How to Ask for a Raise or Promotion: Scripts That Work
Most people wait too long to ask for a raise. They assume their work speaks for itself. They hope their manager will notice. They tell themselves "not now — maybe after the next big project."
Meanwhile, the people who get promoted are often not the ones who worked hardest. They're the ones who made a clear, confident case for why they deserved it.
This guide gives you everything you need to ask for a raise or promotion — the preparation, the timing, the script, and what to do if they say no.
Why most raise conversations fail
The most common mistake is treating the ask as a personal favor rather than a business conversation. When you walk in saying "I've been here three years and I feel like I deserve more," you're making an emotional argument that a manager has no framework to respond to.
The ask that works is a business case: here's the value I create, here's what the market looks like, here's what I'm proposing, and here's why this is good for the company.
That shift in framing changes everything.
Step 1: Do your homework before you say a word
You cannot wing this conversation. The preparation is where you win or lose it.
Know your market value
Research what people in your role, at your level, in your industry and location are being paid. Use:
- LinkedIn Salary
- Glassdoor
- Levels.fyi (for tech roles)
- Bureau of Labor Statistics
- Industry salary surveys
Come in with a number or range that's anchored to data — not a number you pulled from what you wish you made.
Document your impact
Build a brief record of what you've accomplished since your last raise or review. Be specific. Not "I worked on the product launch" — but "I led the product launch that resulted in 40% above-target signups in Q3."
Impact categories to consider:
- Revenue generated or costs saved
- Projects delivered on time or ahead of schedule
- Responsibilities expanded beyond your job description
- Skills or credentials added
- Problems solved that had been lingering
Know what you're asking for
Before you go in, decide: are you asking for a salary increase, a promotion in title and level, or both? These are different conversations with different levers. Know which one you're having.
Step 2: Request the conversation correctly
Don't ambush your manager at the end of a 1:1 or ask during a busy period. Request dedicated time, and be upfront about what it's for.
Script:
"I'd love to schedule some time in the next week or two to discuss my compensation and career growth. I've been doing some thinking and I want to have a real conversation about where I stand and where I'm heading. When works for you?"
This gives your manager time to come prepared — and prevents them from saying "let me check with HR" as a deflection in the moment.
Step 3: Open with your value, not your need
The conversation should start with you, not your rent.
Don't say:
"I feel like I'm underpaid and I really need more money."
Do say:
"I've been thinking a lot about my contributions here and my growth, and I want to talk about whether my compensation reflects where I am and where I'm going."
Then move into your case.
The full script for a raise conversation
Opening:
"[Manager's name], thanks for making time. I want to talk about my compensation. I've been here [X time], and I've taken on a lot since we last talked about my pay. I'd like to make a case for an increase, and I'd love your feedback."
The case:
"Here's what I've been focused on this year: [specific accomplishments]. I've also taken on [expanded responsibilities]. When I look at market data for someone in my role at my level in [city/industry], the range I'm seeing is [range] — and my current salary is below that. I'd like to propose moving to [specific number]."
The ask:
"I'm not just looking for an adjustment to be at market — I think I've been operating above the expectations for my level, and I want to talk about whether this is also the right moment to discuss a title change. What's your read on that?"
Pause. Let them respond.
The full script for a promotion conversation
Promotions are often less about tenure and more about demonstrating that you're already operating at the next level.
Opening:
"I want to talk about my path here and specifically about moving into [target role/level]. I feel like I've been growing into that scope over the past [X months], and I'd love to get your perspective on where I stand."
The case:
"Here's what I've been doing that I think reflects the next level: [examples]. I've been taking initiative on [thing] without being asked. I've been managing [scope] that's typically owned by someone at the [next level]. I want to understand what the bar looks like from your end — and what it would take to get there."
If you want to be direct about timeline:
"I'd like to be in a position to make this move by [target quarter]. What would need to be true between now and then for that to be realistic?"
Step 4: Handle common objections
"The budget isn't there right now."
"I hear you, and I appreciate you being honest. Can we put a date on the calendar to revisit this — say, 90 days from now? I want to know this is on the radar, not just deferred."
Follow up by asking: "What would need to change for this to be possible?" If they can't answer that, that's useful information.
"You're already at the top of your band."
"That's helpful context. Does that mean we should talk about moving me into the next band or level? I want to understand whether there's a structural path here or if I'm in a ceiling that won't shift."
"Let me think about it."
"Of course — I appreciate it. When can I expect to hear back? I want to keep this moving rather than let it sit."
"This isn't the right time."
"I understand. When would be the right time? I want to make sure we have a real conversation about this before too long."
Step 5: If they say no
No is not final — it's information.
Ask two questions:
1. "What would make a yes possible?"
If they can give you a specific answer (more time, hitting a metric, a reorg), you now have a roadmap. Get that in writing — or at minimum, in an email recap.
2. "Can we revisit this in 90 days?"
Lock in a follow-up date before you leave the room. "Let me think about it" turns into nothing if there's no agreed timeline.
If you get a no with no path forward, that's data too. You now have clearer information about whether this company is the place where your growth will be rewarded.
Timing matters more than most people think
Best times to ask:
- Shortly before or during annual review cycle (when budgets are being set)
- After a visible win — completing a major project, landing a big account, earning strong performance marks
- When you have a competing offer (though use this carefully — it's a one-time lever)
Avoid:
- During layoffs or company financial uncertainty
- Right after a miss or a difficult project
- Springing it with no warning at the end of a meeting
The mindset shift that changes everything
Asking for a raise is not asking for a favor. You are a professional with market value, and compensation is a negotiation that both sides are meant to participate in. Your manager expects this conversation. Your company has budgeted for it.
The person who asks thoughtfully, with data and a clear case, almost always does better than the person who waits and hopes.
You don't have to be aggressive. You don't have to be demanding. You just have to be prepared and direct.
Want to practice this conversation before you have it? Use EasyHardConvos to rehearse your raise script →
Or take our Conversation Readiness Quiz to find out what style of communicator you are and how to play to your strengths.
Related: How to have difficult conversations with your boss | How to give constructive feedback without being hurtful | How to ask for a mental health day