How to Ask for a Raise After a Promotion

Use the Scope, Evidence, Request framework

This conversation is strongest when it is about the work rather than a vague sense of being due for a raise. Describe how the role has changed, point to a small set of accurate evidence, and make a direct request for a compensation review.

• Scope: name the responsibilities, decisions, or leadership work that changed with the promotion.
• Evidence: choose a few concrete examples of outcomes, ownership, or sustained new responsibilities.
• Request: ask what process, owner, and timing will be used to review pay for the new scope.

Create a one-page promotion record

Before scheduling the conversation, make one page of notes. It should help your manager understand the change in role without needing to reconstruct months of work from memory.

• Your previous and current responsibilities.
• Two to four examples of work you led, improved, or now own consistently.
• The title, level, or scope you understand the promotion to include.
• Your compensation question and any follow-up date you need.

Ask for a review, not a vague promise

Choose a meeting with room for a real discussion. State the scope change, share your short evidence set, and ask for the next concrete step. If a decision cannot happen immediately, ask who will review it, what information they need, and when you should reconnect.

Follow up with a written recap

After the conversation, send a concise note that captures the agreed next step and date. That is not a guarantee of an outcome, but it helps both sides stay aligned on what will happen next.