How to Ask for Your First Raise (A Script for Teenagers Who've Never Done This)

At some point at your job, you're going to realize you deserve more money. Maybe you've been there for six months and picked up extra responsibilities. Maybe everyone around you is making more. Maybe your performance is solid and nobody's mentioned a raise. Whatever the reason, the money isn't going to come to you — you have to ask for it.

And asking for a raise is terrifying the first time. I get it. The fear of rejection, of seeming greedy, of making things awkward with your boss — it all feels like a good reason to just stay quiet and hope they eventually notice. But hoping isn't a financial strategy, and the difference between asking and not asking can be thousands of dollars over your career.

I'm 17 and I've been researching this because I know the moment is coming, if not now then soon. Here's everything I've learned about how to actually do it.

Why you have to ask

Most employers don't give raises proactively. It's not because they're evil — it's because labor is their biggest expense, and paying you more cuts into their margins. If you're doing good work and not complaining about pay, there's no financial incentive for them to offer more.

Studies consistently show that people who negotiate their salary earn significantly more over their lifetime than people who don't. One study estimated the lifetime cost of not negotiating your starting salary at $500,000 or more. Not because of one negotiation, but because every future raise and job offer builds on your current pay. A higher base now compounds into dramatically higher earnings over decades.

This applies to hourly workers and part-time teenagers too. The difference between $12/hour and $13.50/hour is $3,120/year at 40 hours/week. That's real money that you get simply for having a conversation.

When to ask

Timing matters. The best times to ask for a raise:

After you've been there 6-12 months. You've proven you're reliable, you've learned the job, and you have a track record to point to. Asking in your first month shows you haven't done anything to earn it yet.

After a clear win. Did you get praised by a customer? Hit a performance goal? Take on a new responsibility successfully? Strike while the evidence is fresh.

During a scheduled review. If your company does performance reviews (every 6 or 12 months), that's the natural opening for a compensation conversation. If they don't mention pay, you bring it up.

When you know the business is doing well. If the company just had its best quarter, that's a better time than during a rough patch when they're cutting costs.

Not when: you're about to be written up for performance issues, the company just had layoffs, or you've been there less than three months and haven't demonstrated value yet.

How much to ask for

Don't go in without a number. "I'd like more money" is vague and puts the ball in their court (where they'll lowball you). Come with a specific ask based on research.

For hourly workers and part-time jobs: Research what similar positions pay in your area. Glassdoor, Indeed, and Payscale all show salary and wage ranges. If you're making $13/hour and similar jobs in your area pay $14.50-$16, asking for $15 is reasonable and backed by data.

For salaried positions: Same research approach. Know the range for your role, experience level, and location. Ask for something in the upper half of that range if your performance justifies it.

A good rule of thumb: A 5-10% raise is standard for strong performance. 10-15% is reasonable if you've taken on significantly more responsibility or if you were underpaid to start. Anything above 15% usually requires a promotion or a major shift in responsibilities to justify.

If you're not sure what number to ask for, ask for slightly more than you'd be happy with. They might counter lower, and you want room to meet in the middle and still end up at a number you're satisfied with.

The script (what to actually say)

Here's a framework you can adapt to your situation. This isn't word-for-word — make it sound like you.

Step 1: Set up the conversation.

Don't ambush your boss. Ask for a few minutes to talk about your role.

"Hey [manager], do you have a few minutes this week to talk about how things are going and my role here?"

Step 2: Lead with your value, not your needs.

Nobody gives you a raise because you need money. They give you a raise because you're worth more than you're being paid. Lead with what you've done.

"I've been here for [time period] and I've really enjoyed the work. Since I started, I've [specific accomplishments — took on X responsibility, handled Y project, consistently did Z]. I feel like I've grown a lot in this role and I'm contributing more now than when I started."

Step 3: Make the ask.

Be direct. Don't dance around it.

"Based on my performance and what I've seen similar positions pay in this area, I'd like to discuss increasing my pay to [$X/hour or $X/year]. I think that's fair given what I'm contributing and I'm committed to continuing to grow here."

Step 4: Stop talking.

This is the hardest part. After you make the ask, be quiet. Let them respond. Most people get nervous and start rambling or backtracking after making the ask. Don't. State your case, state your number, and wait.

What they might say (and how to respond)

"Yes, we can do that." Great. Get it in writing (an email confirming the new rate and start date). Thank them and keep doing great work.

"I can't do that exact number, but I can do [lower number]." This is negotiation, not rejection. If the counter is close to your ask, you might take it. If it's significantly lower, you can say: "I appreciate that. Could we meet in the middle at [number between your ask and their offer]?" Or accept and ask when you can revisit compensation again.

"I can't do anything right now due to budget constraints." This might be true. Ask: "I understand. What would I need to do or demonstrate to earn a raise in the next [3-6 months]? And can we set a time to revisit this?" This gets them to commit to a timeline and criteria, which gives you something concrete to work toward and hold them to.

"You haven't been here long enough." If this is fair (you've been there two months), accept it and ask what timeline they think would be appropriate. If you've been there a year and they're still saying this, it might be time to look for other opportunities.

"No." A flat no with no explanation is rare but it happens. Ask why — is it performance? Budget? Timing? Understanding the reason helps you decide whether to stay and try again later or start looking elsewhere.

If they say no, it's not the end

A no to a raise isn't a no to your career. It's information. Maybe the company can't afford it. Maybe your timing was off. Maybe you need to build a stronger case.

What a no should NOT do is make you stop asking. Many people ask once, get rejected, and never ask again for years. That's how you end up underpaid for a decade. If you get a no, set a reminder for 6 months and come back with a stronger case.

And remember: the ultimate negotiation lever is being willing to leave. If you've asked for a fair market rate raise, been told no repeatedly, and you know you're being underpaid — finding a new job that pays what you're worth is always an option. Job-switching is statistically the fastest way to increase your pay, especially early in your career.

Raises are compound interest for your career

Here's the part that ties into everything else on this blog.

A $1.50/hour raise at 17 doesn't just mean $1.50 more per hour for this job. It means:

More money to invest now. That extra $60/week at 20 hours could be $240/month going into your Roth IRA. At 7% returns over 40 years, that's an extra ~$500,000+ at retirement. From one raise at one part-time job.

A higher starting point for your next job. Many employers ask about your current or previous pay (though this is becoming illegal in some states). A higher current rate anchors a higher future rate.

The habit of advocating for yourself. The teenager who learns to ask for what they're worth becomes the adult who negotiates starting salaries, promotion raises, and equity packages. This skill compounds just like money does.

Don't leave money on the table because asking feels uncomfortable. Five minutes of discomfort is worth thousands of dollars, and it gets easier every time you do it.

More posts: [How to Make Money as a Teenager], [How to Read Your Pay Stub], [How Taxes Work for Teenagers], [Lifestyle Inflation Explained], and [How to Set Financial Goals]. Subscribe for a new post every week.