Asking for a raise or promotion is never easy, and it can be especially challenging during lean economic times. Most people avoid asking for even incremental raises in order to avoid an awkward conversation or a dissatisfactory response. But asking for a raise in a strategic and thoughtful manner can demonstrate commitment and engagement, even if the answer is “No.”

Here’s how to do it:

Do your research.

Arm yourself with up-to-date research that informs your ask. Use publicly available data from sites like payscale.com, candid.org, glassdoor.com, or relevant industry/association resources. Try to learn as much as you can about the compensation at your current organization, including the overall compensation philosophy and what others at your level are making. 

Be specific—and reasonable—in your ask.

Once you’ve done your research, you should have a good idea of how much of an increase to request. Make sure that it’s an increase in line with internal equity and that it’s an amount your boss can actually consider.

It’s also helpful to adopt a forward-thinking perspective when you make your case. Don’t just recite a long list of all your contributions from the last year; also talk about the value you’ll add and the skills you plan to advance in the coming year. This demonstrates self-awareness and sends the message that you’re committed to improvement over the long term.

Practice your ask on someone else.

You can prepare yourself to enter the conversation with confidence by practicing first with a friend. They can give you feedback on your tone and demeanor and point out any holes in your argument that you’ll need to address beforehand.

Choose the right time.

Your annual review is a natural time to ask for a raise or promotion. But if you want to make your request outside of this cycle, consider giving your manager a heads-up so they don’t feel blindsided. You could say something like, “I’d like to talk about my career path at our next check-in,” which will let your manager know to be prepared for the conversation. Then, you can start the discussion with: “As I’m looking forward to working and growing with the company, I’d love to discuss my salary.”

Another time that may be effective is after you’ve completed an important project or initiative. Avoid starting this conversation during intensely busy times before deadlines or especially hectic periods when your manager is likely short on time and patience.

Reflect an understanding of the bigger picture.

This is especially important during times of financial uncertainty, which many organizations are experiencing right now. Ensure that your request reflects and understanding of your organization’s financial situation by saying, for example: “I know that it’s not clear yet if we’ll hit our targets for this quarter and there is some concern, but I do want to talk about my career and salary at our next check-in so I can have a better understanding of my path forward.” That demonstrates that you’re aware of the bigger picture at play.

It's also helpful to understand that your manager may not have final say on your raise. They may need to work with HR and/or discuss it with their manager. So help them make the case by being concise and clear, and then be patient as they work through the additional processes. But don’t be afraid to politely follow up after a week to two.

What if the answer is ‘No’?

Sometimes there is just no room in the budget for a raise. If that’s the case for you, accept this response as graciously as you can and set yourself up for a successful conversation in the future. You could ask your manager when it might be appropriate to follow up again and what specific goals you should set for yourself to reach your desired salary.

If a salary increase is simply out of the question at the moment, consider whether there is an opportunity to negotiate for something else. Is a title change or promotion without an increase in pay an option? Is there a class, certificate program, or conference you want to attend that your organization could cover all of some of the cost of? Could you change to a hybrid schedule that allows you to work from home more often?

Asking for a raise may feel awkward. But with some preparation and a good plan, you can make a strong case for yourself. And if the answer is no, you’ll have laid the groundwork for a yes in the future.

Molly Brennan is founding partner at executive search firm Koya Partners, which is part of the Diversified Search Group, where she is also the nonprofit practice lead. A frequent contributor to Philanthropy News Digest and other publications, Brennan also authored The Governance Gap: Examining Diversity and Equity on Nonprofit Boards of Directors.