If you want to ask for a raise at your annual review, the work starts weeks before the meeting. You get a better hearing when you walk in with a clear number, a short list of results and a manager who already knows what the conversation is about.
That's true if your company runs formal reviews every December and if you've never had a sit-down with your boss. This guide walks you through getting the review on the calendar, building your case, and what to say when you're in the room, including copy-and-paste scripts for the email and the conversation.
Don't wait for the raise to find you
You may have taken on extra work all year, done it well and outgrown your title. None of that turns into a raise on its own. Girlboss founder Sophia Amoruso has long said, "You don't get what you don't ask for." She put it bluntly to one reader: "It's sad but true. You're going to have to get used to asking for the things, all the things, you get in this lifetime."
A review is the best built-in moment to ask, because everyone already expects you to talk about your performance. If your company doesn't hold reviews, you can create one yourself, and the steps below still apply.
Find out how raises work at your company first
Before you ask, learn how decisions actually get made. A few questions to answer first:
- Are raises decided during the annual review, or in a separate compensation cycle?
- When are budgets set? Asking after the budget is locked often means waiting a year.
- Is there a pay band or range for your level, and does your handbook or HR portal say so?
- Has the company had layoffs, a hiring freeze or a leadership change recently?
If the answer to the last one is yes, it doesn't mean you can't ask. It means you should lead with the value you've added and be ready for a slower timeline. Pick a moment when there isn't an urgent crisis, because a manager who's firefighting won't give your request the attention it needs.
Our guide on when to ask for a raise covers the broader question of timing outside the review cycle, so this article sticks to the review conversation itself.
How to ask your manager for a review meeting
If your review is already scheduled, skip ahead. If it isn't, send a short note that says what you want to discuss. Tamara Mellon has said, "The element of surprise does not work to your benefit." She also advises, "Be conscious of your supervisor's schedule and high pressure times of day, and set your conversation up to have the time it deserves." In other words, don't squeeze this into five minutes between meetings.
Email script to request the meeting:
Hi [Name], I'd like to set up time to talk about my performance this year and my compensation. Could we find 30 minutes in the next couple of weeks? I'm happy to send a short summary of my work beforehand so we can use the time well. Thanks, [Your name]
Naming "compensation" in the invite gives your manager time to check budgets and talk to HR. That helps you.
Do your pay research
Shindy Chen has said, "When you're asking your boss to give you more money for the job you do, you better come prepared to show why you deserve it." Part of that is knowing what your role typically pays.
A solid free starting point is the Bureau of Labor Statistics. Its Occupational Employment and Wage Statistics program publishes wage estimates for roughly 830 occupations, and the figures are available for the nation, for each state and for metropolitan and nonmetropolitan areas. Pair that with:
- Pay ranges in job postings for similar roles near you, since some employers list them.
- What your own company's levels or bands look like, if you can find them.
- Your location, company size and industry, because all three move the number.
Then settle on a range you'd be happy with and a specific number to ask for, which should sit toward the upper end of that range. This is general information, and pay rules vary by state and employer.
Build your case: the raise checklist
Think of this as a one-page brief your manager could forward to whoever approves the budget. Gather these before the meeting:
- Your goals from last year, and what happened with each one.
- Four or five projects you owned, with the results in plain numbers where you have them (time saved, revenue influenced, errors reduced, customers retained).
- Extra scope. List tasks or responsibilities you picked up that weren't in your original job description, including any overtime or covering for open roles.
- Positive feedback. Short quotes from colleagues, clients or leaders, saved from emails or messages.
- Your market range and the number you're asking for.
- Your plan for next year, so the conversation looks forward as well as back.
Our posts on how to prepare for your annual performance review and self-evaluation examples can help you word your wins.
Get Girlboss Daily, our free weekday email of career advice, at girlboss.com/pages/newsletter, for more scripts and negotiation tips in your inbox.
Know what your manager values
Raises get approved by people, and people respond to what matters to them. Mellon's advice is to put yourself in your supervisor's shoes: "Companies aren't human, but managers are. Do a mental exercise of what your supervisor values in you. Maybe you've stepped into a leadership role with other members of your team, or you've become her trusted go-to for projects involving XYZ. Your list of human value is much longer than job deliverables."
If your manager cares most about deadlines, lead with reliability. If it's team morale, talk about how you've supported others. Match the evidence to what they're measured on.
What to say in the meeting
Start with your results, then make the ask, then stop talking. A simple structure:
- Open with gratitude and context. Thank them for the time and say what you want to cover.
- Walk through your highlights. Keep it to three or four things, not twenty.
- State the ask. Say the number or range clearly.
- Pause. Let them respond before you add anything.
Script for the ask:
Over the past year I've taken on [specific responsibilities] and delivered [specific results]. Based on that scope and on what the market pays for this role, I'd like to talk about moving my salary to [number]. Can we talk about what that would take?
Notice it uses "I'd like to talk about" rather than "I was hoping." You can be warm and still be direct.
If the answer is "not right now"
A no doesn't have to end the conversation. Try these follow-ups:
- "What would I need to show to get there, and by when?"
- "Can we agree on a date to revisit this, say in three or six months?"
- "If base pay can't move, are there other options, like a title change, extra paid time off, a development budget or flexibility?"
Follow-up email after the meeting:
Thanks for meeting with me today. To recap, we agreed that [outcome]. I'll work on [specific goals] and we'll revisit compensation on [date]. Please let me know if I've missed anything.
Putting it in writing gives you something to point to later. If you were handed a bigger role with no pay change, our piece on getting a promotion without a raise has more scripts.
Keep it professional, and keep it going
Stay calm, specific and positive, even if the answer disappoints you. Bianca Bass, who doubled her salary in a year, put it this way: "Times have changed. You don't get ahead just by doing your job well; you progress by making things happen that are beyond your job description." Keep a running list of wins all year so next review season takes you an hour, not a weekend.
When you're ready to see what else is out there, find your next role at jobs.girlboss.com.
Frequently Asked Questions
How much of a raise should I ask for at my annual review?
There's no single right percentage. Research your role's pay range, then ask for a number toward the upper end of what you'd accept. A standard yearly increase and a raise tied to your scope are different asks, so base your number on your scope and the market rather than the usual cycle.
Should I ask for a raise in the review or in a separate meeting?
Check how your company works. Some employers decide pay in the same meeting, while others handle compensation in a separate cycle after reviews. If it's separate, use the review to document your wins and ask when and how pay decisions get made.
Can I ask for a raise if I got a mixed performance review?
You can, but be realistic. Address the feedback first, show how you've acted on it and ask what a raise would depend on. Setting a date to revisit in a few months is often a better outcome than pushing for an immediate yes.
Is it okay to mention a job offer from somewhere else?
It can work, but it's a high-stakes move. Only do it if you'd seriously consider taking the other job, and be prepared for your employer to respond differently than you hoped. Many people get better results by focusing on their own results and the market range.
What if my company has no formal review process?
Ask for a performance conversation yourself, using the email script above. Framing it as a chance to review your goals and compensation makes it easy for a manager to say yes.
