How to Negotiate a Raise: A Step-by-Step Script That Works

Negotiating a raise is one of the highest-ROI financial moves you can make. A $5,000 raise compounds over a career — it raises your base for all future raises, bonuses, and even retirement benefits. Yet most people never ask. Here's how to ask — and how to actually get it.

Step 1: Do Your Research First

Never go into a salary conversation without data. Check Glassdoor, Levels.fyi (for tech), LinkedIn Salary, Payscale, and Salary.com for your role, location, and experience level. Talk to recruiters — they'll tell you what the market is paying. If you're being paid 15–20% below market, that's your most powerful argument. If you're at market rate, focus on your specific contributions and impact.

Step 2: Build Your Case

List your accomplishments since your last raise. Be specific and quantify everything possible: 'I increased sales by 23%', 'I reduced onboarding time from 3 weeks to 1 week', 'I took on the entire X project when the team member left'. Generic claims like 'I work hard' don't move the needle. Concrete results tied to business outcomes do.

Step 3: Choose the Right Time

The best times to ask: after a major win or positive project outcome, during performance review season (or slightly before, to shape the review), after you've taken on significantly more responsibility, when you've received a competing job offer (use carefully). Bad times: when your company just announced layoffs, when your manager is under stress, during a difficult project, or randomly without a clear reason.

Step 4: The Conversation Script

Request a dedicated meeting — don't ambush your manager at the end of another meeting. Use this framework: 'I've really enjoyed my work here and I'm committed to [company]. I wanted to talk about my compensation. Based on my research, the market rate for my role with my experience in [city] is [X–Y range]. I've also taken on [specific responsibilities] and delivered [specific results]. I'd like to discuss increasing my salary to [specific number].' Then stop talking. Wait for their response.

How to Handle Each Response

• Yes: great — get it in writing with a start date
• Not right now / budget issues: ask 'What would it take to get there, and when?' Get specifics, set a follow-up date
• You're already at the top of your band: ask about promotion criteria, bonuses, or other compensation (extra PTO, remote work, professional development budget)
• No without explanation: ask 'Can you help me understand what factors are considered?' — this creates accountability and shows you're serious
• Counter-offer below your ask: negotiate from there, don't accept the first counter

What Not to Say

• Don't say 'I need more money because...' (rent, bills, student loans) — your personal expenses aren't your employer's problem
• Don't threaten to quit unless you actually have an offer and are prepared to leave
• Don't apologize for asking or undercut yourself ('I know this might be a lot...')
• Don't accept the first no as final — follow up in 3–6 months with updated accomplishments

The Competing Offer Strategy

Having a competing job offer is the single strongest leverage in salary negotiation. If you receive an offer from another company, you can show it to your employer and ask them to match or beat it. Be prepared: many employers will match; some won't and will let you go. Only use this tactic if you're genuinely willing to take the other job.