The Best Way to Ask for a Raise in 2025

Published on May 10, 2025

by Kate Holmes

Asking for a raise is rarely comfortable—but it’s one of the most important conversations you can have for your financial growth and professional worth. Smart women know that waiting quietly often leads to being underpaid quietly.

In 2025, workplace dynamics, inflation realities, and shifting norms make now the perfect time to ask—with the right strategy. Here’s your blueprint.

Step 1: Know Your Market Value

Before any conversation, do your homework. Your raise request is stronger when it’s backed by data, not emotion.

Here’s where and how to research smartly:

Use sites like Levels.fyi, Payscale, Glassdoor, or Blind
Ask peers in similar roles in other companies
Check internal comp bands if available
Factor in your location, industry, and role level

Step 2: Build a Compelling Case

It’s not just about time served. Frame your request around the value you’ve created and the results you’ve delivered.

Support your raise request with specific highlights:

Key metrics or ROI from your work
Positive client, peer, or leadership feedback
Leadership or initiative you’ve shown
Scope growth or complexity increases in your role

Step 3: Pick the Right Timing

Timing can be everything. Plan your ask around moments when your value is most visible or budgets are being set.

Strategic timing cues to watch for:

Right after a big win or project delivery
During annual or quarterly review cycles
When salary bands are updated internally
After a company raises funds or profits increase

Step 4: Practice the Conversation

Don’t wing it. Role-play the conversation with a trusted friend, mentor, or even in front of a mirror to ease nerves and tighten delivery.

Here’s how to sound clear, confident, and professional:

Use statements like “I’d like to revisit my compensation…”
Keep tone collaborative, not confrontational
Lead with your impact, then ask clearly
Be ready for questions or counterpoints

Step 5: Have a Plan B

Not every raise request will get a yes. That doesn’t mean the conversation was a failure. Use it to negotiate clarity or a path forward.

What to do if the answer is “not now”:

Ask what would justify a raise in the next 3–6 months
Request professional development opportunities
Revisit title changes or lateral moves with pay impact
Follow up with a written summary of the conversation

What Smart Women Do Differently

They don’t apologize for asking—they prepare for it. They know their numbers, they track their impact, and they align their timing with strategy, not emotion.

They also view the raise conversation as part of a long-term narrative, not a one-shot event. Each step builds future confidence.

Try This Instead

If the raise feels too far out of reach, start here:

Ask for a compensation review, not a raise outright
Request a retention bonus or performance bonus instead
Inquire about additional stock or PTO value
Negotiate perks if salary flexibility is limited
Set a follow-up date to revisit the conversation

Takeaway

Asking for a raise in 2025 isn’t just about money—it’s about ownership. Your skills, your value, and your confidence all deserve to be recognized. So ask clearly, ask smart—and ask again if needed.