72%of workers who ask get at least some raise
$5,000+avg. annual gain from a successful ask
Only 37%of workers ever negotiate salary at all
The number one reason people don't get a raise isn't performance — it's that they never ask. And when they do ask, they say the wrong things: too vague, too apologetic, or too personal.
This guide gives you the exact words to use in 2026 — in person, over email, and even over Zoom. We've broken down scripts for full-time employees, hourly workers, remote teams, and more.
Why Word-for-Word Scripts Work
Salary conversations trigger anxiety for almost everyone. When you're nervous, you revert to vague language: "I was just wondering if maybe at some point…" That language signals uncertainty, which gives your employer permission to stall.
Scripts solve this by letting you rehearse confidence before the stakes are real. You internalize the structure, so when the moment comes, you sound prepared — because you are.
💡 The Psychology of Specificity
Research in negotiation shows that anchoring with a specific number (e.g., "$72,000") leads to better outcomes than a range, and dramatically better outcomes than no number at all. Our scripts are built around this principle.
5 Things to Do Before the Conversation
The script only works if your groundwork is solid. Before you schedule the meeting:
- Know your number. Research your market rate on Glassdoor, LinkedIn Salary, and BLS.gov. Know the range for your role, experience level, and city.
- List 3–5 specific wins. Quantify them if possible: "increased sales 18%," "reduced onboarding time by 2 weeks," "managed a $400K project."
- Choose the right timing. After a project win, after a positive review, or at your annual review window — not during a hiring freeze announcement.
- Request a dedicated meeting. Don't bring up salary in passing. Email your manager: "Could we set aside 20 minutes to talk about my compensation?" This signals seriousness.
- Know the company's raise cycle. Many companies, including Walmart and Home Depot, have annual review cycles. Check out our guides on Walmart's 2026 pay raise schedule and Home Depot's raise timeline to understand employer cycles.
The In-Person Script (Full Version)
Use this when you've scheduled a dedicated meeting with your manager. This script follows the Value → Market → Ask → Anchor structure.
The Opening (Don't Bury the Lead)
🎤 You Say — Opening
"Thanks for making time for this. I've really enjoyed the work this past year, and I'm committed to continuing to grow here. I wanted to have a direct conversation about my compensation."
Why it works: You signal appreciation and loyalty immediately, which disarms defensiveness. Then you state your purpose clearly — no dancing around it.
The Value Statement
🎤 You Say — Value Statement
"Over the past [X months/year], I've taken on [describe expanded role or key project]. Specifically, I [achievement 1], [achievement 2], and [achievement 3]. I'm proud of what I've contributed, and I believe I've consistently performed above the expectations of my current level."
📝 Fill-in Example
"Over the past year, I've taken on the full onboarding process for new hires. Specifically, I redesigned our training materials, cut ramp-up time from 6 weeks to 3, and personally onboarded 14 new team members. I'm proud of that work and I believe it's had a real impact on team performance."
The Market Anchor
🎤 You Say — Market Data
"I've also done some research on market rates for this role. Based on data from [Glassdoor / LinkedIn Salary / industry surveys], similar positions in [your city/remote] are compensating at [market range]. I want to make sure we're aligned with what the market looks like."
The Ask (Say the Number Out Loud)
🎤 You Say — The Ask
"Given my contributions and the market data, I'd like to discuss bringing my salary to [specific dollar amount]. That represents a [X%] increase from where I am today."
Then stop talking. Let silence do the work.
⚠️ The #1 Mistake: After stating your number, people get nervous and immediately start backpedaling — "but I understand if that's not possible" or "even something smaller would be great." Don't do this. State the number, then go quiet and wait for their response.
The Email Script (Word for Word)
If you prefer to open the conversation in writing — or if your manager works remotely — use this email to request a meeting and set expectations:
Hi [Manager],
I hope you're doing well. I'd like to request some time to discuss my compensation — even 20–30 minutes at your convenience would be great.
Over the past [time period], I've taken on [brief description of growth/impact]. I've done some research on current market rates for my role and would love to have a conversation about where my pay stands relative to my contributions and the market.
I respect that budget decisions involve planning, so I wanted to raise this proactively rather than wait for my formal review. Would [suggest two dates/times] work for you?
Thank you for your time — I'm genuinely excited about the work ahead and want to make sure we're set up for a long-term relationship here.
Best,
[Your Name]
Script for Remote Workers
Remote workers face a unique challenge: visibility. You may be doing excellent work that your manager doesn't fully see. Address this head-on:
🎤 Script — Remote Worker
"I know that working remotely can sometimes mean my day-to-day contributions are less visible, so I want to make sure I'm being transparent about what I've been delivering."
"In the last [time period], I [achievement 1], [achievement 2], [achievement 3]. I've also [collaboration example — e.g., 'led three cross-functional calls' or 'been available across time zones for the Asia team']."
"I've looked at what similar remote roles are paying in 2026, and I'd like to discuss adjusting my salary to [specific number]."
Handling Objections — Word for Word
Your manager will respond with one of a handful of standard objections. Here's exactly what to say:
"The budget is frozen right now."
🎤 Your Response
"I completely understand budget constraints. Can we agree on a specific date to revisit this — say, in 90 days? And can we discuss what milestones would make this a straightforward approval when we do?"
"Let's wait until your annual review."
🎤 Your Response
"That makes sense. I'm happy to wait for the formal cycle. I'd like to use this conversation to make sure we're aligned on my performance so there are no surprises. Is my current trajectory in line with a [X%] increase at review time?"
"I'm not sure your performance justifies that."
🎤 Your Response
"I'd love to understand that better. Which areas would you want to see improvement in? I want to make sure I have a clear path to meeting that bar, and I'd find it helpful to have a timeline for when we could revisit this."
"We pay everyone at the same rate for your level."
🎤 Your Response
"I appreciate the transparency. Is there flexibility through bonuses, title adjustments, or other compensation elements? I want to make sure my total compensation reflects the scope of what I'm doing."
Follow-Up Scripts
After the Meeting (Follow-Up Email)
Hi [Manager],
Thank you for the conversation today. I appreciate you taking the time to discuss this with me.
To recap: I requested an adjustment to [specific number] based on my contributions over [time period] and current market data. You mentioned [summarize their response]. I'll plan to follow up on [specific date you agreed on].
I'm excited about the work ahead and appreciate your support.
Best,
[Your Name]
This follow-up email serves two purposes: it documents the conversation (which protects you) and it shows professionalism.
Scripts for Retail & Hourly Workers
If you work in retail, fast food, or any hourly role, the conversation is slightly different — but no less valid. Large employers like Walmart and Home Depot run structured pay review cycles, so timing matters. Use these resources to understand those cycles: Walmart Pay Raise 2026 and Walmart Pay Raise Calculator.
🎤 Hourly Worker Script
"I've been here [X months/years] and I take a lot of pride in my work. I consistently [show up on time / cover extra shifts / handle [department]]. I'd like to talk about moving my hourly rate from [current] to [target]."
"I know raises happen during [review period], but I wanted to put this on your radar so you can consider it when that window opens."
Frequently Asked Questions
What is the best thing to say when asking for a raise?
The best approach is to tie your request to specific achievements and market data. Say something like: "Based on my contributions this year — specifically [X result] — and market rates for this role, I'd like to discuss adjusting my salary to [specific number]." Avoid vague language and never apologize for asking.
How do you ask for a raise without sounding greedy?
Frame the conversation around value, not personal need. Focus on what you've delivered for the company, and anchor your request in market data. Avoid mentioning personal expenses (rent, loans, etc.) — these are irrelevant from your employer's perspective.
What percentage raise should I ask for in 2026?
In 2026, the typical merit increase is 3–5% nationally. However, if your performance has been strong or you're underpaid relative to market, asking for 10–20% is reasonable when backed by data. Always anchor with a specific dollar amount rather than a percentage.
Is it better to ask for a raise in person or by email?
In person (or video call) is almost always better for the actual conversation — it's harder to delay or dismiss. Use email to request the meeting and as a follow-up to document what was discussed.
What if my manager says no?
Ask "What would I need to achieve over the next 90 days to make a raise a clear yes?" This turns a rejection into a roadmap. Document the answer in your follow-up email, then deliver on those milestones.
✦ ✦ ✦
The most important thing: ask. The majority of workers who negotiate salary get something — even if not exactly what they requested. Silence is the only guaranteed "no."
Use these scripts, customize them to your situation, and walk into that conversation prepared. Your future self — with the bigger paycheck — will thank you.
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