How to Ask for a Raise: Word-for-Word Script (DESC Method)
Most people undersell themselves in raise conversations because they lead with need instead of value. This script flips that — it anchors your ask in results, then makes staying the obvious choice.
The DESC Framework: Step by Step
- 1
Describe: Open with one specific, measurable achievement from the past 6–12 months. Concrete numbers beat adjectives every time.
- 2
Express: State exactly what you want — a specific dollar figure or percentage, not 'something more fair'. Vague asks get vague answers.
- 3
Specify: Back your number with market data (Glassdoor, Levels.fyi, or a competing offer) so the ask feels researched, not emotional.
- 4
Consequences: Connect your continued high performance to the decision. Make staying easy and leaving credible — without bluffing.
Word-for-Word Sample Script
"I'd like to talk about my compensation. Over the past year, I [specific achievement], which resulted in [measurable outcome]."
"Based on that impact and my research into market rates for this role, I'm asking for a salary increase to $[number]."
"I'm fully committed to [team/company] and want to keep delivering at this level. I believe this adjustment reflects the value I'm bringing."
"I'm open to discussing timing. What would a path to this look like from your side?"
Adapt these lines to your situation and voice — the structure matters more than the exact words.
Get a personalized script for your exact situation
ConvoPrep uses AI to build a custom script based on your specific relationship, context, and goal — not a generic template.
Prep My Conversation Free →Frequently Asked Questions
What if my manager says 'the budget is frozen'?
Ask: 'If budget opens up, is this something you'd support?' Get the commitment on record, then revisit in 90 days with a calendar invite.
Should I bring a competing offer to the conversation?
Only if you're genuinely willing to leave. Using a fabricated offer as leverage damages trust permanently once discovered.
When is the best time to ask?
Right after a visible win, during a 1:1, or 4–6 weeks before your company's annual review cycle — never on a stressful day or in a group setting.