites like Seek and Trade Me Jobs
- Salary guides published by recruitment firms
- Government career sites with pay data for each job: Bureau of Labor Statistics, National Career Services, Your Career (Australia) or Careers NZ
- People you trust in similar roles, if you're comfortable asking
Write down the range you find. You'll use it in the meeting.
Choose three numbers
Before the meeting, decide on:
- Your ask. The number you'll say out loud. Aim toward the top of the market range, as long as your results support it.
- Your realistic outcome. What you'd be pleased to get.
- Your walk-away point. The lowest figure you'd accept, and what you'll do if the offer falls below it.
You won't share all three. But knowing them keeps you calm, because nothing your manager says will catch you without a plan.
Say one number, not a range
If you say "somewhere between $85,000 and $90,000", most managers will hear $85,000. Give one specific figure. The first number spoken tends to anchor the whole conversation, so make it yours.
Step 3: Build your case
Your manager has to justify your raise to someone else, maybe their own boss or HR. Make that easy. Give them a case they can repeat.
Lead with value, not need
Rising rent and grocery bills are real, but they aren't your employer's problem to solve. A case built on need invites sympathy. A case built on value invites a yes.
Compare these:
Need: "Everything's gotten so expensive, and I'm really struggling."
Value: "This year I took over the supplier contracts and cut our costs by 12%."
Gather your evidence
Spend an hour listing what you've done since your last pay review. Look for:
- Results with numbers. Money saved or earned, time cut, customers kept, projects delivered.
- New responsibilities. Work you've taken on that's beyond your original role.
- Skills you've added. Qualifications, training, or tools you now own.
- What others have said. Praise from clients, colleagues or your manager. Save the emails.
- Market data. The pay range you found in Step 2.
Pick your strongest three. A short, sharp case beats a long list. Bring a one-page summary you can leave behind.
If you run a quick check on Seek, the average annual salary for a Sales Executive role varies between $70,000 and $95,000 per year, whereas for a Marketing Manager, annual salary ranges from $100,000 to $120,000 per year as of October 2026. Those salaries are for New Zealand only, but your region-specific data would be available on similar job search websites, such as Seek. Don't rush and take your time to do your research.
Step 4: What to say in the meeting
Here is a script you can adapt. It takes about a minute to say.
"Thanks for making the time. I'd like to talk about my pay.
Over the past year I've [result one], [result two] and [result three]. I've also taken on [new responsibility], which is beyond my original role.
I've looked at what similar roles pay in [city], and the range is about [$X to $Y]. Based on my results and the market, I'm asking for [$Z].
What would it take to make that happen?"
Then stop talking.
This is the hardest part. The silence after you name your number will feel long. Let it. If you fill it, you'll start bargaining against yourself ("...but I'd be happy with less"). Wait for your manager to respond.
Why this script works
- It's short. You state your case once and don't over-explain.
- It's specific. Results, a market range and one number leave little room for vagueness.
- It ends with a question. "What would it take?" invites your manager to solve the problem with you, instead of simply saying yes or no.
Phrases to leave out
- "I know this probably isn't a good time, but..." (You've given them a reason to say no.)
- "I was just wondering if maybe..." (It sounds like you don't believe your own case.)
- "I need more money because..." (Need, not value.)
- "Otherwise I'll have to look elsewhere." (Only say this if you mean it and have an offer ready.)
Step 5: Handle the response
Your manager will probably say one of four things. Here's how to answer each.
"Yes"
Thank them, then confirm the details: the new figure and the date it starts. Ask for it in writing, and send a short email afterwards summarising what you agreed.
"I need to think about it" or "I'll have to check with HR"
That's normal, and often a good sign. Agree a date to follow up.
"That makes sense. Could we catch up again by [date]?"
"There's no budget right now"
Ask about timing, then look beyond salary.
"I understand. When is the budget next reviewed? And in the meantime, could we look at other options?"
Other things you can negotiate include:
- A guaranteed pay review on a set date
- Extra annual leave
- Flexible hours or work from home days
- Paid training or a qualification
- A new title that reflects your role
"No"
Stay calm. A "no" today is often a "not yet". Find out what would change it.
"Thanks for being straight with me. What would I need to achieve for you to say yes in six months?"
Write down what they tell you, agree on a review date, and confirm both by email. Now you have a clear target, and a record your manager has agreed to.
How to ask for a raise by email or in writing
A pay conversation goes best face to face or on a video call, where you can read each other. But writing has two important jobs: booking the meeting, and confirming what was agreed.
Email to request the meeting
Subject: Time to discuss my pay
Hi [Name],
Could we find 30 minutes in the next week or two to discuss my role and my pay? I'd like to talk through what I've delivered this year and where I'd like to go next.
Let me know a time that suits you.
Thanks, [Your name]
Email to confirm what you agreed
Subject: Following up on our conversation
Hi [Name],
Thanks for meeting with me today. To confirm what we agreed: [your salary will increase to $Z from (date) / we'll review my pay again on (date), based on (goals)].
I appreciate your support, and I'm looking forward to [next project or goal].
Thanks, [Your name]
If you work fully remotely and can't meet live, you can make the whole request in writing. Use the meeting script from Step 4 as your email body, and keep it to a few short paragraphs.
Asking when you're underpaid
If your research shows you're paid well below the market, you have a strong case. Stay factual and calm. Many underpaid people aren't the victims of a plan. Their pay simply fell behind while the market moved.
"I've looked at current pay for my role in [city], and most offers sit between [$X and $Y]. I'm currently on [$A]. I'd like to bring my pay in line with the market, at [$Z]."
Present the gap as something to fix together, not an accusation. You'll get further.
Practice before you ask
Most people rehearse a raise conversation in their head, usually in the shower or at 2 a.m. That isn't the same as saying it out loud to someone who pushes back.
Reading a script helps you prepare. Saying it under pressure is what builds confidence. That's why we built Arodly. You can practice asking for a pay rise against an AI manager who has their own goals, objections and budget limits. Every match is scored out of 100, so you can see what worked and try again.
To help you to get the best outcomes, we have developed special salary negotiation scenarios where you can put your newly learned skills into practice. If you are new to Arodly, you get one free negotiation against AI; if you have used it already, no stress. Just invite your friend and do a one-on-one role-play together on our platform.
Try a free practice negotiation
If you're negotiating pay for a new job rather than a raise, read our guide on how to negotiate your salary.
Common questions
How much should I ask for?
Base it on the market rate for your role and the strength of your results. If you're already paid at market, your case rests on what you've added. If you're below market, the gap itself is your case. Always ask for one specific figure.
When is the best time to ask for a raise?
A few weeks before pay decisions are made, and soon after a visible win. Avoid times of layoffs or budget cuts.
Should I ask in person or by email?
In person or on a video call, if you can. Use email to book the meeting and to confirm what you agreed afterwards.
Can I ask for a raise if I'm new in the role?
It's usually better to wait until you've built a track record, often around a year. The exception is if your responsibilities have grown quickly, or you've learned you were hired below market.
What if my manager says no?
Ask what you'd need to achieve to get a yes, agree a date to review it, and confirm both in writing. If nothing changes after that date, it may be time to look at what other employers will pay.
About Author:
Peter Sobko is a seasoned business development professional with over 10 years of experience in both B2B and B2C sales and negotiations. He holds a Master of Business Administration (MBA) from the University of Auckland and serves as a board member for Fundraising and Sponsorship at the University of Auckland MBA Alumni Association (AMBAA).