How to Negotiate a Raise When You Feel Underpaid

You do the math. You know what people in similar roles are making. You look at your responsibilities, your track record, your last review — and the number on your paycheck doesn't add up. You're being underpaid, and you know it.

Doing something about it is harder.

Most people delay this conversation for months or years. Not because they don't deserve more, but because the conversation feels risky — what if they say no, what if they get annoyed, what if it affects how they see me? This guide cuts through that hesitation with a practical framework and exact scripts for how to ask for a raise when you know you're worth more.

Before you walk in: build your case

Feeling underpaid is not enough. You need a case — and the case rests on three things:

1. Market data

What are people in your role, with your experience level, making at other companies in your city or industry? Use sources like Glassdoor, Levels.fyi, LinkedIn Salary, or Payscale. You want a number or range — not a vague sense.

2. Your contributions

What have you accomplished that has measurably helped the company? Think: revenue generated or influenced, costs saved, problems solved, projects shipped, processes improved. The more specific and quantified, the better.

3. Your trajectory

Have your responsibilities grown since your last raise? Have you taken on more than your job description? Has the role expanded while the compensation stayed flat? Document this.

When you walk into the conversation, you want to be able to say: "Here's what people in roles like mine are paid. Here's what I've contributed. Here's why now is the right time to revisit my compensation."

Requesting the meeting

Don't ambush your manager in a one-on-one with a raise request. Request a dedicated meeting.

"Hey — I'd like to find some time this week or next to talk about my compensation. I've been thinking about where I am relative to market and my contributions over the last year. Can we set aside 20-30 minutes?"

This gives your manager time to prepare, signals that the conversation is coming, and frames it as professional and considered — not impulsive.

Opening the conversation

Lead with your contributions before you name a number.

"I wanted to talk about my compensation because I think there's a real gap between what I'm being paid and both what I'm contributing and what people in similar roles are making externally.

Over the last [period], I've [2-3 specific accomplishments: shipped X, led Y, took on Z responsibility]. I've also been looking at market data for roles like mine, and the range is consistently coming in at [range] — which is above my current salary."

Then make the ask:

"Given all of that, I'd like to discuss getting to [specific number or range]. I believe that's justified by my performance and where the market is."

Name a specific number. Vague asks ("I'd like to explore a raise") give the other person room to offer you the minimum. A specific, well-reasoned number anchors the conversation and signals you've done your homework.

Handling the responses

"I'll have to look into it / take it to [HR/leadership]."

"I appreciate that — I want to make sure you have everything you need to make that case. Can I send you a summary of the data I've pulled together?"

This moves from a verbal ask to documented evidence in your manager's hands, which helps them advocate for you internally.

"This isn't a good time — we have a budget freeze."

"I hear that. I want to make sure I'm on the list when the freeze lifts. Can we put a date on the calendar to revisit this — maybe in [timeframe]?"

Get a commitment to a follow-up. Vague reassurances rarely materialize. A specific date does.

"You're already at the top of your band."

"That's useful to know. Can you help me understand what the path looks like to the next level? I want to make sure I'm working toward something concrete."

This reframes the conversation from dead end to development path — and puts the ball back in their court to define what growth looks like.

"We did give you a raise last time."

"Yes, and I appreciated that. What I'm flagging is that since then, [responsibilities have grown / market rates have moved / additional scope has been added], so I think the current number doesn't reflect where I am now."

You're not dismissing the prior raise — you're explaining why it's no longer enough given what's changed.

If they say no outright

"I'm disappointed, and I want to be transparent with you: this matters to me. I'm committed to this role, but I do want to understand what the path to getting there looks like — and whether that path exists here."

This is not a threat. It's honest. It forces a real conversation about whether your growth is possible at this company, or whether you need to be looking elsewhere. That's information worth having.

What not to do

Don't make it emotional. "I'm really struggling financially" or "I feel unappreciated" shifts the conversation from business justification to personal negotiation — which weakens your position.

Don't anchor too low. Asking for 3% when the market gap is 20% signals you don't know your value, or you're not serious.

Don't threaten without meaning it. "I'll have to start looking elsewhere if this doesn't change" is only worth saying if you're actually prepared to follow through.

Don't accept a vague "we'll see." Push for a specific next step — a date, a decision timeline, or written follow-up.

Get ready before you walk in

Negotiation is a skill, and most people don't practice it until they're in the room — which is exactly when you shouldn't be improvising.

EasyHardConvos can help you rehearse this conversation with an AI coaching partner who will push back the way your manager might, so you can practice staying calm and holding your position under pressure.

Or explore our conversation frameworks library for structured approaches to high-stakes workplace conversations.

Take our Conversation Readiness Quiz to understand how you typically handle high-stakes asks — and where you tend to leave money on the table.

Related: How to ask for a raise or promotion | Salary negotiation with a competing offer | How to have difficult conversations with your boss