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Your #Career : #SalaryNegotiations – 5 Ways to Ask for a Raise When Your #CoWorker Makes More Than You…Talking about Money is Hard Enough, but What If your Co-Worker Makes More than You?

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Talking about money is hard enough. But what if you find out you make more than your co-worker? Or, worse, what if your co-worker makes more than you?

Even if it’s frowned upon, talking about salary is legal and allowed. Sharing your salary information can ensure you and your peers are being compensated fairly.

The younger you are, the more likely you’re to share earnings details. According to a Cashlorette survey, 30 percent of millennials have spoken to co-workers about how much money they make.

Regardless of age, asking for money can be uncomfortable if you don’t know how to go about it the right way. Here’s how to ask for a raise in five steps.

1. Compare Apples to Apples

It’s one thing to find out a manager makes more money than you, but it’s a different situation when it’s a peer with the same title and experience. It’s time you build your case on why you should make more money.

“Do you have similar responsibilities and workloads?” asked Jessica Dalka, creator of Chicago Planner Magazine. “For example, if you’re both account managers, do you have similarly sized clients? If you both have midsized clients and your co-worker has eight but you only have four, perhaps that might be why they make more.”

If your co-worker handles more work, has been there longer or has more years’ experience, you’ll have to build your case with other information.

6 Questions to Ask Yourself Before Negotiating a Raise

2. Stay Calm and Collect Data

Don’t barge into your supervisor’s office and demand a raise simply because someone you know earns more than you. Find out if you deserve it by gathering data.

“You should come prepared with salary data by checking Salary.com or Glassdoor,” said Marielle Smith, a vice president at GoodHire, an employment screening company. “You shouldn’t use your co-worker’s bigger salary as a reason why you deserve a raise. This tactic will do little to convince a manager that you offer the same or more value to the company.”

Talk to other people in your industry that aren’t at your company. If you find that you’ve been lowballed compared to your networking peers, don’t fret. It’ll give you a ballpark estimate on how much to ask for when discussing your raise.

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3. Wait for the Right Moment

It’s important to know what your company’s track record is when it comes to raises.

If you’re due for an annual review, you might have a raise coming your way. You’re already going over your performance and job expectations, so if your supervisor believes you’re a valuable asset to the company, a raise could be coming without you asking for it.

For some jobs, though, you do need to ask for a raise. If you aren’t set for an annual review anytime soon, a stand-alone meeting might be necessary. But you should still consider planning to have the salary talk at the right time.

Jesse Harrison, founder and CEO of Employee Justice Legal Team, has experience asking for a raise, even as a lawyer. And the timing was everything.

“I waited until after I had made a big break and won a case and the environment was at low stress levels — I even waited for a sunny day,” Harrison said. “It can be helpful to let the initial anger of earning less than a colleague fade away so you can recognize when the timing is right. A clear head will do wonders for your request.”

4. Prepare Your Case

Before your meeting, use your accomplishments to illustrate your point. Showcase the work you’ve done, the extra responsibilities you’ve taken on, and how the company has benefited from your employment.

If you’re having trouble coming up with valid points, you might need to wait a bit to ask for a raise. This way you can start to document a stellar track record.

5. Be Ready to Negotiate

It’s good to keep in mind a number. This could be a percentage increase, a dollar figure you’d like to hit or a mix of a pay bump and more perks, such as extra vacation days.

You might need to negotiate your salary with your supervisor. If that’s the case, start with a higher number than you initially wanted. Your boss will either approve, and you’ll get more money than you expected, or you’ll haggle until you’re both happy.

Salary Negotiation Scripts For Any Job

What to Do if You Don’t Get a Raise

Even if you’ve prepared for your meeting like it’s the SATs, you’re not guaranteed a raise. This could be for many reasons that you might not have a say over. So it’s important to stay focused on the goal, even if you didn’t meet it this time.

If your supervisor tells you that a raise isn’t in the cards, find out why.

If it’s your performance and workload, you can assure your manager you’re ready for the challenge of meeting new goals. This will give you the opportunity to have something to work toward and help set you up for a raise at another time.

If your boss says you can’t get a raise right now because it’s not in the budget or your position compensation is maxed out, you’re in a different kind of pickle.

At this point, if you’re doing your best work and still unable to get more money for it, you might want to consider looking for a job where you can earn more money.

If you’ve networked with industry peers and checked out salaries for your position, you’ve got a lot more negotiating power when you head into new job interviews. Use your research to your advantage, even if the job you’re in right now isn’t working out.

But don’t give up on your current job just yet. If you like your company and your co-workers, keep trying to get the pay you deserve. Chances are they can eventually find a way to compensate you fairly and still fit it in the budget.

 

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#Leadership : How To Survive In An Open Office Without Hating Your Coworkers…Working without Walls is Bound to Cause some Problems & Annoyances. Here’s How to Diffuse Disagreements.

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Open floor plans and shared office space are supposed to  promote a sense of community and culture in your workplace, but they can also lead to tension and arguments. Many of us have encountered coworkers who don’t respect boundaries or listen to our requests. Instead of letting it fester or venting at the water cooler, hash out your differences, says Josselyne Herman-Saccio, communication expert for the training and development company Landmark.+

“Whenever people work together, upsets are inevitable,” she says. “When you understand where communication breaks down and how to heal disagreements as they happen, you create healthy relationships at work and protect productivity.”

PREVENT DISAGREEMENTS FROM HAPPENING

Whenever possible, prevent problems before they start, says Vicki Salemi, career expert for the career site Monster. “Remind yourself you’re in an open workspace, so your colleagues shouldn’t need to hear your personal phone calls, nor do they want a whiff of your reheated lunch, which may not smell pleasant,” she says.

Talk through potential pitfalls before they happen. “You can say something along the lines of, ‘I have an hourlong conference call twice a week with a challenging client. Would it bother you to hear me on the phone because usually it’s on speaker, so I can simultaneously work on a spreadsheet, or do you prefer that I hop into a conference room?’” says Salemi. “The more proactive and transparent you are, the more your colleagues are likely to appreciate working with you in a shared space, and they will also be more likely to initiate conversations on their end.”

Spending time to get to know coworkers can also go a long way, adds Crystal Barnett, senior human resource specialist for the HR solutions provider Insperity. “Some employees prefer quiet time at the start of their day to answer important emails or plan their day,” she says. “Taking their preferences into consideration and giving them some space in the morning may help create a mutually beneficial work environment.”

 

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IF THERE IS A DISAGREEMENT, ADDRESS IT
Unfortunately, disagreements are inevitable. “This is a normal occurrence that can be constructive if employees remain respectful and professional as they discuss opposing positions or opinions,” says Barnett. “Whenever possible, the affected employees should have a calm and friendly conversation to resolve their differences.”

Start by identifying why you’re upset. “What happened or didn’t happen?” asks Herman-Saccio. “Is it a mood or something specific and actionable?”

Once you’re clear, determine if you didn’t clearly communicate your expectations, and decide if you need to address it with someone else. Approach your colleague, walk through the situation, discuss what happened, and what could have been handled differently, suggests Salemi.

“Most importantly, talk about how to handle it going forward,” she says. “It’s important to always remain professional and try to see things from their perspective, and show them your perspective, as well. Whether or not they’re able to see from your point of view is out of your control.”

SKIP THE BLAME
When something goes wrong, avoid the temptation to assign blame. “Blame is there because we don’t want to be responsible,” says Herman-Saccio. “It’s easier to blame because you don’t have to do anything. Blame is a low-level, childlike function.”

Be responsible for your reaction and for communicating when your expectations are not met. Acknowledge any of your own actions that may have caused upset or disagreement, and ask how you can make things right, says Herman-Saccio.

“Try to use the word ‘you’ as little as possible,” she says.

DON’T TAKE THINGS PERSONALLY
Miscommunications also occur when you take things personally. “When you’re a kid, the world revolves around you,” says Herman-Saccio. “We never really grow out of it. If somebody takes five hours to respond to your email, for example, you might think they’re avoiding you when it probably has nothing to do with you.”

Instead, practice not taking things personally. “Rather than living in your personal view and assuming things, find out by asking,” says Herman-Saccio. “You never know what someone else is going through internally, and their bad mood or state of upset is up to them to communicate.”

Give them the opportunity to share their perspective by asking these two questions: Is there something you need to say? Is there something that didn’t go as you had planned that is upsetting you? This gets dialogue started.

DON’T LET FEELINGS FESTER
Communication has the potential of creating conflict, so we often keep to ourselves, but it’s vital that you don’t avoid talking about it, says Herman-Saccio. “In any relationship, avoiding communication is one of biggest routes of deterioration,” she says. “Resentment and frustration starts to color our view. But anything can be worked out in communication.”

Keep lines of communication open. Be upfront with others instead of keeping feelings in your head. “If you’re not getting the results you want, share your expectations so they’re out there,” says Herman-Saccio. “It’s better to be open now than upset later.”

 

 

FastCompany.com | May 4, 2018 | BY STEPHANIE VOZZA 4 MINUTE READ

#Leadership : What To Do When You Catch A Liar…It’s a Hard Fact to Accept, But your Friends & Coworkers Lie to you Regularly. The Real Challenge Lies in How you Respond Once you Catch Someone in the Act.

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Some people tell infrequent lies to make themselves look good or to protect themselves. Others are pros. They’ve been doing it their whole careers, they’re good at it, and they’ve learned how to avoid getting caught. That’s why there’s no single solution that works in every situation. The best thing to do is to carefully consider your options, thinking through the pros and cons of each course of action.

Free- Pull Tab on Can

Even though most people lie a lot—roughly two to three times during a ten-minute conversation, studies show—you don’t catch them nearly as often as you might think. Researchers from the University of California analyzed the results of 253 studies and found that we only spot about half the lies we’re told (53% to be exact). In other words, we’re about as likely to identify a lie as we are to win a coin toss.

The scary thing is that people who are trained in detecting deception—judges, customs agents, law enforcement officers, and even CIA agents—don’t fare much better. They can only spot a lie about 60% of the time.

When you do catch someone lying to you, it’s usually a real whopper. These are the kinds of lies that are so insulting to be the recipient that it’s hard to think straight. In these moments, you want to keep the conversation constructive, without letting the liar off the hook, which is a difficult thing to pull off.

 “I’m not upset that you lied to me, I’m upset that from now on I can’t believe you.”   – Friedrich Nietzsche

And what about the times when you have a nagging sense that you’re being lied to but aren’t certain and don’t want to come across as paranoid or accusatory? While too much skepticism is never healthy, a small dose can be a very good thing, especially since we’re so poor at recognizing lies.

The question always becomes, what do you do with a lie? If you think someone is lying to you, do you call them on it? Do you tell someone else? Or do you just go along to get along? There are actually several things you can do, and the right one, or the right combination, depends on the situation.

First, make certain you understand the rules. Before you decide what course of action to take, check the employee handbook and consider the recent history of similar situations. If you’re going to call someone out, you need to know what you’re getting yourself and the liar into. Know the severity of the consequences for lying, and make certain you follow proper protocol for addressing it, or the entire thing could backfire on you.

 

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Option #1: Do nothing. Nobody likes being lied to, and the natural reaction is to call the liar out, but that’s not always the smartest thing to do, especially at work. Before you do anything, ask yourself, ‘What’s at stake besides my ego?’ Carefully weigh the pros and cons before you take action. Consider who, if anyone, should know about the lie and the implications it has for the company. Sometimes, the animosity you avoid by staying silent is worth more than the satisfaction you receive from speaking out. Other times, the lie is serious enough that people have to know.

Option #2: Deflect with humor. Some lies are too big to ignore completely, yet too small to make a big deal out of. When this happens, you can always make a joke of it. Playful comments that acknowledge the lie will usually do the trick. Whether it’s “Hey, I think I just saw your nose grow a little bit” or “I need to get my prescription checked. When I looked at the scorecard, it said you shot 112,” this strategy gives the liar a chance to admit their slip—up without fear of reprisal. The key to making this tactic work is to give the impression that the other person was kidding around or intentionally exaggerating and never expected to be believed.

Option #3: Play dumb. Another way to let someone save face—and this is particularly appropriate for group settings—is to play dumb. Pretend you suddenly suffered a memory lapse or are confused about the facts. Ask lots of follow-up questions. The more details you request, the more likely it is that the truth will come out. Drawing it out gives the liar a chance to admit that they “misspoke” and correct themselves without being called a liar.

Option #4: Call them on it. In situations where doing nothing isn’t a good option, you can always call the liar out. You just need to think carefully about the best way to do this, and impulsively bashing them is never a smart move. You may choose to have a conversation with the liar in private or with others whom the lie affects. In either case, it’s important you have evidence that backs up your claim, or you very well may be called a liar yourself. Just make certain you are honest and direct with the person who lied. Don’t go to others with the lie when you know it’s better handled privately between you and the liar.

There are many times when reporting a lie is the right thing to do, both ethically and practically. Sometimes, not reporting a lie can cost you your job. However, there are a few things you need to think about before you take that step. First, question your motives. Are you thinking of telling someone about the lie out of concern that either another employee or the company could be harmed, or are you just mad? If it’s the latter, you run the risk of making yourself look petty; if it’s the former, stick to the facts. Don’t offer any hypotheses about why the person may be lying because that’s just supposition on your part. Stick to what the person said, what the truth is, and any proof you have collected.

Not optional: Protect yourself. Whether you decide to call a lie or to let it go, once you know you’re dealing with a liar, it’s critical to take steps to protect yourself. One way to do that is to have a witness attest to what the liar said. Failing this, interact with the liar via email or text, both of which create a written record. Though if you’re dealing with a particularly savvy liar, they’re not going to commit to anything in writing. In that case, document the conversation yourself: who, what, when, where, etc., and cap it off by sending your lying colleague an e-mail summarizing the conversation. That’s not as good as having proof in the other person’s words, but at least you’ll be able to make the argument that your colleague had the opportunity to correct you.

Bringing It All Together

Some people tell infrequent lies to make themselves look good or to protect themselves. Others are pros. They’ve been doing it their whole careers, they’re good at it, and they’ve learned how to avoid getting caught. That’s why there’s no single solution that works in every situation. The best thing to do is to carefully consider your options, thinking through the pros and cons of each course of action.

How do you handle liars? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

Travis co-wrote the bestselling book Emotional Intelligence 2.0 and co-founded TalentSmart.

 

Forbes.com | April 5, 2016 | Travis Bradberry