You’ve been carrying the team for months. You trained the new hire, saved the client everyone else gave up on and somehow became the person leadership calls when something goes wrong. Then you find out the coworker who started after you is making more. If that stings, you’re not alone. Plenty of women have been there, and plenty of us have stayed quiet because we didn’t know what to say or worried that asking would make us look ungrateful. A raise script changes that. When you walk in with the right words, the right numbers and the right timing, asking for more money stops feeling like a favor and starts feeling like the business conversation it is.
Build Your Case All Year Long
The strongest raise requests start long before the meeting. Keep a running wins file, whether that’s a note on your phone, a folder in your email or a simple document. Every time you hit a goal, receive a compliment from a client, lead a project or solve a problem, add it. When review season comes, you won’t be scrambling to remember what you did in March.
Wherever you can, attach numbers to your work. “Improved the onboarding process” is nice. “Redesigned onboarding, cutting new hire ramp-up time by 30%” is what gets a manager’s attention. Think in terms of revenue earned, money saved, hours cut, clients kept and teams supported. Numbers turn your hard work into business results, and business results are what budgets are built around.
Next, find out what your role pays in today’s market. Salary research sites, Bureau of Labor Statistics pay data, job postings that list pay ranges and conversations with trusted peers in your industry can all give you a clear picture. Once you know the range, choose your number and aim slightly above it. That gives you room to negotiate and still land where you want to be.
Pick Your Moment
Timing can make the difference between a yes and a “maybe later.” Strong moments include right after a big win, during your annual review or a few months before the company sets next year’s budget, when managers still have room to plan. If your company is in the middle of layoffs or a rough quarter, it may be smarter to keep building your case and ask when the dust settles.
When you’re ready, request a dedicated meeting instead of squeezing the topic into a regular check-in. A simple invite like, “I’d like some time to discuss my growth and compensation,” is professional and clear. It also gives your manager a chance to come prepared, which works in your favor. Before the meeting, practice your raise script out loud with a friend or in the mirror until the words feel natural coming out of your mouth.
Your Raise Script, Word for Word
Open with what you’ve delivered. “Over the past year, I’ve led the launch of our new client portal, which brought in $200,000 in new business, and I’ve taken on training for our three newest team members.” Keep it specific and confident. You’re reminding them of facts, not bragging.
Then connect it to where you’re going. “I’m excited about the year ahead, and I’m ready to take on more responsibility with our largest accounts.” This shows that the raise is an investment in what you’ll keep delivering.
Now make the ask with a clear number. “Based on my results and my research on the market rate for this role, I’m requesting a salary of $95,000.” Say the number plainly, without softening it with “if that’s possible” or “I know things are tight.” And then stop talking. The silence may feel uncomfortable, but it gives your manager space to respond, and it keeps you from negotiating against yourself.
Handling Every Answer
If the answer is yes, thank them and ask for the new salary and start date in writing. A quick email confirming the details protects you if anything changes later.
If the answer is “not right now,” ask what it will take. “What would you need to see from me to make this happen, and can we set a time to revisit it?” Push for a specific follow-up date within the next 90 days, and write down the goals they name so you can meet them and hold them to it.
If the budget truly is tight, there are other ways to win. A title change, a performance bonus, extra paid time off, more remote days, paid certifications or a professional development budget all carry real value. A promotion in title today can also set you up for a bigger salary jump at your next review or your next company.
If they push back on your number, return to your results and your research. Keep the conversation about the value you bring and what the market pays for it, not your rent, your car note or your personal bills. Your expenses are real, but your pay should be based on the work.
After the Meeting
Send a short recap email the same day, summarizing what you discussed and any next steps or dates you agreed on. It keeps everyone on the same page and creates a record of the conversation. Then keep adding to your wins file, because your next raise script starts now.
And if you’ve done everything right and the raise never comes, take that as information. Some companies will grow with you, and some won’t. Knowing your worth means being willing to take your talent somewhere that pays for it.
Asking for a raise is one of the most powerful career moves a woman can make, and every time one of us does it, we make it a little easier for the women coming behind us. Walk in prepared, say your number with confidence and let your results do the talking. You’ve already done the work. Now it’s time to get paid for it.
Photo by Sammy Swae
