How to Ask for a Raise: Scripts, Timing, and Strategies That Get Results

You know you deserve a raise. You're doing excellent work, you've taken on more responsibility, and you haven't had a salary adjustment in longer than you'd like.

But actually asking? That's where most people freeze.

So they wait—hoping their manager will notice, hoping the annual review will bring good news, hoping someone will just pay them what they're worth.

Here's the problem: Hoping is not a strategy.

Research shows that employees who ask for raises receive them 70% of the time. Yet most people never ask at all.

This guide gives you everything you need to ask for a raise and actually get it: the timing, the preparation, the scripts, and the strategies for every possible response.

Why You Should Ask (The Data Is Clear)

Before diving into the how, let's address the elephant in the room: Is asking for a raise actually worth it?

The data says yes, overwhelmingly:

• 70% of employees who ask for a raise receive one (according to PayScale research)
• Only 37% of workers have ever asked for a raise in their careers
• Employees who negotiate their salary earn $1 million more over their careers on average
• Women who consistently negotiate earn $1.5 million more than those who don't

The gap between those who ask and those who don't is staggering. And the reason isn't talent or performance—it's simply asking.

When to Ask for a Raise: Timing Is Everything

The best request at the wrong time will fail. The timing of your ask matters almost as much as what you ask for.

The Best Times to Ask

After completing a major project or milestone

You just shipped something significant. Your value is fresh in everyone's mind. Your leverage is at its peak.

During performance review season

Budgets are being allocated. Salary discussions are expected. Your manager is already thinking about compensation.

When you've taken on new responsibilities

If your role has expanded but your salary hasn't, you have a clear case for adjustment.

When you've received positive feedback

Strike while the iron is hot. If your manager just praised your work, they're primed to value your contribution.

After a strong quarter or year for the company

When business is good, budgets are looser. Companies are more willing to invest in retention.

When you have an external offer (use carefully)

A competing offer gives you leverage, but this should be genuine, not fabricated. And be prepared for them to say "take it."

The Worst Times to Ask

During layoffs or budget cuts

Your manager is stressed, and the answer will be no regardless of your performance.

Right after a failure or mistake

Wait until you've recovered and demonstrated value again.

When your manager is overwhelmed

Read the room. If they're dealing with a crisis, your request will be a burden, not a conversation.

Immediately after starting

Wait until you have a track record (typically 6-12 months minimum).

On Monday morning or Friday afternoon

People are either stressed about the week ahead or checked out for the weekend.

How to Prepare: The Foundation of Every Successful Ask

The conversation itself might last 15 minutes. The preparation should take days.

Step 1: Research Market Rates

You need to know what your role pays in your market. Not what you think it pays—what the data shows.

Resources to use:

• Levels.fyi - Especially good for tech roles
• Glassdoor - Wide coverage across industries
• PayScale - Detailed by experience and location
• LinkedIn Salary - Real data from professionals
• H1B Salary Database - Public records for visa-sponsored employees
• Industry salary surveys - Many professional associations publish these

What to document:

• The median salary for your role and level
• The range (25th to 75th percentile)
• How your current salary compares to market
• 2-3 specific data points you can cite

Step 2: Document Your Achievements

Your manager sees dozens of things every week. They won't remember every contribution you've made. You need to remind them.

Create a document with:

Quantifiable results:

• "Increased conversion by 23%"
• "Reduced processing time by 40%"
• "Generated $150K in new revenue"
• "Saved $75K through process improvements"

Scope expansion:

• New responsibilities you've taken on
• Teams or people you now manage
• Projects outside your original job description

Recognition:

• Positive feedback from leadership
• Awards or acknowledgments
• Successful projects you led

Skills developed:

• New certifications or training
• Technical skills learned
• Leadership capabilities demonstrated

Step 3: Define Your Ask

Come with a specific number. Vague requests get vague responses.

Calculate your target salary:

1. Find the market rate for your role
2. Adjust for your experience and performance
3. Determine your ideal number (what you're asking for)
4. Determine your acceptable number (what you'd accept)
5. Know your walk-away point (if they can't meet this, you'll look elsewhere)

Typical raise ranges:

• Cost of living adjustment: 2-3%
• Merit increase: 3-5%
• Promotion: 10-20%
• Market adjustment: Whatever bridges the gap to fair market rate

Step 4: Prepare for Objections

They might say no. They might say "not now." They might say "let me think about it."

Prepare responses to:

• "We don't have budget for that"
• "It's not the right time"
• "You haven't been here long enough"
• "That's above what we pay for this level"
• "I need to discuss with HR/leadership"
• "Let's revisit this at your review"

We'll cover scripts for each of these below.

Step 5: Request the Meeting

Don't ambush your manager. Schedule a dedicated conversation.

Example meeting request:

"Hi [Manager], I'd like to schedule some time to discuss my compensation. Would you have 30 minutes this week or next? I want to come prepared with context and make the most of our time."

This signals:

• You're treating this professionally
• You have something substantive to discuss
• You've prepared (which you have)

Scripts: Exactly What to Say

Here's how to structure the conversation, with word-for-word examples.

Opening: Set the Tone

Start by expressing commitment and framing the conversation positively.

Script 1: The Confident Opener

"Thank you for making time for this. I want to talk about my compensation. I'm committed to [Company] and this team—and I want to make sure my salary reflects the value I'm contributing and the market rate for this role."

Script 2: The Achievement Opener

"I appreciate you meeting with me. I've been reflecting on my contributions over the past [time period] and wanted to have a conversation about my compensation. I've documented some specific results I think are relevant."

The Ask: Be Specific

State your request clearly with reasoning.

Script 3: The Direct Ask

"Based on my research and my performance, I'm asking for a salary of $[X]. This reflects [market data point] and accounts for [specific contribution or scope change]. I believe this is fair and aligned with the value I bring."

Script 4: The Data-Driven Ask

"I've done research on market rates for [Job Title] in [City]. The data shows a range of $[X-Y], with the median at $[Z]. Given my [years of experience], [specific achievement], and [expanded responsibility], I believe $[Target] is appropriate. Is that something we can discuss?"

Script 5: The Achievement-Based Ask

"Over the past year, I've [specific achievement]. I've also taken on [new responsibility] that wasn't part of my original scope. Given these contributions, I'd like to discuss adjusting my salary to $[X]. This would also bring me in line with market rates for this role."

Handling Objections: Stay Calm and Redirect

Objection: "We don't have budget for that."

"I understand budget constraints are real. Could we explore a smaller increase now with a commitment to revisit in [6 months]? Or perhaps a one-time bonus? I'm flexible on how we get there."

Objection: "It's not the right time."

"I appreciate you being direct about timing. Can we set a specific date to revisit this conversation? I'd also like to understand what would need to change for the timing to be right."

Objection: "You haven't been here long enough."

"I understand tenure matters. In my [X months/years], I've delivered [specific results]. Given what I've accomplished, I believe my performance warrants consideration. What timeline would you suggest for this conversation?"

Objection: "That's above our pay band for this level."

"I appreciate the transparency about pay bands. Is there a path to a promotion that would put me in a higher band? Or is there flexibility at the top of the current range? I want to understand my options."

Objection: "Let me discuss with HR/leadership."

"Of course—I understand these decisions often need input from others. What timeline should I expect for a follow-up? And is there anything else you need from me to support the conversation?"

Closing: Define Next Steps

Never leave without knowing what happens next.

"Thank you for hearing me out. What are the next steps from here? When can I expect to hear back?"

Or if they need to consult others:

"I understand you need to discuss this internally. Would it be helpful if I sent you a summary of what we discussed, including my achievements and research? And can we set a time to follow up?"

If They Say No: What to Do Next

A "no" isn't the end of the conversation. It's information.

Understand Why

Ask clarifying questions:

"I appreciate you being direct. Can you help me understand what would need to be true for me to earn a raise? Is it budget, performance, tenure, or something else?"

Explore Alternatives

If cash salary isn't possible, consider:

• One-time bonus - Doesn't increase ongoing costs for them
• Additional PTO - Often easier to approve
• Professional development budget - Conferences, courses, certifications
• Flexible work arrangements - Remote work, different hours
• Title change - Sets you up for future compensation discussions
• Accelerated review - Get a commitment to revisit in 3-6 months

Document Everything

Send a follow-up email summarizing the conversation:

"Hi [Manager], thank you for our discussion about my compensation. To summarize: [what was discussed]. The next step is [their commitment]. I'll plan to follow up on [date]. Please let me know if I've misunderstood anything."

This creates a record and holds them accountable.

Assess Your Options

If the answer is definitively no—and the gap between your salary and market rate is significant—it might be time to look externally.

The best time to look for a job is when you have a job. Start exploring what's out there. You might find:

• Your company is actually paying fairly
• There are opportunities that would value you more
• You have leverage you didn't know you had

Common Mistakes to Avoid

Apologizing for asking

Don't say "I'm sorry to bring this up" or "I hate to ask." Compensation conversations are professional and expected.

Making it personal

"I need more money because rent went up" isn't persuasive. Focus on market value and your contributions, not personal circumstances.

Comparing yourself to colleagues

"I know [colleague] makes more than me" creates problems. Stick to market data and your own performance.

Giving an ultimatum (unless you mean it)

"Give me a raise or I'm leaving" is nuclear. Only say this if you genuinely have another offer and are prepared to take it.

Accepting the first no

A "no" often means "not right now" or "not in that form." Push back gently, explore alternatives, and don't give up after one conversation.

Not preparing

Winging it signals you don't take the conversation seriously. Preparation demonstrates professionalism and strengthens your case.

The Raise Conversation Checklist

Before your meeting, confirm you have:

• Researched market salary data with 2-3 sources
• Documented your achievements with specific numbers
• Calculated your target and acceptable salary
• Prepared responses to likely objections
• Rehearsed your opening and ask out loud
• Scheduled a dedicated meeting (not a hallway ambush)
• Chosen timing that works in your favor

Practice Before You Ask

The difference between a confident ask and a nervous one is practice.

Reading scripts is helpful. Saying them out loud is transformative.

Ways to practice:

• Record yourself delivering your ask and listen back
• Practice with a friend or mentor playing your manager
• Use an AI negotiation tool to simulate the conversation

When you've said the words out loud multiple times, they'll flow naturally in the real conversation. The nervousness fades. The confidence shows.

Practice asking for a raise with AI feedback →

The Long Game: Building Leverage for Future Raises

One successful raise conversation opens the door to more.

Keep documenting achievements

Update your wins log monthly. Don't scramble to remember what you did when review time comes.

Stay informed on market rates

Salaries change. New roles emerge. Stay current on what your skills are worth.

Build relationships across the organization

Your manager is more likely to advocate for you if others speak highly of you too.

Take on visible projects

Work that leadership sees is work that gets rewarded.

Have the conversation regularly

Don't wait years between salary discussions. Make it a normal part of your professional relationship.

You Deserve to Be Paid Fairly

Here's the truth: Companies budget for raises. They expect employees to ask. The only person losing when you don't ask is you.

You've done the work. You've delivered results. You've earned the right to advocate for yourself.

Now go ask for what you're worth.

Continue Your Negotiation Preparation

Asking for a raise is one part of the compensation puzzle. Continue building your skills:

• Salary Negotiation Scripts: 25+ word-for-word scripts for any negotiation scenario
• What Are Your Salary Expectations?: Master the interview question that costs candidates $20K
• Counter Offer Email Templates: 15 copy-paste templates for written negotiations
• How to Practice Salary Negotiation: The rehearsal method that adds $10K-$50K

Ready to practice before the real conversation?

Try Revarta free and rehearse your raise request with AI that responds like a real manager. Build confidence before you walk into that meeting.

No more hoping. No more waiting. Go get that raise.