Talking money with your boss or a hiring manager can feel uncomfortable, but here’s the reality: if you never learn how to negotiate salary, you’ll likely leave tens of thousands of dollars behind over the course of your career. Many people hesitate because they’re afraid of seeming pushy, but the truth is, employers expect it. In fact, most companies build room into their initial offer, knowing candidates will ask for more. Saying yes too quickly doesn’t just cost you a bigger paycheck today; it can also impact your future raises, bonuses, and even retirement contributions. Negotiating doesn’t have to feel awkward or confrontational; with the right preparation and timing, you can make your case confidently and get paid what you’re truly worth.
Table of Contents
Key Takeaways
Step 1: Do Your Homework Before You Ask
Walking into a salary conversation without data is like walking into an exam without studying. You’ll freeze, you’ll ramble, and you’ll wish you had come better prepared.
Start by researching the market. Look up your role in your city on sites like Glassdoor, Levels.fyi, or Payscale. This gives you a realistic salary range, not just a random number you think you deserve. Then, check your own company’s internal rules. Many businesses have salary bands or promotion cycles that determine what’s actually possible.
Step 2: Build Proof of Your Value
Here’s where most people fail, they rely on saying “I’ve been working hard” instead of showing results. Managers don’t argue with numbers, so you need receipts.
Make a one-page document with your biggest wins. Did you increase revenue, save the company money, improve a process, or take on leadership responsibilities? Write each one as a bullet point, and put a number next to it wherever possible. For example:
- Increased client retention by 15% over six months
- Led a project that saved the team 120 hours per quarter
- Generated $50,000 in new business opportunities
This way, you’re not just telling your boss you’ve added value, you’re proving it.
Step 3: Pick the Right Timing
Timing can make or break your ask. Even the strongest case won’t land if you bring it up right after the company announces layoffs or misses earnings. On the flip side, asking after you’ve delivered a major win or when the company has had a strong quarter makes your request much harder to dismiss.
Good times to ask:
- After completing a high-impact project
- During or right before performance reviews
- When the company is hiring and expanding
Bad times to ask:
- Immediately after a bad quarter
- During a company-wide cost-cutting phase
- When your own performance metrics are shaky
The key is to align your request with both your wins and the company’s ability to say yes.
Step 4: Plan Your Ask (and Know Your Backup Options)
Now that you’ve got the numbers and timing, it’s time to set your target. Decide on three things:
- The salary you ideally want
- The minimum you’ll accept
Other benefits you’d consider if salary isn’t possible (bonus, extra PTO, remote work flexibility, a promotion timeline)
This way, you don’t walk into the meeting empty-handed if they say, “We can’t do salary right now.” Instead, you’ll have leverage for alternatives.
Step 5: Start the Conversation the Right Way
One of the scariest parts is actually starting the conversation with your boss. The trick is to keep it professional, short, and clear. Don’t launch into a 10-minute speech or open with “I need a raise.” Instead, request a short meeting first:
“Hi [Manager], do you have 30 minutes this week? I’d like to review my role and contributions and talk about compensation so I know I’m aligned with team goals.”
When you’re in the room, open by showing appreciation, then pivot to impact. For example:
“I really enjoy working on [project/team]. Over the last year, I’ve led [specific project] that resulted in [measurable outcome]. Based on my contributions and market benchmarks, I’d like to discuss adjusting my compensation to [target range]. Can we explore whether that’s possible?”
Simple. Clear. Confident.
Step 6: Handle the Pushback
Your boss might not say yes right away. That doesn’t mean it’s over. If they say the budget is tight, ask what specific milestones you’d need to hit to make the raise possible. If they want more time, push for a follow-up date instead of leaving it open-ended.
Some useful phrases to keep in your pocket:
- “I understand budget constraints. Can we agree on a timeline to revisit this in 3–6 months?”
- “If I achieve [specific measurable goal], would that justify the increase?”
- “If salary isn’t possible right now, are there other options such as a bonus, title change, or additional PTO?”
The key is to leave the meeting with either a raise, a timeline, or a clear plan—not a vague “we’ll see.”
Step 7: Get It in Writing and Follow Up
If you get the raise, congrats, but don’t celebrate too early. Make sure HR or your manager confirms the new salary in writing. If you only get a timeline, confirm it with a quick email recap:
“Thanks for meeting today. As we discussed, if I hit [goal] by [date], we’ll revisit my compensation then. Looking forward to following up.”
This protects you from misunderstandings and holds everyone accountable.
Final Thoughts
Negotiating salary isn’t about being aggressive; it’s about being prepared, strategic, and professional. Most people fail because they forget the details: timing, proof, backup options, and written follow-up. If you do all of that, you’re not just asking for more, you’re showing your boss why saying yes makes sense for the company too.
So don’t wing it. Plan it. And when the moment comes, you’ll walk in ready not just to ask, but to win.
FAQs About How to Negotiate Salary
1. Do employers expect you to negotiate salary?
Yes, when hiring, in most cases, employers do expect you to negotiate salary. Many companies even leave room in their initial offers because they assume candidates will counter. Hiring managers are used to it, and they generally don’t see it as pushy if you approach it professionally.
2. Is a 20% counteroffer too much?
A 20% counteroffer isn’t automatically too much; it depends on your situation. If market research shows your role typically pays more, you have in-demand skills, or it’s a new job offer, 20% can be reasonable. However, if you’re already near the top of the company’s pay range, requesting 20% for a standard internal raise might be unrealistic. For most cases, an ideal counteroffer is 10–20% above the initial offer. Around 10–15% is safe for typical negotiations, while 15–20% works if you have strong leverage or proof of your value. The key is to justify your request with evidence like market benchmarks, your achievements, or competing offers.
3. What not to say when asking for a raise?
When asking for a raise, avoid personal excuses, vague statements, or comparisons to coworkers, as these can weaken your case. Don’t say things like “I need a raise because of my bills” or “everyone else is making more than me.” Avoid threats or ultimatums, which can damage your relationship with your manager. Instead, focus on measurable results, specific achievements, and market research.
4. Should I mention competing job offers?
You can mention a competing job offer, but it needs to be done carefully. Present it factually and professionally, without using it as a threat. For example, you might say you’ve received an offer that reflects your market value, and you’re sharing it to discuss whether your current role can align with that. The key is to frame it as a conversation about your value, not as a demand, so your employer sees it as information rather than pressure.
5. Will I lose my job offer if I negotiate salary?
It’s very unlikely you’ll lose a job offer just for negotiating salary, as long as you do it respectfully and reasonably. Most employers expect some back-and-forth; the risk only comes if you make extreme demands or refuse to compromise.
