How to Negotiate Your Salary: 7 Scripts That Help You Earn $10,000+ More Per Year

You’re sitting across from your boss, heart racing, palms sweating. You’ve rehearsed this moment a hundred times, but now the words stick in your throat. Sound familiar? Most people leave thousands—even tens of thousands—of dollars on the table simply because they don’t know what to say when negotiating salary.

The good news? Salary negotiation isn’t about being aggressive or confrontational. It’s about having the right words at the right time. And those words are completely learnable.

Why Most People Avoid Salary Negotiation (And Why You Shouldn’t)

Research shows that 68% of workers accept the first offer they receive without negotiating. That single decision costs the average worker over $500,000 in lifetime earnings. Think about that for a moment—half a million dollars left unclaimed.

The fear makes sense. You worry about seeming greedy, losing the offer, or damaging your relationship with your employer. But here’s what hiring managers won’t tell you: they expect you to negotiate. Companies typically offer 10-20% below what they’re willing to pay, anticipating negotiation.

When you skip this step, you’re not being modest or grateful. You’re signaling that you undervalue your own contributions. That perception follows you through every raise and promotion for years to come.

The Foundation: Research Your Worth Before You Negotiate

Before you speak a single word about compensation, you need data. Vague feelings about deserving more won’t move the needle. Specific market research will.

Start by checking salary databases like Glassdoor, PayScale, and Salary.com for your specific role, experience level, and location. Document your findings in a simple spreadsheet. Look for the 50th, 75th, and 90th percentile ranges—these numbers become your negotiation framework.

Next, talk to people in your industry. Reach out to former colleagues, recruiters, and professional contacts. Ask what similar roles are paying right now, not what they paid three years ago. Markets shift quickly, and recent information gives you leverage.

Finally, calculate your value beyond just your job title. Have you managed major projects? Generated revenue? Saved the company money? Quantify these contributions with specific numbers and percentages. These become the evidence that supports your request.

Script #1: Negotiating a New Job Offer

When you receive a job offer, enthusiasm is great—but immediate acceptance is costly. Use this script to open the conversation:

"Thank you so much for the offer—I’m genuinely excited about joining the team. I’ve been thinking about the compensation package, and I’d like to discuss the salary. Based on my research into market rates for this role and the specific experience I’m bringing, I was expecting something in the range of $X to $Y. Is there flexibility to move closer to that range?"

This approach accomplishes several things simultaneously. You express genuine interest in the position, which reassures the employer you’re committed. You anchor the conversation to market data rather than personal need. And you ask an open question rather than making a demand.

Wait for their response. Silence is powerful here. Let them fill it with their reasoning, counteroffers, or questions. Many people get nervous and start talking, which weakens their position. Resist that urge.

Script #2: Asking for a Raise During Your Performance Review

Performance reviews create natural opportunities to discuss compensation. Your manager already expects this conversation, which gives you a built-in advantage.

"I appreciate the positive feedback on my performance this year. I’ve been reflecting on my contributions, particularly [specific achievement #1] and [specific achievement #2], which generated [quantifiable result]. Based on these results and current market rates for my role and experience level, I’d like to discuss adjusting my compensation to $X. What are your thoughts on that?"

Notice the structure here. You acknowledge positive feedback, then immediately connect it to concrete business results. You’re not saying "I worked really hard" or "I’ve been here a long time." You’re demonstrating measurable value.

The specific dollar amount is crucial. Asking "Do you think I deserve a raise?" puts your manager in an awkward position and yields vague responses. Naming your number shows you’ve done your homework and know your worth.

Script #3: Responding When They Say "That’s Above Our Budget"

Budget constraints are the most common objection you’ll hear. Sometimes it’s legitimate. Often, it’s a negotiation tactic. Either way, you have options beyond simply accepting defeat.

"I understand budget constraints are real considerations. A few questions: Is the budget constraint a temporary issue that might change in Q2 or Q3? If the base salary has limited flexibility right now, could we explore other components like signing bonus, additional PTO, professional development budget, or an earlier performance review with salary adjustment?"

This script keeps the conversation moving forward. You’re not arguing with their constraint—you’re exploring alternatives. Many companies have more flexibility with one-time bonuses than with ongoing salary commitments. Others can adjust benefits, remote work options, or review timelines.

Building an emergency fund becomes easier when you’ve negotiated for the full compensation package, not just base salary. Every dollar of your total compensation matters for your financial security.

Script #4: Handling Multiple Job Offers

When you’re fortunate enough to have competing offers, you hold significant leverage. But you need to use it carefully without appearing manipulative.

"I’m in the fortunate position of having another strong offer, but your company is my first choice because [genuine reason related to role, culture, or growth]. The other offer is at $X with [specific benefits]. I’m hoping we can get closer to that total compensation package so I can move forward confidently with your offer. Is that possible?"

This approach communicates your preference clearly while providing specific information they can work with. You’re not being coy about having another offer—that wastes everyone’s time. But you’re also not using it as a threat.

The key is being honest about your preference. If you’re just trying to squeeze every last dollar from a company you don’t actually want to join, that often backfires. Negotiation builds relationships, and relationships require authenticity.

Script #5: Negotiating Internal Promotions

Internal promotions present unique challenges. Your employer already knows your current salary, which they may use to anchor negotiations lower than they would for external candidates.

"I’m excited about the promotion opportunity to [new role]. I’ve done some research on market rates for this position, and the typical range is $X to $Y. Given my existing knowledge of our systems, relationships, and culture—which would take a new hire six to twelve months to develop—I believe $Y is appropriate. Additionally, [specific achievement] demonstrates I’m already operating at this level. Can we structure the compensation accordingly?"

You’re making a crucial argument here: hiring externally costs more than promoting internally when you factor in onboarding time, ramp-up period, and recruiting fees. You’re actually saving them money while asking for market rate. That’s a winning position.

Many people accept internal promotions with minimal raises because they feel grateful for the opportunity. But promotions without appropriate compensation increases actually decrease your earning potential over time. Understanding your worth means negotiating every career transition.

Script #6: Addressing Pay Inequity When You Discover It

Discovering you’re paid significantly less than colleagues in similar roles feels terrible. But anger won’t help your negotiation. Strategic communication will.

"I’ve recently become aware that the market rate for my position—and the internal range for similar roles—is higher than my current compensation. I want to address this gap because I’m committed to my long-term success here. Based on [specific achievement], [specific achievement], and [specific achievement], plus current market data showing a range of $X to $Y for this role, I’d like to discuss adjusting my salary to $Z. What’s the process for making that happen?"

This script acknowledges the gap without directly accusing anyone or creating defensiveness. You’re treating it as a problem to solve together rather than a battle to win. And you’re asking about process, which moves the conversation toward action steps rather than justifications.

Pay inequity is real and frustrating, but your negotiation still needs evidence and composure. Document everything, keep emotions in check during the actual conversation, and focus on your value rather than the injustice.

Script #7: Following Up After an Initial "No"

Hearing "no" doesn’t mean the conversation is over. It means you need additional information and a follow-up strategy.

"I appreciate you taking the time to consider my request. To help me understand the decision better, could you share what would need to change—either in my performance, market conditions, or company circumstances—for this conversation to have a different outcome? I want to make sure I’m positioning myself appropriately for future discussions."

This response accomplishes several important goals. You’re staying professional and engaged rather than becoming resentful or checked out. You’re gathering information about what actually drives compensation decisions at your company. And you’re setting the stage for a future request with clearer criteria.

Sometimes "no" really means "not right now." Sometimes it means "not at this company, ever." Understanding which one you’re dealing with helps you make informed decisions about whether to keep investing in this employer or explore opportunities elsewhere.

Timing Your Negotiation for Maximum Impact

When you negotiate matters almost as much as how you negotiate. The best timing creates natural momentum in your favor.

For new job offers, wait until you have a written offer in hand. Negotiating too early makes you seem presumptuous. But once you have the offer, negotiate promptly—within 24-48 hours shows enthusiasm while advocating for yourself.

For raises at your current job, tie your request to performance reviews, major project completions, or the end of fiscal quarters when budgets reset. Avoid asking during company downturns, layoffs, or when your manager is dealing with significant stress from other sources.

For internal promotions, negotiate before accepting the new role, not after. Once you’ve said yes and started doing the work, your leverage disappears. The transition point is when you have maximum negotiating power.

One final timing consideration: avoid negotiating via email if possible. Written communication strips away tone, body language, and the human connection that builds goodwill. Request a phone call or in-person meeting for important salary conversations.

The Money You Negotiate Today Compounds for Decades

Every dollar you negotiate now doesn’t just affect this year’s income. It creates a new baseline for every future raise, bonus, and job offer. A $5,000 increase negotiated today becomes $150,000 over a typical 30-year career, accounting for standard annual raises.

That’s why taking control of your financial future starts with advocating for your worth in salary negotiations. You don’t need to be aggressive or uncomfortable. You just need the right words, solid preparation, and the confidence to ask.

Start practicing these scripts today. Say them out loud until they feel natural. Adjust the language to match your communication style. Then use them the next time a compensation conversation arises. The few minutes of discomfort during negotiation are nothing compared to years of leaving money on the table.

Your skills and contributions have real market value. Make sure your compensation reflects that reality.