ThinkWithAD

Salary Raise Scripts That Work: An Easy, Step-by-Step Guide

Sep 01, 2025By Adam Dudley
Adam Dudley

An easy, step-by-step guide you can actually use

Raises don’t show up because you “work hard.” They land when you show measurable value, ask at the right time, and make it easy for your manager to defend the spend. This guide gives you a one-page Proof Pack, copy-paste scripts, and clean follow-ups—plus what to do if base pay can’t move yet. Read it, prep for 30 minutes, book the meeting.

TL;DR (too long; didn’t read)

  • Bring receipts: top wins with % or $ impact.
  • Ask 2–8 weeks before comp cycles (or right after a visible win).
  • Lead with a clear, market-based range for total comp.
  • Have backups ready: bonus, equity, title, or a dated plan.
  • Afterward, email a recap and calendar the follow-up.

 1) Why raises get approved (and why they don’t)

Raises move when your boss can show:

  • Your role grew: more projects, people, budget, or complexity.
  • Business impact: you made money, saved money, reduced risk, or sped things up.
  • Market mismatch: your pay is below current ranges for your level/location.

Raises stall when you:

  • Ask right after a miss or during a budget freeze.
  • Bring no receipts (no numbers, no examples).
  • Lead with personal expenses instead of business results.

2) Build your “Proof Pack” (one page)

Make a one-pager your boss can forward. Keep it skimmable.

  • Top 3 wins (last 6–12 months): Before → After with % or $ impact.
  • Scope growth: new systems, bigger accounts, new duties, or team support.
  • Speed/quality: cycle time down, error rate down, service levels up.
  • Money moves: revenue you influenced, costs you cut, vendor savings.
  • Social proof: 2–3 short quotes from leaders or clients.
  • Market data: one screenshot/range from reputable sources (match role, level, location).
  • Next 90 days: 3 concrete goals tied to team/department targets.

If a number wasn’t tracked, estimate conservatively and say how you estimated it.

3) Timing & setup (10/10 matters)

Best windows

  • 2–8 weeks before performance/compensation reviews.
  • Right after a visible win ships.
  • When your manager isn’t in crisis mode.

How to book it (15–30 min)

  • Subject: Role scope & compensation review
  • Note: “Review scope growth, last 6–12 months of impact, and proposed comp alignment.”
  • Attach your Proof Pack so they can pre-read.

4) Copy-paste scripts (tweak the brackets)

A) To schedule

Hey [Name] — can we set 20–30 minutes next week to review my scope and impact this year and discuss aligning compensation with the work I’m doing now? I’ll share a one-pager in advance.

B) Open the meeting

Over the last [X months], my scope expanded in [areas]. That led to [2–3 measurable outcomes: %/$/risk]. Based on market ranges for [role/level/location], I’m targeting [$A–$B] to align comp with the role I’m performing now.

C) If they want a number

I’m targeting [$A–$B], anchored to [market source/range] and these outcomes. I’m flexible on structure (base/bonus/equity), but I’d like total comp in that band.

D) If budget is tight

“Understood. Two options:

Plan: What needs to be true by [date] to approve [$X]? I’m happy to set measurable milestones.

Structure: If base can’t move now, could we do a one-time bonus and adjust base next window, or add equity/title to reflect scope?

E) If they say “revisit later”

Let’s put a date on the calendar [6–8 weeks out] and agree on 3 milestones that unlock [$X]. I’ll send a summary so we’re aligned.

F) If you have another offer (be respectful)

I’ve been approached at [$Y total comp] for a similar scope. I value this team and prefer to stay. If we can align total comp in [$A–$B], I’m committed to doubling down here.

G) If it’s a hard “no”

Thanks for the clarity. To plan my next steps, can we align on a progression path (title, scope, comp targets) and a timeline? If base can’t move, could we look at bonus, equity, title, education budget, or extra PTO?

5) If base won’t budge (other levers)

One-time bonus for delivered results.

  • Title upgrade (helps future comp).
  • Equity/RSUs or profit share (if offered).
  • Written promotion plan with due date + milestones.
  • Flex (WFH days, protected focus time).
  • Learning budget (certs, conferences, coaching).
  • Scope clean-up (drop low-value tasks so you can drive $ impact).

Get any agreement in writing (summary email works).

 6) After the meeting (lock it in)

  • Send a short recap email
  • Current scope (1–2 lines)
  • Outcomes (3 bullets)
  • Ask (range [$A–$B])
  • Next steps (who/what/when)
  • Follow-up date/time

Attach your Proof Pack again. Put the follow-up on the calendar.

 7) Make it easy for your manager to say yes

Your boss has to sell your raise internally. Help them with:

  • Business-first framing (money saved/earned, risk reduced, targets hit).
  • Market alignment (your ask matches role/level/location).
  • Retention risk (what’s at stake if you leave: delivery, relationships, knowledge).
  • Options (base now vs. bonus/equity now and base later).
     

    8) Hourly, trades, and contractors (quick lines)

Hourly / trades

My certs/output moved from [X] to [Y]. I’m proposing $__/hr, aligned with [local range] and the duties I’m covering (e.g., crew lead).

Contract / 1099

Given expanded scope and market rates for [skill], my new rate is $__/hr or $__/project effective [date]. For multi-month commitments, I can lock a blended rate.
 

9) Common pitfalls (skip these)

  • Asking with no receipts.
  • Making it personal instead of business.
  • Bluffing about another offer.
  • Picking the worst timing (right after misses or during freezes).
  • Accepting scope creep with no comp plan.

10) One-page checklist (screenshot this)

  • Proof Pack built (wins, scope, market data, 90-day plan).
  • Meeting booked 2–8 weeks pre-cycle.
  • Ask framed as a range.
  • Backup levers ready (bonus/equity/title/plan).
  • Recap email sent + follow-up scheduled.

Quick FAQ

  1. When’s the best time to ask? 8 weeks before comp cycles, or right after a visible win ships.
  2. What if the budget is frozen? Set a milestone-based plan with a date, or use alternatives (bonus, equity, title) and revisit base next window.
  3. What if I don’t have exact numbers? Use conservative estimates and explain the method. Pair with short stakeholder quotes.
  4. Should I mention a competing offer? Only if it’s genuine. Share respectfully and state you prefer to stay if total comp can align.

 🧠 ThinkwithAD – PULSE

Practical playbooks for money, career, and moves that actually land—urban lens, professional execution. No filler, just strategy.

⚠️ Disclaimer: This article is for educational purposes only and isn’t financial, legal, or HR advice. Compensation policies vary by company and location—review your agreement and follow your organization’s process.