If you’re thinking of asking for a raise, you’re in the right place. Before you make a list of everything you’ve done or rehearse the “perfect” speech, there’s something far more effective: asking the right questions. When you understand what your boss truly cares about and values, the path to the raise becomes much clearer.
Among the many candidates we’ve interviewed, there was one who confessed he wasn’t actually looking to change jobs. What he really wanted was a raise at his current job. When our interviewer asked if he had asked for the raise, he said, “I shouldn’t have to ask for what I deserve. They should be able to recognize it. If I have to ask, I’d rather go somewhere I’m valued.”
Sadly, these thoughts weren’t empowering the candidate, but sabotaging him. So, we wrote a list of all the thoughts you shouldn’t have when thinking of a raise.
When the voice of doubt creeps in, pause and ask yourself:
- Is this thought rooted in facts or in fear?
- Am I making assumptions about what others see, feel, or can afford?
- Am I holding myself back with rules no one else even made?
We work hard hoping to get what we want, but no one knows our needs better than we do. Your boss doesn’t read minds. If you want something, you have to ask for it, clearly. No hints, no detours. No raise will come from waiting quietly in the corner. As the saying goes: Closed mouths don’t get fed.
The only things we truly deserve are the ones we’re brave enough to ask for, clearly, kindly, and boldly.
Employees usually go in to negotiate a raise trying to be strong, using a strong voice, strong arguments and strong presence. They rehearse phrases like: “I deserve this”, “You owe me this”, or “It’s only fair.”
But here’s what nobody tells you: When you show up with a “me vs. you” mindset, you’re inviting your boss to push back, which is not negotiating, but confrontation. And what happens when someone feels cornered? They say no, even if they were considering saying yes.
Instead, you can try asking questions like these:
When you shift from demanding to co-creating, you invite the other person into the solution, and that’s where real “yeses” live.
A lot of people who want to ask for a raise spend months building the courage to say a single sentence. They open a Google Doc, start listing everything they do at work and think: “Maybe this will convince my boss to promote me.”
But here’s the truth most don’t tell you: That list might mean nothing to your boss, not because your work isn’t valuable, but because you’re assuming you know what they care about.
So, before you ask for a raise, ask better questions:
This shifts the conversation from “me” to “us”, from “recognize me” to “how can I contribute more meaningfully?” And when you come back 3-6 months later, you can say, “Hey, remember when I asked how to improve? Here’s everything I did since that chat. I’d love to revisit the promotion conversation.”
This isn’t just about getting more money. It’s about clarity, courage, and co-creating a path forward.
The best negotiators aren’t the most persuasive, but the best listeners.
Negotiation is:
In that order.
When we walk into a conversation focusing only on our goal (the raise, the flexibility, the promotion, the contract), we forget the most powerful tool we have: asking questions.
We humans are not good at guessing, and we don’t have to be. Ask, listen, and understand.
When you get curious about the other person’s priorities, you find leverage, create alignment and build trust. When you’re truly genuine about what the other person needs and wants first, they will inevitably reciprocate. And that’s how you actually get what you want (without the fight).
The best time to ask for a raise is before you even say yes. It’s tempting to sign an offer right away, especially if you’ve been job hunting for a while.
When you ask for what you need, you’re not being difficult, you’re being clear. And the moment you accept an offer is when you have the most leverage.
You can ask:
This isn’t just about money, but about starting your new job on a foundation of mutual respect and honest expectations. Negotiate early, not after burnout.
In past decades, employers held most of the power. Mobility was low, job offers were framed as opportunities rather than agreements between equals, and employees were expected to feel grateful for stability and not negotiate. At WeHireFast, we understand that times have changed. Receiving an offer letter today isn’t the end of the process, but the start of the negotiation, so make the most out of it.
