what is a reasonable raise percentage to ask for

Asking for more than coin can be uncomfortable. Even if yous're willing to negotiate, information technology'south hard to know where to showtime. To go the raise yous want, yous'll want to be fully prepared for the conversation. PayScale has you covered: we've created a library of resources to help workers achieve a successful salary negotiation upshot. Over the years, PayScale has also collected millions of data points from workers nearly salary, demographics and job and company-related characteristics.

Recently, we surveyed over 160,060 workers to find out who'due south asking for a raise, who receives a raise when they ask, why people don't enquire, and how people feel about their workplaces when they're denied a heighten. We've analyzed this information to help workers understand the beefcake of a raise.

In this report, larn the anatomy of a raise: See which factors you lot should pay attending to when you prepare for a salary negotiation chat. Additionally, this report will reveal what's likely to happen when a worker asks for a heighten: Who gets what they desire? Who doesn't? What got in their way?

If you're an HR professional person, Hr leader or a people manager, be sure to stick around besides. Nosotros've found some insights that should make you think twice nearly how y'all talk about pay with workers. For example, we found that when workers are denied a raise, the vast bulk practice not believe the rationale their employer provided for denying them a enhance. Their level of satisfaction with their employer goes way downward, and their intent to look for new jobs goes way up.

Discover out exactly what you lot should be paid Go Your Gratuitous Salary Report.

Data helps you establish your credibility and ensure that what you're asking for is within the realm of the possible. You can take PayScale's Salary Survey to find out exactly how much you should be paid. With your input, nosotros'll generate a free bacon report with a pay snapshot of similar roles at similar companies in your expanse. Come across where you lot fall in the salary range, and get a better thought of what might be a reasonable pay increase.

More tips on how to do research.

Timing is a critical cistron in your plan. Recollect nearly the financial situation of the company right now – is the organization flush with cash or are they cut back? And what's your continuing within the organization at this moment? How shut are yous to the next salary review cycle? When was the last time you got a pay raise at your current organisation? Here are the iii best times to re-negotiate your salary:

• When you take on an of import assignment or add new responsibilities to your plate
• When y'all just wrapped upward a major project successfully and are near to take on another project
• A few months before your annual review

Yous want to arroyo the conversation in the right way, so accept the fourth dimension to prepare for the conversation. Pull together the facts: what amount will you exist request for (based on your enquiry)? Work on your "brag sheet": What are the most important projects y'all've accomplished in the past 10 months since your last pay increase (or since the start of your tenure)? How accept you increased your responsibilities? Take your cloth, write it out, say it out loud, exercise the conversation with a friend. Have the time to really know your content and then that yous can go into the chat feeling strong.

Not sure what to say? Take a look at these salary negotiation scripts to jumpstart yours.

Even if you do your best to prepare, at that place is a chance that the answer will still be "no". If you hear no after putting a bid on the table, take it as an opportunity to ask for something else. For example, tin you request something such equally flex fourth dimension or more holiday? Or, ask to revisit in a few months with specific metrics or goals that tie directly to the visitor's success.

Looking for more expert advice on how to prepare for your salary negotiation? Have a look at our Salary Negotiation Guide.

White men receive raises far more oftentimes when they ask, compared to people of color.

No single gender or racial/ethnic group is statistically more than likely to take asked for a raise.

"No budget" is the most common rationale employers provide workers when denying a enhance request.

33 percent of workers were provided no rationale for why their employer denied them a raise.

Information technology seems that where i lives does make a difference on how probable i is to ask for a raise. Workers in the Pacific region (call back Westward Declension cities like San Francisco, San Jose, Seattle, Portland) are most likely to ask for raises. Workers who alive in the Midwest (W North Fundamental and East North Key divisions) are the least likely to enquire for raises. We've all heard the maxim that Midwesterners are polite, the data suggests that at that place is something of substance in that expression.

Don't allow your bacon negotiation to fail considering yous didn't do your inquiry. Be your own advocate by finding out exactly what yous should be paid.

Take PAYSCALE'S Free Salary SURVEY

In our data, nosotros found that people of colour are significantly less likely to receive a raise when they ask for one, relative to white men. The assay controls for other factors that affect the likelihood of receiving a enhance, like tenure and job level.

Women of color were 19 percentage less probable to take received a raise than a white man, and men of colour were 25 pct less probable.

*There is weak evidence that white women are also less likely to receive a enhance, only these results are not statistically significant.

Given the size of our sample (over 160,000 people), this finding shows that at that place is a level of bias –whether it's conscious or not — that is seeping into bacon increase decisions and functioning assessments.

"This report supports growing bear witness that only expecting people from underestimated backgrounds to ask for a raise will not close the wage gap," said Ruchika Tulshyan, author of The Diverseness Advantage: Fixing Gender Inequality In The Workplace. "Negotiation is a remedy that has worked for white men to raise their salaries, just it is not i that is universally applicable, peculiarly when bias is at play."

For people who believe they are facing bias in a enhance conversation, Tulshyan recommends a number of strategies. Outset, request a specific timeline when you tin have this chat once again if your director has said ìno for correct now.î Follow upwardly with an e-mail to your manager documenting your conversation, including specific details of what your enquire was, what their response was, and the timeline you are expected to follow up within. Collect data, officially from HR, or at the very to the lowest degree, from trusted colleagues most what the salary benchmarks are for like positions at your organization. This is catchy and awkward, but the best way to drive compensation conversations. If possible, check in with a few trusted colleagues of colour if they have faced similar obstacles. If there have been multiple instances of inexplicable obstacles to the advocacy of multicultural employees, it is worth raising the issue with HR. If the situation cannot be fairly investigated internally, Tulshyan recommends engaging an external labor protections agency to investigate.

If you are an HR professional, head over to our Tips for HR department to get more information nearly the furnishings of unconscious bias on organizational health, and tips on how yous can gainsay bias in your organization.

Every bit workers move upwardly the corporate ladder, they become more likely to receive a raise when they ask. Relative to an individual contributor, a manager is 42 percentage more likely to receive a raise after request, a manager is 119 percent more likely to receive a raise, and an executive (those with a VP or C-level job title) is 142 pct more likely to receive a raise.

Spending more time with an organization also increases the likelihood that a worker receives a raise after request, though simply up to a betoken. Workers with ii to three years at the aforementioned organization were only over three times as likely to accept received a enhance after request, compared to a new employee.

Tenure

Times Likely To Receive A Raise Relative to Someone With Less Than 1 Year.

1-2 Years	one.seven
2-iii Years	iii.iv
iii-four Years	3.0
4-5 Years	3.3
5+ Years	three.four

What should you exercise when you lot don't get the raise you ask for? Take it as an opportunity to revisit the ask. If budget for salary is maxed out, ask about other parts of your compensation packet. For more than tips, bank check out our Bacon Negotiation Guide.

Ogden, Utah and Honolulu, Hawaii peak the list with 85 percent and 82 percent of workers receiving at to the lowest degree some level of pay increment when they ask for a raise. Tech hubs too practise well – San Francisco (80 percent), Boston (76 percent), Seattle (76 pct) and San Jose (76 pct) all announced near the tiptop. Gary, Indiana takes the dubious accolade of last place. Merely 53 percent of workers received a enhance after asking, meaning 47 percent of askers were denied a raise.

Ogden, Utah and Honolulu, Hawaii pinnacle the listing with 85 per centum and 82 percent of workers receiving at to the lowest degree some level of pay increase when they enquire for a raise. Tech hubs as well practice well – San Francisco (80 percent), Boston (76 percent), Seattle (76 percent) and San Jose (76 percentage) all appear virtually the top. Gary, Indiana takes the dubious honour of last identify. Only 53 per centum of workers received a heighten after request, meaning 47 per centum of askers were denied a raise.

Ogden, UT	85%
Honolulu, HI	82%
Fresno, CA	81%
San Francisco, CA	80%
Long Island, NY	70%

Stockton,CA	61%
Knoxville, TN	61%
Lakeland-Winter Haven, FL	59%
Baton Rouge, LA	59%
Gary, IN	53%

It's painful to be rejected, peculiarly when you don't empathise why. When information technology comes to hearing "no" to a request for a raise, workers feel like their employers aren't equally tactful or considerate as they can exist.

Monetary constraints are the most common justification for denying someone a raise. In fact, 49 percent of workers who were denied reported that monetary constraint was the rationale their employer provided. Nevertheless, there is an eight per centum indicate difference in the rate at which men and women were told this reason.

Disturbingly, the side by side most common reason for denying a heighten was no reason at all! A third of workers who were denied a heighten reported that no rationale was provided.

In this study, for those who were denied a raise and provided a rationale, we prompted these respondents with "do you believe in the rationale provided past your employer?" Of workers who stated that their employer provided them a rationale, but 23 percent believe their employers' justification for denying a raise.Women are iii percent points less likely than men to believe the rationale.

In this study, we as well asked workers why they haven't asked for a heighten from their current employer. Remember, 63 pct of workers in our study have not asked for a raise at their current organization. The leading reason that workers have not asked for raises is that they received a raise without request (30 percent). The 2nd most common reason is that workers did not retrieve they have been in their positions long plenty to merit a enhance (29 percent).

Of the subset of workers who take not asked for a raise from their current employer, we found that men and women reported different reasons for not asking. Men are more likely than women to say that they haven't asked for a raise considering they received a enhance before they had to ask, or because they are already happy with their bacon. Women are more than likely than men (ix percentage points) to state that they haven't asked for a enhance because they're uncomfortable with negotiating salary.The second most common reason is that workers did non call up they have been in their positions long plenty to merit a raise (29 pct).

Learning your value is vital earlier beginning bacon negotiations. Find out what a off-white bacon is by taking PayScale's Bacon Survey.

Creator of the earth's largest database of rich salary profiles, PayScale offers modern compensation software and real-time, data-driven insights for employees and employers akin. Thousands of organizations, from small-scale businesses to Fortune 500 companies, use PayScale products to ability pay decisions for millions of employees. For more information please visit: https://www.payscale.com or follow PayScale on Twitter: https://twitter.com/payscale

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