How to Ask for a Raise: Script, Timing, and Negotiation Tips

Most people never ask for a raise — and those who do often do it poorly. Research shows that 70% of employees who ask for a raise get one, yet only 37% ever ask. Here's exactly how to do it right.

Step 1: Build Your Case (2–4 Weeks Before)

Don't walk in and say "I want more money." Walk in with evidence:

• List your accomplishments since your last raise or hire date. Use metrics.
• Research market rates on Levels.fyi, Glassdoor, and Payscale for your role, location, and experience.
• Document added responsibilities — Are you doing more than your job description? Leading projects? Mentoring?
• Collect positive feedback — Save Slack messages, performance review excerpts, and peer feedback.

Step 2: Choose the Right Timing

Timing matters more than most people realize:

• Best times: After a big win, during performance reviews, after your annual anniversary, when the company is doing well
• Worst times: During layoffs, after a missed deadline, on a Monday morning, in a casual hallway chat
• Schedule a dedicated meeting — "I'd like to schedule 30 minutes to discuss my compensation and growth."

Step 3: The Conversation Script

Opening:

"Thanks for meeting with me. I've been here for [X months/years] and I'd like to discuss my compensation. I've put together some context I'd love to walk you through."

Present Your Case:

"Since my last review, I've [key accomplishment #1 with metric], [key accomplishment #2 with metric], and taken on [additional responsibility]. Based on market data for someone with my experience and contributions, I believe a salary adjustment to [target number] would be appropriate."

Handle the Silence:

After stating your number, stop talking. Let them respond. Silence is uncomfortable but powerful. Don't backtrack or apologize.

Step 4: Handle Common Responses

If they say "Yes":

Get it in writing. Ask when the new salary takes effect. Send a follow-up email summarizing the agreement.

If they say "Not right now":

"I understand. Can we set specific goals and a timeline so I know exactly what I need to demonstrate for a raise in [3/6 months]?"

If they say "Budget doesn't allow it":

"I understand the budget constraints. Would it be possible to discuss a one-time bonus, additional equity, extra PTO days, or a professional development budget instead?"

If they deflect completely:

This is a red flag. If your company won't engage with compensation conversations at all, it may be time to explore external offers.

How Much to Ask For

Situation	Reasonable Ask
Annual raise (meeting expectations)	3–5%
Exceeding expectations significantly	7–15%
Significantly underpaid vs. market	15–25%
Promotion to next level	10–20%
Counter-offer (external offer in hand)	10–30%

Pro Tips

• Ask for a specific number, not a range. Ranges anchor to the low end.
• Aim 10–15% higher than your target. Leave room for negotiation.
• Never threaten to quit unless you're prepared to follow through.
• Practice with a friend. Role-play the conversation until it feels natural.
• Follow up in writing. Email a summary after every compensation conversation.