How to Ask for a Raise: Timing, Scripts, and What to Do If They Say No

Why You Deserve to Ask

Dispelling the fear:

Common fears (and reality):

Fear 1: "They'll think I'm greedy" Reality: Companies respect employees who know their worth. They budget for raises—not asking = leaving YOUR money in THEIR pocket.

Fear 2: "They'll fire me" Reality: Firing for asking (professionally) is illegal retaliation in most cases. Happens <1% of the time. More likely: They say no, conversation ends, life continues.

Fear 3: "I haven't been here long enough" Reality: If you've delivered value, tenure doesn't matter. Some people earn raises in 6 months.

Fear 4: "The company can't afford it" Reality: Not your problem. If they truly can't, they'll say so (then consider leaving—ship is sinking).

Statistics in your favor:

• 75% of employees who ask for raises receive some increase (PayScale study)
• Average raise when asking: 10-20% (vs. 3% standard annual raise)
• Cost of replacing you: 50-200% of your salary (recruiting, training, lost productivity)

Asking = smart business decision (for both of you)

Preparation: Do This BEFORE the Conversation

The 80/20 rule: 80% of success is preparation

Step 1: Document your wins (build your case)

Create "brag document" with:

Quantifiable achievements (numbers = power):

• Revenue generated: "Closed $250K in new deals (20% above target)"
• Money saved: "Reduced supply costs by $30K annually"
• Time saved: "Automated report process, saving team 10 hours/week"
• Problems solved: "Resolved issue causing 15% customer churn"
• Team impact: "Trained 3 new hires, all exceed performance goals"

Expanded responsibilities:

• "Now managing 5-person team (was individual contributor)"
• "Took on X project outside job description"
• "Became go-to person for Y (wasn't in role initially)"

Skills gained:

• Certifications earned
• New software mastered
• Leadership experience

Timeline: Last 6-12 months (recent > ancient history)

Step 2: Research market rates

Know what you're worth:

Salary research tools:

• Glassdoor: Company-specific salary data
• Payscale.com: By role, experience, location
• Levels.fyi: Tech industry (highly accurate)
• LinkedIn Salary: Industry insights
• Robert Half Salary Guide: Professional fields

Find:

• Average salary for your role, experience, location
• 25th percentile (low), 50th (median), 75th (high)

Example:

• Your title: "Marketing Manager, 5 years experience, Austin, TX"
• Market data: $65K (25th) / $80K (median) / $95K (75th)
• Your current salary: $70K
• You're below median—strong case for increase to $80-85K

Step 3: Determine your target number

Three numbers strategy:

1. Walk-away number (minimum you'll accept)

• Based on: Market median, your bills, other offers
• Example: $78K (below this, you'll start job hunting)

2. Target number (what you're asking for)

• Based on: Market rate + your value
• Example: $85K (market median + your above-average performance)

3. Dream number (if everything goes perfectly)

• Example: $92K (75th percentile, aggressive but justified)

Always ask for target, settle around walk-away if needed

Step 4: Choose perfect timing

GOOD times to ask:

✅ After major win (closed big deal, finished successful project) ✅ Annual performance review (expected conversation time) ✅ After company good news (profitable quarter, funding round, acquisition) ✅ When you've exceeded goals (hit 120% of sales target) ✅ Before taking on more responsibility ("Before I accept this promotion...")

BAD times to ask:

❌ During company crisis (layoffs, financial trouble, bad quarter) ❌ After your mistake (screwed up project recently) ❌ Manager is stressed/overwhelmed (read the room) ❌ Less than 6 months in role (unless exceptional circumstances) ❌ You just got raise (wait 12 months minimum)

Ideal: Schedule 1-on-1 with manager, don't ambush them

The Conversation: Word-for-Word Scripts

What to actually say:

Script 1: Scheduling the meeting

Email to manager:

Subject: Request to Discuss Compensation

Body:

"Hi [Manager],

I'd like to schedule 30 minutes to discuss my compensation and contributions to the team. I've been here [X time], taken on [responsibility], and would like to talk about adjusting my salary to reflect this.

Would [day/time] or [alternate day/time] work for you?

Thanks, [Your name]"

Why this works:

• Direct (clear purpose—no surprise)
• Professional (no emotion)
• Flexible (offers multiple times)
• Frames positively (contributions, not demands)

Script 2: Opening the conversation

In the meeting:

"Thanks for meeting with me. I want to discuss my compensation.

Over the past [6-12 months], I've [list 2-3 major achievements with numbers]:

• [Achievement 1: Quantified result]
• [Achievement 2: Quantified result]
• [Achievement 3: Quantified result]

Additionally, I've taken on [new responsibility] which has expanded my role significantly beyond the original job description.

I've researched market rates for my position and experience level, and based on [source], comparable roles pay [range]. Given my performance and expanded responsibilities, I'd like to discuss adjusting my salary to [$target number], which is in line with market rate and my contributions.

What are your thoughts?"

Why this works:

• Leads with value (achievements first, ask second)
• Uses data (market research, not feelings)
• Quantifies impact (numbers > vague claims)
• Specific ask (not "I'd like a raise" but "$85K")
• Opens dialogue (not ultimatum)

Script 3: Handling objections

Objection 1: "Budget is tight right now"

Response: "I understand. Is there a specific timeframe when we could revisit this? Would it make sense to schedule a follow-up in [3 months] after [next quarter results]? In the meantime, I'd like to discuss alternative forms of compensation—would additional PTO, equity, or professional development budget be possible?"

Objection 2: "You just got a raise 8 months ago"

Response: "I appreciate that, and the previous adjustment was deserved. However, my responsibilities have grown significantly since then—I'm now [specific new responsibility], which wasn't part of my role previously. I'm essentially performing a higher-level position. Can we discuss adjusting compensation to reflect this expanded scope?"

Objection 3: "We do raises during annual review (3 months away)"

Response: "I appreciate the formal process. Can we agree to discuss this specifically during my review? I'd like to document what would need to happen between now and then to justify [target salary]. What metrics or achievements would you want to see?"

Objection 4: "That's above the range for your level"

Response: "I understand. Based on my contributions [list 1-2 key achievements], I believe I'm performing above my current level. Would it make sense to discuss a promotion to [next title] along with the compensation adjustment? That would align my title and pay with the work I'm already doing."

Script 4: If they say YES

Response:

"Thank you, I really appreciate this. Can you confirm the details in writing—the new salary amount, effective date, and whether this will be reflected in [next paycheck]? I'm excited to continue contributing to the team's success."

Get it in writing IMMEDIATELY (verbal promises can disappear)

Script 5: If they say NO (flat rejection)

Response:

"I'm disappointed, but I appreciate you considering it. Can you help me understand what I'd need to accomplish to earn a raise? Specifically:

• What metrics or goals would I need to hit?
• What timeline are we talking—would you reconsider in 3 months, 6 months?
• Are there alternative forms of compensation we could discuss—additional PTO, equity, bonus structure, professional development budget, flexible schedule?"

Then (later that day, in writing):

Email:

"Thanks for the conversation today. To confirm my understanding:

• To earn a raise to [$target], I need to [goals discussed]
• We'll revisit this in [timeframe]
• [Any alternative compensation agreed to]

I'm committed to hitting these goals. Let's schedule a follow-up on [specific date] to assess progress.

Thanks, [Your name]"

Why: Creates paper trail, holds them accountable

Alternative Compensation (If Salary Increase Isn't Possible)

What to negotiate instead:

Option 1: Performance bonus

Proposal: "If salary increase isn't possible, can we establish a performance bonus? For example, if I [specific metric], I earn [$ amount or %]."

Example:

• Hit 110% of sales quota = $5K bonus
• Reduce churn by 5% = $3K bonus

Option 2: Additional PTO

Value:

• Extra 5 vacation days = ~$770 value (if you make $40K/year)
• Costs company nothing directly

Proposal: "Could we add 5 additional PTO days annually?"

Option 3: Equity/stock options

For startups: "Can we discuss equity compensation? I'd like to have ownership stake given my contributions to growth."

For public companies: "Could we increase my RSU/stock option grant?"

Option 4: Professional development budget

Value:

• Conferences ($2K-5K)
• Certifications ($500-2K)
• Courses ($200-1K)

Proposal: "Would the company fund [certification/conference] to help me develop [skill]? This benefits both of us—I grow, company gains expertise."

Option 5: Flexible work arrangements

Options:

• Work from home 2-3 days/week (saves commute costs)
• Flexible hours (arrive late/leave early)
• Compressed schedule (4x10-hour days)

Value: Better work-life balance, saves money (gas, childcare)

Option 6: Title change

Why it matters:

• Better title = better resume = higher offers when you leave
• Costs company $0

Proposal: "If salary adjustment isn't possible now, could we adjust my title to [higher title] to reflect my current responsibilities? This would position me—and the company—better when recruiting and during the next compensation review."

What to Do If They Say No (And Nothing Else)

The hard truth:

If company refuses everything:

Scenario:

• No salary increase
• No alternative compensation
• No path forward discussed
• No timeline for reconsideration

This means: They don't value you (or company is failing)

Your options:

Option A: Accept reality and start job hunting

• Update resume
• Reach out to recruiters
• Apply to 10-20 jobs
• Interview while employed (leverage)

Timeline: Most people find new job in 2-4 months

Expected outcome:

• New job offers 10-30% raise over current salary
• You give 2 weeks notice
• Company might counter-offer (too late—you're gone)

Option B: Set deadline and reassess

"I'll give this 6 more months. If nothing changes by [date], I'm leaving."

Use time to:

• Build skills
• Network
• Document more achievements
• Secure other offer as leverage

Mistakes to Avoid

Don't sabotage yourself:

Mistake 1: Emotional plea

❌ "I need this raise because my rent went up and I have student loans"

Why it fails: Company doesn't care about your financial problems—they care about value you deliver

✅ Instead: Focus on achievements and market data

Mistake 2: Threatening to quit

❌ "If you don't give me a raise, I'm leaving"

Why it fails: Burns bridge, forces them to call your bluff

✅ Instead: Have offer in hand first, THEN negotiate or leave

Mistake 3: Comparing to coworkers

❌ "John makes $10K more than me and I work harder!"

Why it fails: Unprofessional, creates drama, you don't know full story (maybe John negotiated better initially)

✅ Instead: Compare to market data, not coworkers

Mistake 4: Asking at wrong time

❌ Asking during company layoffs, after major screwup, after 4 months on job

Why it fails: Read the room—timing is everything

✅ Instead: Wait for right moment (after win, during review, after good quarter)

Mistake 5: No specific number

❌ "I'd like a raise" (vague)

Why it fails: Leaves everything up to them—might offer 2% when you deserved 15%

✅ Instead: "I'd like to discuss adjusting my salary to $85K" (specific)

Ask for raise after documenting quantifiable achievements (closed $250K deals, saved $30K costs, trained three hires) researching market rates using Glassdoor Levels.fyi PayScale identifying median salary for role experience location. Schedule dedicated meeting sending professional email requesting "30 minutes discussing compensation reflecting expanded contributions." Lead conversation with value delivered before requesting specific target number ($85K not vague "raise" request). If rejected negotiate alternatives: performance bonuses, additional 5-10 PTO days, professional development budget $2K-5K, flexible work-from-home arrangements, title promotion costing company zero improving resume positioning. Document everything in writing confirming goals timeline required achieving future raise. If flat rejection with zero alternatives—update resume begin job hunting expecting 10-30% increase changing companies within 2-4 months. Never threaten quitting, compare coworkers, or make emotional pleas ("need money rent")—focus achievements market data professional positioning.