15 Salary Negotiation Scripts to Ask for a Raise

Why Salary Negotiation Scripts Are Essential for Your Career Growth

Asking for a raise can feel like standing at the edge of a diving board—your stomach flutters, your palms sweat, and every instinct tells you to step back. Even when you know you deserve more, the fear of rejection or sounding pushy can silence you. But here’s the truth: most people leave thousands of dollars on the table simply because they don’t ask. Or worse, they ask the wrong way.

The good news? You don’t have to wing it. Salary negotiation scripts are like having a roadmap for a conversation that feels overwhelming. They give you the words to say when your mind goes blank, and they help you focus on what matters: your value. Studies show that employees who negotiate their salaries earn $1 million more over their careers than those who don’t. Yet, only 37% of people ever ask for a raise. Why? Because negotiation feels uncomfortable—until you have a plan.

Why Performance-Based Raises Work Best

The most successful salary negotiations aren’t about emotions or personal needs. They’re about data. When you tie your request to concrete performance metrics—like exceeding sales targets, leading a successful project, or improving team efficiency—you shift the conversation from “I want more” to “Here’s why I’ve earned more.” Research from Harvard Business Review found that employees who used performance-based arguments were 4x more likely to get a raise than those who didn’t.

Think about it: if you were a manager, which would you respond to better?

“I’ve been here a long time and need a raise.”
“Since I took over the X project, our team’s productivity increased by 20%, saving the company $50K. I’d like to discuss adjusting my salary to reflect that impact.”

The second approach doesn’t just sound more professional—it is more persuasive.

What You’ll Find in This Guide

This article gives you 15 ready-to-use scripts for different negotiation scenarios, so you never have to start from scratch. Whether you’re:

Entry-level and proving your worth for the first time
Mid-career and ready to move up the ladder
Senior-level and negotiating a counteroffer
In a creative field where metrics aren’t always numbers

We’ll cover scripts for: ✅ Data-driven asks (backed by numbers) ✅ Collaborative approaches (framing it as a team win) ✅ Counteroffers (what to say when they lowball you) ✅ Non-monetary benefits (if the budget is tight)

Who This Is For

You might be thinking, “I’m not in sales—how do I prove my value?” Or “I just started my job; is it too soon to ask?” The truth is, salary negotiation isn’t just for executives or high-performers. It’s a skill every professional should learn, no matter your industry or experience level.

New employees can use scripts to set expectations early.
Mid-career professionals can leverage them to close the gender or racial pay gap.
Freelancers and contractors can adapt them for rate increases.
Managers can use them to advocate for their teams.

The only wrong time to negotiate? When you stay silent. So let’s turn that fear into confidence—one script at a time.

Understanding the Foundations of Salary Negotiation

Asking for a raise can feel like standing at the edge of a diving board—exciting, but also a little scary. You know you deserve more, but what if they say no? What if you sound pushy? The truth is, salary negotiation isn’t about luck or charm. It’s about strategy. And the best strategy starts with understanding the basics.

Think of negotiation like a business deal. You’re not begging for a favor; you’re presenting a case for why you’re worth more. The stronger your case, the harder it is for your employer to say no. But here’s the catch: most people go into these conversations unprepared. They focus on what they want instead of what they bring to the table. That’s like showing up to a job interview and only talking about the salary you hope to get. It doesn’t work.

So, how do you flip the script? Start with these three principles: preparation, confidence, and framing your request as a business case.

Preparation: The Secret Weapon of Successful Negotiators

Imagine walking into a meeting without knowing your numbers. You stumble over your words, forget key achievements, and leave feeling like you didn’t make your case. That’s what happens when you wing it. Preparation isn’t just about rehearsing what you’ll say—it’s about knowing your worth, inside and out.

Here’s what you need to prepare:

Your performance metrics: What have you accomplished in the last 6-12 months? Did you increase sales by 20%? Streamline a process that saved the company 10 hours a week? Write these down. Numbers don’t lie, and they make your case stronger.
Market data: What are people in your role earning elsewhere? Websites like Glassdoor, Payscale, or even LinkedIn Salary Insights can give you a benchmark. If you’re underpaid compared to the market, that’s a powerful argument.
Your ask: Know exactly what you want. Is it a 10% raise? A promotion? A one-time bonus? Be specific. Vague requests like “I’d like more money” won’t cut it.
Your backup plan: What if they say no? Will you ask for a performance review in three months? A title change? A flexible work arrangement? Having a Plan B shows you’re serious but also reasonable.

The more prepared you are, the more confident you’ll feel. And confidence is contagious—it makes your employer take you seriously.

Confidence: Why It Matters More Than You Think

Confidence isn’t about being loud or aggressive. It’s about believing in your value and communicating it clearly. If you don’t believe you deserve a raise, why should your employer?

Here’s the thing: most people undersell themselves. They downplay their achievements, apologize for asking, or compare themselves to others. “I know times are tough, but…” or “I don’t want to sound greedy, but…” These phrases weaken your position before you even start.

Instead, try this:

Own your wins: “I led the project that increased customer retention by 15%.”
Be direct: “Based on my contributions and market data, I’d like to discuss adjusting my salary to $X.”
Stay calm: If they push back, don’t get defensive. Ask questions like, “What would it take for me to reach that salary in the next six months?”

Confidence isn’t about being perfect—it’s about being clear. And clarity is persuasive.

Framing Your Request as a Business Case

Here’s the golden rule of salary negotiation: It’s not about you. It’s about the value you bring to the company. Your employer doesn’t care how much you need the money. They care about how much you contribute.

That’s why you need to frame your request as a business case. Think of it like a pitch. You’re not asking for a favor; you’re showing them why investing in you is a smart decision.

For example:

Bad: “I’ve been here for two years, and I think I deserve a raise.”
Good: “Over the past year, I’ve taken on three major projects that generated $50,000 in revenue. Based on my performance and market data, I’d like to discuss adjusting my salary to reflect that contribution.”

See the difference? The first example is all about you. The second is about the company’s bottom line. Which one do you think will get a better response?

Common Mistakes to Avoid

Even the best negotiators make mistakes. Here are a few to watch out for:

Over-apologizing: You don’t need to say sorry for asking for what you deserve.
Underselling your achievements: Don’t downplay your wins. If you increased sales by 30%, say so.
Comparing yourself to peers: “Jane makes more than me, so I should too” isn’t a strong argument. Focus on your own performance.
Accepting the first offer: If they say yes right away, you might have asked for too little. Always leave room for negotiation.
Negotiating over email: This is a conversation, not a transaction. Ask for a meeting.

When to Ask for a Raise

Timing is everything. Ask too soon, and you might come off as impatient. Wait too long, and you could miss an opportunity. Here’s when to strike:

After a major win: Just closed a big deal? Launched a successful project? That’s your moment.
During performance reviews: This is the most natural time to discuss salary. Come prepared with your metrics.
When the company is doing well: If your team just hit a record quarter, it’s a good time to ask.
After taking on more responsibility: If you’ve been doing the work of two people, it’s time to get paid for it.

And here’s when not to ask:

During layoffs or budget cuts: If the company is struggling, it’s not the right time.
When you’re new: Wait at least 6-12 months before asking for a raise.
When you’re unhappy with other aspects of your job: If you’re frustrated with your role or manager, fix those issues first.

The Role of Performance Metrics

Numbers are your best friend in a salary negotiation. They take the emotion out of the conversation and make your case objective. But not all metrics are created equal. Here’s what to focus on:

Revenue growth: Did your work directly increase sales or profits? Example: “I brought in $200,000 in new business this quarter.”
Cost savings: Did you find a way to do something cheaper or faster? Example: “I automated a process that saved the team 10 hours a week.”
Efficiency improvements: Did you make something better? Example: “I redesigned our onboarding process, reducing customer churn by 25%.”
Customer impact: Did you improve customer satisfaction or retention? Example: “My work on the support team increased our NPS score by 10 points.”

If you can’t quantify your impact, ask yourself: How would my manager explain my value to their boss? That’s the story you need to tell.

What If They Say No?

Rejection stings, but it’s not the end of the conversation. If they say no, ask for feedback: “What would it take for me to reach this salary in the next six months?” Then, set clear goals and follow up.

Remember, negotiation is a skill. The more you practice, the better you’ll get. And the next time you walk into that meeting, you won’t be standing at the edge of the diving board—you’ll be ready to jump.

Preparing for the Negotiation: Research and Self-Assessment

Asking for a raise feels like standing at the edge of a diving board—you know you should jump, but your stomach flutters with doubt. What if they say no? What if they laugh? What if you undersell yourself? The truth is, most people stumble not because they lack value, but because they lack preparation. A strong negotiation isn’t about luck; it’s about walking into that room (or Zoom call) with facts, confidence, and a clear plan.

Think of it like baking a cake. You wouldn’t throw random ingredients into a bowl and hope for the best. You measure, you mix, and you follow a recipe. Salary negotiation works the same way. The more you prepare, the less room there is for surprises—and the more likely you’ll walk out with what you deserve. So where do you start? With three key steps: knowing your worth, proving your worth, and understanding your company’s limits.

Know Your Worth: Benchmarking Your Salary

You wouldn’t buy a car without checking its market value first. So why would you negotiate your salary without knowing what others in your role earn? Salary benchmarks are your secret weapon—they turn “I think I deserve more” into “Here’s what professionals at my level make, and here’s why I’m at the top of that range.”

Start with these tools:

Glassdoor – Search for your job title, location, and years of experience. Filter by company size if possible.
Payscale – Take their salary survey for a personalized report. It asks about your skills, education, and even your current benefits.
LinkedIn Salary – Shows salary ranges for specific roles, plus insights on bonuses and stock options.
Industry reports – Some fields (like tech or finance) publish annual salary guides. A quick Google search for “[your industry] salary report 2024” can uncover gold.

But don’t just look at the numbers. Pay attention to the range. If the average for your role is $70K–$90K, and you’re at $65K, you’re not asking for the moon—you’re asking to be paid fairly. Write down the highest number in the range. That’s your target.

Pro tip: If you’re in a niche role, talk to people in your network. A quick coffee chat with a former colleague or mentor can reveal details that tools miss. Just ask: “What’s a realistic salary range for someone with my experience in this role?”

Prove Your Worth: The “Brag Sheet” That Speaks for You

Here’s the hard truth: Your manager isn’t tracking your wins. They’re juggling budgets, meetings, and their own stress. If you don’t remind them of your value, no one will.

That’s where a “brag sheet” comes in—a one-page document that lists your achievements, backed by numbers. Think of it as your highlight reel. Instead of saying “I work hard,” you say “I led Project X, which increased revenue by 20% in six months.” Which one sounds more convincing?

How to build your brag sheet:

List your biggest wins – Focus on the past 12–18 months. What projects did you complete? What problems did you solve?
Add metrics – Numbers make your impact undeniable. Examples:
- “Reduced customer support tickets by 30% by implementing a new FAQ system.”
- “Trained 15 new hires, cutting onboarding time by 2 weeks.”
- “Increased social media engagement by 40% through a new content strategy.”
Include testimonials – Did a client or colleague praise your work? Add a short quote. Example: “[Name]’s attention to detail saved our biggest client from leaving—her work is irreplaceable.”
Note extra responsibilities – Have you taken on tasks outside your job description? List them. Example: “Volunteered to lead the company’s mentorship program, which improved employee retention by 15%.”

Why this works: When you hand your manager a brag sheet, you’re not just asking for more money—you’re giving them a reason to say yes. It also shows you’re serious. Most people don’t do this. You’ll stand out.

Understand Your Company’s Limits: Is a Raise Even Possible?

You could have the best brag sheet in the world, but if your company is struggling, your timing might be off. That’s why you need to do a little detective work.

For public companies:

Check their latest earnings report. Are profits up or down?
Look at their stock price. Has it been steady, rising, or crashing?
Search for news about layoffs or hiring freezes.

For private companies:

Ask around. Have there been recent budget cuts or new hires?
Listen for clues in meetings. Phrases like “tightening our belts” or “focusing on profitability” are red flags.
If your company just landed a big client or funding round, that’s a green light.

Industry trends matter too. If your field is booming (like AI or renewable energy), companies are more likely to invest in talent. If it’s struggling (like print media or retail), they might be cutting costs.

What if the timing is bad? Don’t give up. Instead, ask for a timeline: “I understand budgets are tight right now. Can we revisit this in three months?” Or negotiate non-monetary benefits, like extra vacation days, a flexible schedule, or a one-time bonus.

Anticipate Objections: What to Say Before They Say It

Even with perfect preparation, your manager might push back. The key? Preempt their objections. If you address their concerns before they voice them, you’ll seem confident and in control.

Common pushbacks and how to handle them:

Objection	Your Response
”We don’t have the budget."	"I understand budget constraints. Could we discuss a timeline for when this might be possible? In the meantime, would you consider a one-time bonus or additional benefits?"
"You’re already paid fairly."	"I’ve researched salaries for my role, and based on my experience and contributions, I’m at the lower end of the range. Here’s my brag sheet—can we discuss adjusting my compensation to match my impact?"
"We’ll review salaries next quarter."	"I’d love to set a specific date to revisit this. Can we schedule a follow-up in three months?"
"Your performance doesn’t justify a raise."	"I’d appreciate specific feedback on where I can improve. Can we set goals for the next three months, and then reassess?”

Pro tip: Practice your responses out loud. It might feel silly, but it’ll make you sound natural in the moment. Record yourself on your phone and listen back. Do you sound confident? Convincing? Adjust as needed.

The Final Checklist: Are You Ready?

Before you hit “send” on that meeting request, run through this quick checklist:

✅ I’ve researched salary benchmarks and know the range for my role. ✅ I’ve created a brag sheet with at least 5–7 quantifiable achievements. ✅ I’ve assessed my company’s financial health and know if the timing is right. ✅ I’ve prepared responses to common objections. ✅ I’ve set a target number (and a “walk away” number if things go south).

If you can check all these boxes, you’re not just ready—you’re overprepared. And that’s exactly where you want to be.

Negotiation isn’t about being aggressive. It’s about being unshakable. When you walk into that room with facts, confidence, and a plan, you’re not asking for a favor. You’re stating a fact: “This is what I’m worth, and here’s why.” And that’s a conversation no manager can ignore.

The 15 Salary Negotiation Scripts: Prompts for Every Scenario

Asking for more money can feel scary. You don’t want to sound greedy, but you also don’t want to leave money on the table. The good news? A little preparation goes a long way. The right words can turn a nerve-wracking conversation into a productive discussion about your value. Below, we’ll break down 15 scripts for different situations—whether you’re armed with data, facing a “no,” or negotiating perks instead of cash.

1. Data-Driven Scripts: Let the Numbers Speak for You

When you’ve got hard metrics, use them. Employers respond to facts, not feelings. Instead of saying, “I work really hard,” try:

“Over the past year, I led the project that increased customer retention by 25%. That’s an extra $200K in recurring revenue. Based on industry benchmarks, my role typically earns between $X and $Y for this level of impact. Can we discuss aligning my compensation with these results?”

Why this works: You’re not just asking for more money—you’re showing why you deserve it. If your manager hesitates, follow up with:

“What metrics would make this an easy ‘yes’ for you?”
“If we hit [specific goal] in the next quarter, can we revisit this?”

Pro tip: Always tie your achievements to company goals. Did you save time? Reduce costs? Bring in new clients? Put a dollar figure on it.

2. Collaborative Scripts: Make It a Team Effort

Negotiation doesn’t have to be adversarial. Frame the conversation as a partnership:

“I love being part of this team, and I want to keep contributing at a high level. I’ve taken on [new responsibilities], and I’d love to explore how we can adjust my compensation to reflect that. What’s the best way to make this work for both of us?”

Key phrases to use:

“How can we align my compensation with my contributions?”
“What would it take for me to reach the next level here?”
“I’m committed to growing with the company—let’s find a solution that works for everyone.”

When to use this: If your manager seems open but hesitant, this approach keeps the conversation positive. It also invites them to share budget constraints or alternative solutions.

3. Handling Counteroffers: When the Answer Isn’t “Yes”

What if they say no—or worse, lowball you? Stay calm and pivot:

“I understand budget constraints, and I appreciate you considering this. Can we discuss a timeline for revisiting my salary? For example, if I hit [specific goal] by [date], would that open the door to a raise?”

Other ways to respond:

“I was hoping for a higher number. What would need to change for me to reach that range?”
“If a salary increase isn’t possible right now, could we explore other benefits, like a bonus or flexible hours?”

Real-world example: A marketing manager was offered a 5% raise, but she countered with: “I was targeting 12% based on my role’s market value. Can we meet in the middle at 8% and revisit in six months?” They agreed to 7% with a performance-based review.

4. Negotiating Non-Monetary Benefits

Money isn’t everything. If the budget is tight, ask for perks that improve your work-life balance or career growth:

“I’m really excited about the impact I’m making here. While I understand salary adjustments might not be possible right now, could we discuss other ways to invest in my growth? For example, a professional development stipend or an extra week of remote work?”

What to ask for:

Bonuses: “Can we structure a performance-based bonus tied to [specific metric]?”
Equity: “Is there an opportunity to discuss stock options or profit-sharing?”
Flexibility: “Would the team be open to a hybrid schedule if I maintain my current productivity?”
Title change: “Could we revisit my job title to better reflect my responsibilities?”

Why this matters: A $5K raise might be off the table, but a $2K training budget or an extra week of PTO could be just as valuable.

5. Scripts for Remote/Hybrid Workers

Location-based pay can feel unfair, especially if you’re delivering the same results as in-office colleagues. Address it head-on:

“I’ve been fully remote since [date], and my performance hasn’t changed—if anything, my productivity has increased. I’d love to discuss adjusting my salary to reflect the value I bring, regardless of location. How can we make that happen?”

If they push back:

“I understand cost-of-living adjustments, but my role’s impact isn’t tied to geography. Can we find a middle ground?”
“What would it take for me to be compensated at the same level as my in-office peers?”

Case study: A software engineer in a low-cost city was paid 20% less than her HQ-based teammates. She presented data showing her output matched theirs and negotiated a 10% raise with a plan to close the gap over two years.

Putting It All Together

The key to a successful negotiation? Confidence, preparation, and flexibility. Pick the script that fits your situation, practice it aloud, and be ready to adapt. Remember:

Data wins arguments. Always tie your ask to tangible results.
Collaboration beats confrontation. Make it a conversation, not a demand.
No isn’t always final. Counter with alternatives or a timeline.

You’re not just asking for more money—you’re advocating for your worth. And that’s something every employer respects.

4. Real-World Examples: How These Scripts Work in Practice

Negotiating your salary can feel like walking into a room blindfolded. You know what you want, but how do you actually get it? The best way to learn is by seeing real people do it—and win. Let’s look at three real cases where employees used smart scripts to get what they deserved.

Case Study 1: The Data-Driven Raise (20% Increase)

Sarah worked as a marketing manager for three years. She loved her job but felt underpaid. Instead of just asking for more money, she prepared a one-page document showing her impact. She listed:

Campaign ROI: Her last project brought in $500,000 in sales—three times the company’s investment.
Cost savings: She automated a reporting process, saving 10 hours of work per week.
Market rates: She showed salary data from Glassdoor proving she was paid 15% below average.

When she met with her boss, she didn’t just say, “I want a raise.” She said: “I’ve helped grow revenue by 30% this year, and my work saves the team 40 hours a month. Based on my contributions and market rates, I’d like to discuss adjusting my salary to $X.”

Her boss couldn’t argue with the numbers. Two weeks later, she got a 20% raise.

What worked? ✅ She tied her request to business results, not personal needs. ✅ She used data, not emotions. ✅ She gave her boss an easy “yes” by showing her value.

What didn’t? ❌ She initially tried to negotiate over email (always do it in person or on a call). ❌ She almost accepted a smaller raise before countering with market data.

Case Study 2: The Collaborative Approach (Promotion + Raise)

James was a software engineer who wanted a promotion to senior level. Instead of just asking for a title change, he aligned his request with the company’s goals. He:

Researched company priorities: His team was focusing on scaling their product, so he highlighted his work on system improvements.
Showed leadership: He mentored two junior developers and led a key project.
Proposed a plan: He said, “If I take on more responsibility, like leading the next sprint, I’d like to discuss a title and salary adjustment to match.”

His script was simple but powerful: “I’ve been taking on more leadership in our scaling efforts, and I’d love to make this official. If I continue delivering at this level, would the company support promoting me to senior engineer with a salary increase?”

His manager agreed—but only offered a 10% raise. James countered: “I was hoping for closer to 15%, given my contributions and the market rate for this role. Can we find a middle ground?”

They settled on 12% plus a bonus after six months.

What worked? ✅ He made it about the company’s success, not just his own. ✅ He showed initiative by proposing a plan, not just asking. ✅ He left room to negotiate.

What didn’t? ❌ He didn’t prepare for pushback (his first counter was weak). ❌ He almost accepted the first offer without negotiating further.

Case Study 3: The Counteroffer Win (From “No” to Retention Bonus)

Priya was a project manager who asked for a raise but got a flat “No.” Her boss said the budget was tight. Instead of walking away, she used market data to make a case:

“I understand budget constraints, but based on my research, my salary is 20% below market rate for this role. If a raise isn’t possible now, could we discuss a retention bonus or a timeline for revisiting this?”

Her boss still said no—but then Priya dropped a bombshell: “I’ve had recruiters reach out with offers in the $X range. I’d prefer to stay here, but I need to consider my options.”

Suddenly, her boss changed their tune. They offered:

A 5% raise now.
A 10% retention bonus after six months.
A promise to revisit her salary in three months.

Priya accepted but made sure everything was in writing.

What worked? ✅ She didn’t take the first “no” as final. ✅ She used market data to strengthen her case. ✅ She showed she had options (without threatening to quit).

What didn’t? ❌ She waited too long to negotiate (she should’ve asked earlier). ❌ She didn’t get the full raise she wanted—but the bonus helped.

Lessons Learned: What Works (and What Doesn’t)

These stories prove one thing: Negotiation is a skill, not luck. Here’s what you can take from them:

✔ Always tie your ask to business results. Your boss cares about the company’s success, not your rent. ✔ Use data. Salary benchmarks, project outcomes, and market rates make your case stronger. ✔ Be ready to counter. The first offer is rarely the best one. ✔ Stay professional, not emotional. Even if you’re frustrated, keep the conversation calm and solution-focused.

Common mistakes to avoid: ❌ Not preparing enough. Walking in without data is like showing up to a test without studying. ❌ Accepting the first offer. Always negotiate—even if it’s just a little. ❌ Making it personal. “I need more money” won’t work. “I’ve earned more money” will.

Final tip: Practice your script out loud. The more natural it sounds, the more confident you’ll feel. And remember—if you don’t ask, the answer is always no.

5. Handling Pushback and Difficult Conversations

You did your research. You practiced your script. You walked into that meeting feeling confident. Then your manager says, “We don’t have the budget right now.” Or worse: “You’re already paid fairly.” Now what?

Pushback doesn’t mean the conversation is over—it just means you need to pivot. The best negotiators don’t crumble when they hear “no.” They treat it like a speed bump, not a dead end. Here’s how to keep the conversation moving forward, even when it gets tough.

When They Say: “We Don’t Have the Budget”

This is the most common pushback, and it’s often a test. Your manager might think the budget is tight, but they also know that good employees are hard to replace. The key? Don’t accept “no budget” as the final answer. Instead, ask: “What would need to change for this to work?”

Here’s how to respond:

Propose a phased raise: “I understand budget constraints. Could we agree on a smaller increase now, with a review in 3-6 months when things pick up?”
Ask for performance-based bonuses: “If a salary increase isn’t possible right now, could we tie a bonus to hitting specific goals?”
Negotiate non-monetary benefits: “If salary isn’t flexible, could we discuss extra vacation days, remote work options, or professional development budget?”

One client of mine was told “no budget” during her raise discussion. Instead of backing down, she asked

6. Post-Negotiation: Next Steps and Follow-Up

You did it. The hard part is over—you asked for what you deserve, and you got it (or at least made progress). But here’s the thing: the negotiation isn’t really over until you’ve locked in the details and set yourself up for the next win. Too many people celebrate too soon, only to realize later that the agreement was vague or the momentum fizzled out. Don’t let that be you.

Think of this phase like landing a plane. The touchdown is just the beginning—you still need to taxi to the gate, unload your bags, and plan your next trip. Here’s how to make sure your raise sticks, your career keeps growing, and you’re ready to negotiate again when the time comes.

Get It in Writing (No Exceptions)

You wouldn’t sign a contract without reading it first, right? The same goes for your salary agreement. Verbal promises are great, but memories fade, managers change, and budgets get reshuffled. If you don’t have it in writing, it didn’t happen.

What to include in your written agreement:

The exact number. Is it $75,000 or $75,000 plus a 10% annual bonus? Spell it out.
Effective date. When does the new salary start? If it’s retroactive, note that too.
Review timeline. Will you have another performance review in 6 months or a year? Mark it on your calendar.
Bonus or equity details. If part of your raise includes stock options, profit-sharing, or a signing bonus, get the specifics.
Non-monetary perks. Did you negotiate extra vacation days, remote work flexibility, or professional development budget? Write it down.

Pro tip: If your manager hesitates to put it in writing, that’s a red flag. A simple email recap works—just say, “To make sure we’re on the same page, here’s what we agreed on. Let me know if I missed anything!” Most managers will appreciate the clarity.

Deliver on Your Promises (And Then Some)

Securing a raise is like getting a vote of confidence from your company. Now, it’s your turn to prove them right. The worst thing you can do? Coast. If you want to keep climbing, you need to show that the investment in you was worth it.

How to maintain momentum:

Set 3-6 month goals. What will you accomplish to justify this raise? Maybe it’s leading a new project, hitting a revenue target, or mentoring a junior teammate. Write it down and share it with your manager.
Track your wins. Keep a “brag doc” (yes, even after the raise). Note down every win, big or small—positive feedback, completed projects, efficiency improvements. You’ll need this for your next negotiation.
Ask for feedback. Schedule a check-in with your manager a few months in. Ask, “How am I tracking against the goals we set? Is there anything I should focus on?” This keeps you top of mind and shows you’re serious about growth.
Overcommunicate. If you’re working on something important, give your manager a heads-up. A quick message like, “Just wanted to share—I finished the X report early and it’s already driving Y results” goes a long way.

Real-world example: A client of mine negotiated a 15% raise by promising to streamline a messy reporting process. She delivered in 3 months, saved the company 20 hours a week, and used that win to ask for another raise 6 months later. The key? She didn’t just meet expectations—she exceeded them.

When to Renegotiate (And How to Prepare)

Here’s a hard truth: Your raise today won’t feel like a raise in 2 years. Inflation, new responsibilities, and market rates will catch up. That’s why you need to think of negotiation as a habit, not a one-time event.

The best times to renegotiate:

Annual reviews. This is the obvious one. Come prepared with your brag doc, market salary data, and a clear ask.
After a big win. Did you just close a major deal, launch a successful project, or take on leadership of a new team? That’s your cue to revisit the conversation.
When your role expands. If you’re doing the work of two people, it’s time to talk about compensation. Don’t wait for your manager to notice—bring it up.
When the company is doing well. If your company just had a record quarter or secured new funding, that’s a green light. Money is flowing, and you want your fair share.

How to prepare for the next negotiation:

Update your research. Salaries change fast. Use sites like Glassdoor, Payscale, or Levels.fyi to check if your pay is still competitive.
Gather new evidence. What have you accomplished since your last raise? Pull together metrics, feedback, and examples of your impact.
Practice your script. Even if you’re a pro, it’s easy to get flustered in the moment. Rehearse with a friend or record yourself.
Build relationships. The more people who advocate for you, the better. Check in with mentors, peers, and even other managers in the company. You never know who might put in a good word.

Quick story: A friend of mine waited three years to ask for another raise after her first one. By then, her role had changed completely, but her salary hadn’t. She ended up leaving for a 30% bump elsewhere. Don’t let that be you.

Build Your Negotiation Skills for the Long Game

Negotiation isn’t a one-and-done skill—it’s something you’ll use throughout your career, whether you’re asking for a raise, pitching a project, or even buying a car. The good news? The more you do it, the better you get.

Ways to level up your skills:

Read Never Split the Difference by Chris Voss. This book (written by a former FBI hostage negotiator) will change how you think about persuasion.
Take a course. Sites like Coursera or LinkedIn Learning have negotiation courses tailored to professionals. Even a 2-hour workshop can make a difference.
Find a mentor. Look for someone in your industry who’s great at advocating for themselves. Ask them for coffee and pick their brain.
Practice in low-stakes situations. Negotiate your cable bill, ask for a discount at a store, or push back on a project deadline. The more you flex this muscle, the stronger it gets.
Join a mastermind group. Surround yourself with people who are also working on their negotiation skills. You’ll learn from their wins (and mistakes).

Final thought: The best negotiators aren’t pushy—they’re prepared. They know their worth, they back it up with data, and they’re always thinking one step ahead. If you do the same, you won’t just get one raise. You’ll build a career where you’re always paid what you deserve.

Conclusion: Mastering Salary Negotiation for Career Success

Asking for a raise can feel scary. Maybe you worry about sounding greedy. Maybe you think, “What if they say no?” But here’s the truth: the best careers aren’t built on luck—they’re built on confidence, preparation, and knowing your worth. And that starts with one simple conversation.

You’ve already taken the first step by reading this. You now have 15 scripts to choose from, each designed for different situations—whether you’re negotiating a new job offer, asking for a promotion, or just making sure your salary keeps up with your contributions. But scripts alone aren’t enough. The real power comes from how you use them.

What Really Moves the Needle?

Negotiation isn’t about memorizing lines. It’s about three things:

Preparation: Know your numbers. Track your wins. Have a “brag sheet” ready with concrete examples of how you’ve helped the company grow.
Confidence: You’re not asking for a favor—you’re stating a fact. Your work has value, and it’s okay to say so.
Flexibility: Sometimes, the answer isn’t just “more money.” Maybe it’s a bonus, extra vacation days, or a clear path to a promotion. Be open to creative solutions.

One client of mine was nervous to ask for a raise—until she realized her work had saved her team 10 hours a week. That’s 500 hours a year. When she framed it that way, her manager didn’t just say yes—they asked how they could support her even more.

Your Universal Negotiation Script

Still not sure where to start? Here’s a template you can adapt for any conversation:

“I’ve really enjoyed contributing to [specific project/team goal], and I’m proud of [specific achievement]. Based on my research and the value I’ve brought to the team, I was hoping we could discuss adjusting my compensation to reflect that. Could we explore options that work for both of us?”

Short. Polite. Powerful. And it leaves room for the conversation to grow.

Your Next Step

Now it’s your turn. Pick one script from this list and practice it out loud. Better yet, write down your top three wins from the past year. (If you can’t think of any, that’s your sign to start tracking them today.)

And if you’re ready to take it further? Download our free “Brag Sheet” template—a simple tool to organize your wins and make your case even stronger. Because the only thing worse than asking for a raise and hearing “no” is not asking at all.

What’s your negotiation story? Did you get the raise you wanted? Or did you learn something unexpected? Share in the comments—your experience might help someone else take the leap.

** Why Salary Negotiation Scripts Are Essential for Your Career Growth**