How to ask for a raise—and make a compelling case for it

Understanding both sides of the compensation conversation can turn a difficult discussion into a productive one.

Every employee walking into a salary review or job interview shares a common goal: to secure higher compensation. It’s an understandable mindset—professional growth and financial advancement often move in tandem, especially in a province like British Columbia where economic pressures, labour shortages, and industry competitiveness shape the hiring landscape.

What’s often overlooked, however, is that the employer sitting across the table has a different priority. While employees are thinking “How can I earn more?”, employers are thinking “How can we retain valued talent while staying financially responsible?” That tension isn’t personal—it’s the balance every business must strike, particularly small and mid-sized companies operating within tight budgets.

The strongest cases for a raise are built on facts, not feelings. Instead of leading with statements like “I’ve worked really hard this year” or “I’ve taken on more responsibilities,” focus on measurable impact. Demonstrate how your contributions have directly supported business outcomes—whether by generating revenue, improving efficiency, reducing costs, or strengthening team performance.

Quantify your results wherever possible. If your efforts helped increase sales by 15 percent, reduced turnover costs, secured new partners, or saved the company significant hours of administrative time, bring those numbers forward. When people see the direct connection between your work and the organization’s bottom line, your case becomes far more persuasive. Visuals or brief summaries of key achievements can also reinforce your message.

It’s important to remember that while rising costs of living affect everyone, they shouldn’t be the central argument in a compensation discussion. Employers are aware of inflation and affordability challenges, but raises are most compelling when tied to performance and value creation rather than personal financial pressures.

And one final note: taxes are not a negotiating point. As income rises, so does one’s tax bracket—it’s a universal reality, not something an employer is responsible for offsetting.

At its core, a successful salary conversation isn’t just about asking for more—it’s about proving your worth. When you can clearly demonstrate how your work has helped the organization grow, improve, or save money, you’ve already established the foundation for a constructive compensation conversation.

Five practical steps to ask for a raise

1. Document your impact
   Compile a list of wins, metrics, completed projects, and positive feedback. Translate your work into business outcomes.
2. Connect your contributions to company goals
   Show how your efforts support revenue, efficiency, retention, customer satisfaction, or growth targets—the things leadership cares about.
3. Choose the right timing
   Request the meeting during performance review cycles, after major project wins, or when budgets are being set—not during peak stress periods.
4. Present a clear, confident case
   Walk into the conversation with your evidence organized. Practice what you’re going to say beforehand. State the value you’ve delivered and the raise you’re requesting with confidence, not apology.
5. Be open to alternatives
   If a raise isn’t immediately possible, explore bonus structures, professional development budgets, title upgrades, or ask to set a future review date in the meeting.

In a competitive and evolving B.C. labour market, thoughtful preparation and a well-structured case are your strongest tools. When you can clearly connect your work to meaningful business outcomes, you don’t just ask for more—you show why you’ve earned it.