5 Steps To Take Immediately if You Want To Get a Raise in 2026
This is going to be your year at work. You’re going to shine so brightly that management needs sunglasses to behold all your achievements. And yes, that raise you’ve been eyeing could finally be yours.
But earning a raise isn’t always just about doing your job well. There are many hidden personal and professional factors at play — and understanding them can make or break your push for a bigger paycheck.
To help you put yourself in the strongest position possible, MoneyLion opened the boardroom to workplace and career experts. They shared clear, actionable advice on what to do now to help make your raise a reality in 2026.
1. Start the Conversation Early — and Keep It Going
You might think the window to ask for a raise opens and closes like a magic portal — that the only opportunity comes at the end of the calendar or fiscal year, or during your annual review. According to Sophie Warwick, co-CEO and co-founder of The Thoughtful Co., the best time to ask for a raise is when you start thinking about it.
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One of the biggest mistakes she sees among clients is waiting too long to broach the topic. As the months tick by, frustration builds, and the conversation becomes unnecessarily complicated and emotionally fraught. Instead, Warwick suggests initiating these discussions early and checking in periodically.
“Budgets are real, and your leader may not be able to offer you a raise until budgets renew,” she said. “It’s better to start the conversation early, communicate where you’re at from a compensation perspective, and position yourself for a more pragmatic and productive conversation with your leader.”
2. Keep a “Brag Book”
In the hustle of work life, it’s easy to forget everything you’ve accomplished. That’s why Judy Ta — a career and business coach and host of the Munchies and Money podcast — advises keeping a running "brag book," or folder, of your accomplishments.
“This can include positive feedback, compliments and short summaries of big projects shared with those involved,” she said. “A strong summary doesn’t just list the project — it clearly outlines what the issue or challenge was, what you did to address it, and the impact of your work. Focusing on this framework shows problem-solving and results, not just activity.”
You can tailor the notes in your brag book based on metrics most managers really care about, such as:
Revenue supported or generated
Time saved
Efficiency gains
Customer experience improvements
Risk reduction
Even if your work isn’t heavily data-driven, you can frame your accomplishments around impact and improvement — not just a checklist of completed tasks. Ta recommends reviewing your brag book before performance or compensation conversations. You’ll feel more confident articulating why your work matters.
3. Check In Strategically
While you want your manager to be aware of your ongoing awesomeness, there’s a fine line between making your case and overwhelming them with information. Ta says the best time to schedule a more formal check-in is when managers are starting to write their reviews.
Because most managers aren’t tracking every accomplishment throughout the year, Ta suggests sending a friendly, strategically timed recap of your major projects and their impact — and presenting it as a helpful alignment exercise.
“When framed as, ‘Here’s what I’ve been working on — does this align with expectations and how you’re thinking about my performance?’ it supports alignment rather than feeling transactional,” she said. “Once compensation decisions are already set, it’s often much harder to influence the outcome than when expectations are established earlier.”
4. Make Allies Beyond Your Manager
Having a supportive manager certainly helps when it comes to securing a raise. However, your manager is rarely the only voice in the room when compensation decisions are made. You need friends and allies who can talk you up. When they share that you brought a project over the finish line or describe how you finessed a difficult client, they’re emphasizing your value to upper management.
For Dana Zellers, an executive and leadership coach, building relationships across teams is crucial.
“Even if your manager is a strong supporter, most raise decisions are influenced by calibration or compensation review meetings,” she said. “If your name only shows up in one room, your odds drop. Employees who work cross-functionally, deliver visible outcomes, and earn credibility with multiple leaders are far more likely to be positioned for a raise.”
5. Learn How To Negotiate
All too often, negotiation is portrayed as a high-stakes game of one-upmanship (think "Succession"), and you worry you’re not capable of such cunning. Let Zellers put your mind at ease.
“The strongest leverage comes from being clear, prepared and calm, not aggressive,” she said.
Effective negotiation, she added, typically includes:
Anchoring your ask to market data and expanded scope or responsibilities
Framing compensation as part of retention and continuity
Showing flexibility on timing or structure if budgets are tight
Knowing the market range for your role — and what actually moves pay within that range
Some employees believe the strongest negotiation tactic is having a competing offer in hand, but Zellers cautions against pulling the pin on that grenade unless you’re genuinely prepared to leave.
The Bottom Line
Getting a raise may be high on your list of goals for the year ahead. With proper documentation, a positive attitude and a willingness to think strategically, 2026 could be the year your paycheck finally catches up to your contributions.
This article was provided by MoneyLion.com for informational purposes only and should not be construed as financial, legal or tax advice.
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