You know you're underpaid. Or at least under-recognized. You've taken on more responsibility, delivered results, and watched peers at other companies make more for similar work.
But bringing it up feels risky. What if they say no? What if it makes things awkward? What if they think you're being greedy?
Here's the reality: asking for a raise is a normal part of your career. Managers expect it. Companies budget for it. The only people who don't get raises are the ones who don't ask.
Why Email Can Work Better Than a Meeting
In-person conversations about money are stressful for everyone. You might get flustered. Your manager might not have an answer on the spot.
An email lets you:
- Present your case clearly and completely
- Give your manager time to process and respond thoughtfully
- Create a written record of your request
- Control the narrative and tone
That said, a heads-up helps. "I'd like to discuss my compensation. I'm going to send you an email with some context so you can review it before we talk." This gives them a chance to prepare instead of being blindsided.
The Raise Email Framework
1. State your request directly
Don't bury it in paragraph three. Lead with what you're asking for.
2. Show your contributions
Specific results, not general descriptions. Revenue generated. Projects completed. Problems solved. Use numbers wherever possible.
3. Show market context
Research what your role pays at comparable companies. Levels.fyi, Glassdoor, and industry surveys give you data.
4. Make a specific ask
"A raise" is vague. "An adjustment to $X, which reflects [market rate / increased scope]" is clear.
5. Be collaborative
This is a conversation, not a demand. "I'd love to discuss this" keeps it productive.
Asking for a raise after taking on additional responsibilities
“Hi Karen, I wanted to talk about my salary. I've been working really hard and taking on a lot more lately. I think I deserve a raise. I'd like to discuss this when you have a chance. Thanks!”
“Hi Karen, I'd like to discuss adjusting my compensation to reflect the scope of my current role. Over the past 8 months, I've taken on three additional accounts (Acme, Beacon, Coral), which increased my portfolio revenue by $240K. I also led the onboarding process redesign, which reduced time-to-value by 30%. Based on market data for Senior CSMs in our area, the range is $95-110K. I'm currently at $82K, which was set before these additional responsibilities. I'd like to discuss an adjustment to $98K. Would it be helpful to walk through this together? I'm happy to meet whenever works for you.”
The first email gives the manager nothing to work with. The second builds an undeniable case with specific numbers and a clear ask.
Building Your Case
Before you write the email, gather your evidence:
Contributions: What have you shipped, sold, saved, or improved? Use numbers. "Managed 3 additional accounts" is okay. "Managed 3 additional accounts generating $240K in revenue" is much better.
Scope creep: Have your responsibilities grown since your last raise? Document the difference between your original job description and what you actually do.
Market data: What do people in similar roles at similar companies earn? Come armed with data, not feelings.
Timing: After a big win, during review season, or when the company is doing well. Not during layoffs or right after a missed target.
Common Mistakes
Being apologetic. "I hate to bring this up, but..." You're not asking for a favor. You're having a professional conversation about fair compensation.
Making it emotional. "I need more money because my rent went up." Your personal expenses aren't your employer's problem. Focus on your value to the company.
Comparing yourself to colleagues. "I know [Coworker] makes more than me." This creates drama and puts your manager in an awkward position.
Threatening to leave. Unless you actually have another offer and are prepared to leave, don't bluff. It poisons the relationship.
Being vague. "I'd like to discuss my compensation" doesn't give your manager anything to prepare for. Be specific about what you want.
What If They Say No?
A "no" isn't always final. Ask:
- "What would I need to achieve to earn this adjustment?"
- "Can we revisit this in [3-6 months]?"
- "Are there other parts of the package we can adjust?" (bonus, equity, title, PTO)
Get specifics. "Keep up the good work" is not a plan. "Hit these three metrics by Q3 and we'll revisit" is.
Let ColdCheck Draft the Ask
Money conversations are uncomfortable. Writing about yourself feels awkward. ColdCheck takes the friction out:
"Asking my manager Karen for a raise from $82K to $98K. I've taken on 3 additional accounts totaling $240K in revenue, led onboarding redesign that cut time-to-value by 30%. Market rate for Senior CSMs is $95-110K. Want to be confident but collaborative."
ColdCheck writes a clear, professional email in your voice. No groveling, no demanding. Just a solid case.
Ask for what you're worth
Describe your contributions and what you want. Get a clear, confident email that makes the case.
The Bottom Line
Asking for a raise is normal. Lead with your contributions, support it with market data, make a specific ask, and keep the tone collaborative. The worst thing that happens is they say no, and even then, you'll know what it takes to get to yes.