I'm trying to do you ask for a raise at a small company where there isn’t a formal review process

Hi Amelia, In a small company, set a 25 minute dedicated meeting rather than trying to catch them ad hoc. Put a clear subject on the calendar invite like Role scope and compensation and attach a one page summary of your expanded scope and three outcomes, for example reducing onboarding time from 14 days to 9 and taking over PM for three client accounts. Open with a collaborative frame: I want to make sure my role reflects where I am contributing most and that compensation lines up with that. Walk through the scope you have absorbed, then ask to align on what the role should be for the next 6 to 12 months. After you both agree on scope, propose a title that matches it, for example Client Onboarding and Project Lead, and present a market backed salary range where your target is the bottom of the range.

Use a simple script: Based on market data for client onboarding and PM roles in our area, I see a range of $X to $Y. given my impact here, I am targeting $Z and would like to update my title to <proposed title>. What would be a reasonable timeline to make that change? On timing overall, raise it right after a big deliverable when the value is fresh, and book the meeting for a morning early in the week when they are less slammed. If they hesitate due to budget, suggest options like a partial increase now with a written plan to reach the full amount in 90 days tied to specific milestones, or a one time bonus plus the title change with a salary review date already on the calendar. End by getting concrete next steps before you leave the room: the title, the number, the effective date, and the follow up date. If you are unsure what title fits best, offer two options so they can choose, for example Operations and Client Success Lead versus Client Onboarding and Project Lead.

Skip the hints and book time, show results, propose title and number.

Hi Amelia! In small shops and you have to create the review moment yourself. Send a short meeting request with an agenda: scope growth & results, comp alignment. Lead with how the role has evolved and the measurable wins, then propose a title and a reasonable range based on market data. Busy bosses appreciate clarity, not a mystery tour. Aim for after a visible win or milestone, but still schedule a dedicated chat rather than tacking it onto a status call.

Keep it simple in the room: three minutes on impact, one minute on ask, then pause. If they hesitate, ask what needs to happen in the next 60 days to get there and agree on a date to revisit. If budget is tight, explore phased raises or a title change now with comp in a set timeframe. I remember picking up prints at the photo shop, and burning CDs at home taught me to label and date things. The trick was being polite, specific, and making it easy to say yes. Same idea here, just with salaries instead of glossy 4x6s.

Just tell your boss you've taken on more work and deserve a raise. seen plenty fail by waiting too long.

I overthought my own raise request for months, analyzing every possible reaction from my boss, until I realized a simple email outlining my added responsibilities worked best. I listed the metrics I'd improved factually, without emotion. Then I suggested discussing my role's evolution in a short meeting.

Proposing a new title came after. starting with how they see my contributions opened the door. I timed it post-project success to leverage momentum. The dry facts spoke for themselves.

In the end, the anxious buildup was unnecessary. the straightforward approach got me the raise without drama.

Back in my day and we didn't have all these fancy emails or scheduling apps to ask for a raise. You'd just walk into the boss's office with a firm handshake and lay out what you've done. Print out those notes you have on your achievements. there's something tangible about paper that screens can't match.

Keep it concise: highlight two or three key expansions in your role, like that client onboarding, and tie them to company success. Suggest a modest salary bump based on market rates you've researched quietly. Don't demand. propose it as a way to keep you motivated.

Timing? Right after a win, like a big deliverable, while it's fresh. And follow up in writing, like we used to with memos – it leaves a record without being pushy.