You’ve been at your job for two years. Your workload has doubled, your results are clear, but your salary hasn’t moved. Every time you think about asking for a raise, you hesitate because you fear how those conversations can easily go wrong.
In Nigeria, where inflation continues to rise and the phrase “just be grateful you have a job” still echoes in many workplaces, asking for a raise can feel risky, even when you’ve earned it. Yet, knowing how and when to have that conversation could be the difference between a polite “we’ll get back to you” and an actual increase.
To understand what really works, we spoke to Temiloluwa Oyeneye, Head of Talent at Big Cabal Media, with eight years of experience across consulting and in-house roles, and Oluwafolafunmi Ogunlashe, HR Manager at Time to Stay Limited, with four years of experience managing recruitment and operations.
Together, they break down the do’s and don’ts of asking for a raise in Nigeria and the strategies that actually get results.
Why Asking for a Raise Feels Hard in Nigeria
According to Temiloluwa, Nigerian employees often fall into two categories: those who are strategic and those who simply go with the flow.
“People who go with the flow usually chicken out when it’s time to ask for a raise,” she says. “They don’t have evidence: no data or measurable results. They say things like ‘cost of living is high,’ and hope their employer understands.”
She explains that the difference lies in preparation. Strategic employees study their company’s patterns, time their requests, and collect proof of their performance before stepping into that conversation.
“They know when to ask because they’ve observed how the business operates,” she says. “They’ve documented their wins and can show how their work contributes to company goals. They don’t just show up for random talks; they prepare like it’s a pitch.”
Still, even for prepared employees, asking for a raise in Nigeria can feel intimidating, partly because many workers lack sufficient trust in their managers to have an open conversation.
“If you don’t have a real relationship with your boss, it’s hard to bring up money,” Temiloluwa says, recalling an experience from a previous workplace.
“There was this talented employee. Every year, during perks adjustment, his manager would recommend him for benefits but never for a salary review — because he never asked. Meanwhile, someone else who said, ‘I don’t want perks, I want a salary review,’ got it. It’s that simple.”
Her advice is firm: “If you don’t ask, you don’t get. The worst that can happen is a no. And if you get a no, you can rework your approach and try again. Audacity is the world’s currency right now, and you must find it.”
Oluwafolafunmi agrees, adding that many Nigerians hesitate out of fear of job loss, being labelled greedy, or outright rejection.
“A lot of employees are indecisive because they think asking for a raise could make them disposable,” she says. “But that fear only keeps you stuck in the same place. The truth is, companies hardly reward silence.”
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Before You Ask: Prepare Your Case
Temiloluwa lets out a knowing laugh before sharing what she calls “a little HR secret.”
“Most organisations that do proper workforce planning already budget for salary increases,” she says. “There’s usually a contingency cost for raises, but employees don’t know because it’s not public information.”
She quickly adds that this doesn’t guarantee a raise. In today’s economy, even companies with the best intentions struggle to stay profitable.
“You have to remember the context,” she says. “Businesses are under immense pressure: from FX volatility, inflation, and shrinking profit margins. Sometimes the budget set aside for raises gets redirected to keep the business running.”
That’s why timing is everything.
“Don’t go to your manager right after a company-wide meeting where leadership just finished talking about losses,” she warns. “That’s the worst time. It comes off as insensitive. You have to be strategic about when you ask.”
Being strategic also means being intentional about how you ask. Temiloluwa advises against bringing up the conversation casually. “Don’t throw it in during a random chat,” she says. “Send a proper calendar invite: ‘I’d like to have a conversation about my remuneration and growth within the company.’ That’s how you show professionalism.”
The key point here is to “Prepare your evidence: wins, measurable impact, your growth,” she says. “If you’ve led two major projects that succeeded because of your input, reference that. Then table it, ‘Given these results, I’d like to discuss a possible review of my compensation. Based on market research, people in my role typically earn X–Y. I understand if we can’t meet that yet, but I’d like to know what’s possible.’”
The way you frame your case determines the kind of response you get.
“Employers respond to professionalism,” she explains. “If you come from a place of entitlement, you lose them. But they’ll listen if you show you’ve done your homework and understand the company’s reality.”
For her, the rule is simple: “Plan your timing. Prepare your evidence. Schedule the conversation. Communicate clearly. That’s how you make them listen.”
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The Best Time to Ask for a Raise
For Temiloluwa, timing is half the strategy. “From experience, it’s ideal to ask inside three windows,” she says. “After your performance or appraisal review, right after a big win or a successful project, and during budgeting or employee planning for the next fiscal year.”
But even then, she insists there’s no perfect moment. “There’s never really a time when your request can’t be considered, not if you’ve done your groundwork,” she adds. “You might not get an immediate response, but it registers. The person you asked remembers, and when the right window opens, you’re top of mind.”
Still, that kind of recognition doesn’t happen by accident. She stresses the importance of documentation: “That’s why it’s crucial to schedule an official conversation. It helps you track the request. If you asked in May and the next round of adjustments happens in July, you can point to a record instead of relying on memory or chance.”
How to Have the Conversation
Temiloluwa believes simplicity and structure go a long way when asking for a raise. “First, make it official,” she says. Request for a meeting.”
She suggests keeping the request straightforward and professional: “It can be as simple as, ‘Hello [manager’s name], I’d like to schedule a 30-minute call on [date] to discuss my compensation in light of recent developments. I’d appreciate the chance to talk this through and explore possible next steps.”
The next step, she says, is to show proof. “Talk is cheap. Evidence isn’t. Come with receipts: your wins, the projects you led, and the impact you made. It’s what separates emotion from persuasion.”
She recommends keeping a digital or physical “evidence sheet” where you log significant achievements throughout the year. “When appraisal time comes, you won’t have to rely on memory. Even if your manager forgot, they’ll remember once they click the link.”
“Be honest, hit your point clearly, and stay open-minded if it doesn’t work immediately. Sometimes the reward doesn’t come in cash; it could be stock options, bonuses, or recognition,” She adds.
She also advises ending every conversation with documentation: “Send a follow-up email summarising what was discussed and asking for clarity on next steps. When it does come through, send a note of appreciation. It reinforces that you value the opportunity.”
“Never rely on verbal promises,” Oluwafolafunmi adds. “Follow up your conversation with an email. It’s your receipt that the discussion happened. Without documentation, it’s easy for management to ‘forget’ or deny that you ever asked.”
Above all, Temiloluwa says, “Salary increases aren’t only about how hard you work, but how visible your work is. Show your manager your contributions. Make it easy for them to advocate for you. You don’t need to beg when you bring strong evidence; your work speaks for you.”
Temiloluwa’s Tips for a Successful Raise Conversation:
- Schedule it officially — send a clear, documented request for a meeting.
- Come with evidence — achievements, data, and measurable impact.
- Keep it professional — be clear and factual; avoid overexplaining.
- Document everything — send follow-up emails and note next steps.
- Show visibility — make it easy for your manager to advocate on your behalf.
- Be open-minded — rewards can come in different forms.
- Practise beforehand — refine your message and anticipate questions
Oluwafolafunmi adds another vital point HRs often don’t say out loud: stay discreet.
She warns against turning raise requests into hallway talk. “Don’t tell your work bestie or anyone else. The moment it becomes office gossip, you lose leverage. Keep it between you, your manager, and HR.”
Finally, she frames raises as negotiations. “Be open-minded,” she says. “If what you’re offered isn’t ideal, talk about it. And if it’s still not working, start planning your next move, but don’t be argumentative about it.”
The Don’ts: Mistakes That Cost People Raises
According to Temiloluwa, one of the biggest mistakes employees make is thinking a raise must always mean more money.
“People get so fixated on what hits their account,” she says. “But raises can come in many forms — a new title, a better role, training sponsorships, even performance-based bonuses that outpay what a salary bump would’ve given you.”
Still, many people ruin their chances by asking the wrong way.
“Don’t get defensive if you’re told no,” she pleads. “Go back, do your homework, gather more evidence, and come back stronger. But don’t sulk or stop performing, that’s what they’ll remember when it’s time to downsize.”
Another common pitfall? Lack of tact. “Don’t argue, don’t ambush your manager, and don’t underestimate emotional intelligence,” she says. “Sometimes, you need to understand who the influencers — the people who can nudge decisions in your favour — in your company are.”
And perhaps her most sobering advice: “Not everyone who mentors you can influence your raise,” she says. “Your mentor might help you grow, but your influencer can open doors. Identify both.”
Finally, she cautions against impatience. “You’ve only been in the role six months, and you’re already asking for a raise? Show exceptional work first, then ask.”
Key Takeaways: What Not to Do When Asking for a Raise
- Don’t focus only on salary — raises can also mean bonuses, training, or title upgrades.
- Don’t get defensive if told no; re-strategise and return with stronger evidence.
- Don’t let a rejection affect your performance — HRs remember attitude.
- Don’t underestimate the importance of timing or emotional intelligence.
- Don’t forget the power of internal influencers — find people who can advocate for you.
- Don’t rush it — prove consistent impact before asking.
Oluwafolafunmi emphasises that performance plays a significant role in whether a raise request is successful.
“If your appraisal score is just a little above the minimum threshold, say 72% when the benchmark is 70%, it might not be the best time to ask for a raise. But if you’ve consistently scored higher, or if your KPIs show strong performance, you’ll have a better case,” she explained. She added that sometimes, employees don’t even have to ask; “When your results are visible and undeniable, HR can recommend a raise on your behalf. That’s the best kind of recognition, when the work speaks for itself.”
Bottom Line
Temiloluwa’s golden rule? Have audacity. “Ask: the worst that can happen is a no. But go in with evidence.”
Confidence, she insists, is non-negotiable. “Be calm but firm. Don’t be rude, defensive or confrontational.”
She advises staying present during the discussion, listening closely to the other person’s responses and using them to clarify or strengthen your case.
Her final word: Don’t stop showing up for yourself, and remember that visibility is key.
