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Your #Career : Bigger Companies Once Meant Much Bigger #Pay , No More…For Decades, even Lower-Paid Workers could Boost their #Pay by Moving to a Bigger Employer. No Longer.

January 13, 2018/in First Sun Blog/by First Sun Team

The significant pay premium that Americans used to receive for working at large companies has shrunk rapidly in recent decades, especially for lower-wage workers, a new study finds.

For the last century, economists have noted that similar workers tend to earn significantly more at large firms than at small ones—a premium that worked out to nearly 50% higher pay in the early 1980s for an employee who went from a company employing fewer than 100 people to one employing 10,000 or more.

But more recently, that premium has shrunk to just 20%, Stanford University economist Nicholas Bloom and his co-authors found in an analysis of federal income data from the late 1970s through 2013. The study was presented Saturday at the annual meeting of the American Economic Association in Philadelphia.

“This large-firm pay premium that’s been around for over 100 years, in the last 30 or 40 years, it seems to have collapsed in the U.S.,” Prof. Bloom said.

It has essentially disappeared for lower-paid workers and those without college degrees, he said. The bottom 50% of workers by pay received almost no premium for working at large companies in 2013, while the premium remained steady for college graduates.

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Prof. Bloom has specialized in analyzing income data for individuals, anonymously, across time and as they change jobs, using a variety of federal population and employment data.

“Almost all of the drop is that large firms are paying the same types of people less,” Prof. Bloom said. “It’s not that they’re hiring worse employees, they just seem to be paying less of a bonus.”

The trend meshes with others, including the rising dominance of large firms and a rapid increase in pay among the top earners at large companies. At smaller firms, by contrast, pay for employees has tended to rise and fall together, Prof. Bloom’s research has found.

The premium is likely declining for a combination of reasons, Prof. Bloom said. Lower-paid jobs are increasingly outsourced at large companies, which makes it easier to push wages down for those still directly employed. In addition, low union membership—already pronounced in the private sector in the 1980s—likely has contributed modestly, he said.

Finally, activist shareholders and other factors have put pressure on managers to reduce operational costs, Prof. Bloom noted. “You could almost see it as an unpleasant side effect of capitalism, that it’s led to a shift of compensation from low-paid to high-paid,” Prof. Bloom said. “It’s what tends to maximize stock prices.”

Other research has chronicled how large companies in a variety of industries have shifted whole functions through outsourcing, contracting, franchising and other means, said David Weil, dean of the Heller School for Social Policy and Management at Brandeis University and a former Obama administration labor official.

“What Nick’s paper does is ramp that up into more economywide effects,” Prof. Weil said. “It’s been underrecognized.”

Write to Theo Francis at theo.francis@wsj.com

WSJ.com | January 10, 2018

Your #Career : What You Should Know Before Asking For A #Raise In 2018…Keep the Following Things in Mind in Order to Raise the Odds of Increasing your #Salary .

January 2, 2018/in First Sun Blog/by First Sun Team

In an ideal world, you’d get offered the salary you want right off the bat. But if you’ve been working or job hunting for a while, you probably know that very few people receive their perfect offer right out of the gate. Most of the time, you have to ask for what you want, make your case, and hope that the company you’re negotiating with has the bandwidth to give you what you’re looking for.

Whether you’re negotiating for more money or perks at your current company or trying to secure the right offer somewhere new, here’s the best advice we heard this year for getting what you deserve in 2018.

1. BE SURE YOUR PERFORMANCE MERITS A RAISE BEFORE YOU ASK FOR ONE

If you’re going to try to negotiate for a bump in your current salary, be sure you can show that it’s warranted. One of the biggest mistakes that can ruin a salary negotiation is not having proof that you’re indispensable to your organization. “The biggest mistake I’ve seen from employees over the years is asking for a raise when their performance is average or sub-par,” says Joanna Buickians, vice president of operations for JBA. “For example, I’ve had sales people asking for raises when they are in the red and not able to close–or worse, people who take frequent vacations, use all their sick days . . . who have a general sense of entitlement and an attitude of, ‘I deserve a raise because I’m just awesome.’ If these employees had shown they’re really worth their salt, by showing up to work on time and working as hard as they could, I would have given a them a raise.”

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2. TREAT IT AS A COLLABORATION, NOT A FIGHT

By approaching a negotiation as a way to work with with your hiring manager or HR department rather than against them, you’re more likely to be successful. “Never engage in negotiation as an ultimatum–an either/or–but rather as a collaborative process and a unique opportunity to create a compensation package that makes sense for both you and for them,” advises career coach Roy Cohen. “Establish priorities as to what is most important to you and what items you are willing to trade off.” Then, make your case and say that you’re looking forward to “working together” on this–one of the best phrases to use in a salary negotiation if you want to succeed. “Unless you know for sure that you are indispensable, and few of us ever are, successful negotiation should never become adversarial. That is a bad sign that the process has broken down or will,” Cohen continues.

3. DON’T FEEL LIKE YOU HAVE TO SHARE YOUR CURRENT SALARY

It’s super common for recruiters to ask what you’re making at the moment and what you’re looking for in terms of compensation in your next job. You do not have to answer this directly, and it’s actually one of the things you should never say during a salary negotiation, according to Josh Doody, author of Fearless Salary Negotiation. “I call this The Dreaded Salary Question, and it’s tricky because it usually comes up early in the interview process, and most candidates don’t think of it as part of a salary negotiation, even though it is,” he says. “Answering this question by disclosing numbers can make it very difficult to negotiate effectively later on, because it can box the candidate in. Once they disclose current or desired salary, the offers they get are very likely to be tied to those numbers. That can be very expensive if the company might have offered them a much higher salary than they disclosed.”

4. WAIT AS LONG AS YOU CAN BEFORE DISCUSSING SALARY

This one is especially true if you’re trying to score a great salary at your first job, but it’s applicable to all job seekers. In addition to avoiding naming a number that you’re looking for in terms of salary, “you also want to defer the salary conversation as long as possible, because the longer you can defer that discussion, the more time you have to impress them in your interviews and convince them that you should be paid at the higher end of the range they have budgeted for the role,” Doody says. By leaving the money talk until the end of the job application process, you’re more likely to nab a higher paycheck.

5. THINK BEYOND DOLLARS AND CENTS

It can be tempting to focus on the dollar amount you’ll be taking home each month or year, but if your prospective employer isn’t open to changing how much money they’re offering you, don’t forget about benefits negotiation, which can actually be one of the most important parts of figuring out your salary. Consider what might be worth bartering for, whether it’s extra vacation days, better medical or dental benefits, a gym membership reimbursement, or even commissions.

6. LET THEM KNOW YOU WANT TO ACCEPT THE JOB

In the final stages of negotiation, another helpful phrase is something along the lines of, “If you can do x, I’m ready to accept your offer.” This lets them know you want to accept the job, but you need a little something more first. “When you get to this phase of the negotiation, you want to make it clear to the recruiter or hiring manager that saying ‘Yes’ will end the negotiation so they’re more comfortable acquiescing,” Doody says. For example, you may want to say, “I understand you can’t come all the way up to $60,000. It would be great to add an additional week of paid vacation along with the $55,000 you suggested. If you can do that, I’m on board,” he suggests.

7. DON’T USE YOUR PERSONAL CIRCUMSTANCES AS A NEGOTIATION TOOL

While it might feel logical to explain your personal financial situation as your reasoning for needing to earn more money, experts say this can also ruin your salary negotiation. “One of my employees requested a meeting to negotiate their salary,” says Lori Bizzoco, cofounder of NV Media, Inc. “They came into the meeting and right off the bat started to discuss their personal financial situation at home: She was getting married and the wedding was costing more than she and her fiancé had anticipated. She used the wedding as a bargaining tool to ask for a raise. At the risk of sounding less compassionate than I really am, I must express the importance of leaving personal issues out of the conversation when asking for a raise. As much as I empathize with financial struggles, an employee can create a more compelling argument for a raise by providing evidence of his or her hard work.”

8. KNOW YOUR WORTH

One of the simplest and most effective tools you can use in a salary negotiation is information about what others in your position make. That’s why our Know Your Worth tool is so useful when you’re looking for a new job or trying to up your pay at an existing job. By inputting some basic a information about yourself and your job history, you can get a better understanding of your market worth. Armed with this knowledge, you can negotiate confidently.

9. USE YOUR NETWORK FOR RESEARCH

Another tool you can add to your research arsenal is your business contacts. Journalist Jillian Kramer did exactly that when recovering from a lowball salary offer at a magazine: “I spoke with contacts and coworkers until I found a connection between one of them and a former employee at the magazine. And after a quick introduction, that former employee was happy to dish on what he’d earned when he’d worked in the exact position I was going to fill.” With this in mind, Kramer was able to make a more informed counter offer to the hiring manager, and ended up with a salary that she was much happier with.

10. NEVER APOLOGIZE

According to Doody, “sorry” is another thing you should never say in a salary negotiation. Why? “Negotiating is uncomfortable, and our natural tendency is to try to smooth the edges on a difficult conversation. Saying sorry could signal to the recruiter or hiring manager that you might be willing to back down, and that could be expensive. Don’t apologize for negotiating.”

FastCompany.com | January 2, 2018 | BY JULIA MALACOFF—GLASSDOOR 7 MINUTE READ

#Leadership : The Top 5 Ways Work Changed In 2016…From Minimum Wage Hikes to Higher Health Care Costs, 2016 was a Year of Big Changes for the American Worker.

December 20, 2016/in First Sun Blog/by First Sun Team

It’s probably an understatement to call 2016 a year of turning points. The U.S. presidential election, culminating in Donald Trump’s upset win in November, thrust labor and employment issues into a more prominent place in the news cycle.

But it wasn’t just politics that fueled major shifts in the world of work. Here’s a look back at some of the most consequential ways the workplace has evolved over the past year, and where it might be heading next.

1. WORKERS GOT A PAY BUMP (SOME OF THEM, ANYWAY)

2016 was the year the “Fight for $15” movement scored its biggest victories yet. In April, New York and California both enacted legislation to progressively raise the minimum wage to $15 an hour over the next few years. That proposal gained prominent support on the campaign trail, notably by Bernie Sanders during the Democratic primary fight, and later by Hillary Clinton, who advocated for a $12 national minimum wage that would eventually climb to $15.

The issue’s prominence during the election likely helped boost support for the idea. A Huffington Post/YouGov survey earlier this year found just over half of Americans back a minimum-wage hike, and a Rasmussen poll found nearly three-quarters support raising it from the national rate of $7.25 an hour, even though some consider $15 too high a target. After years of little action on the issue, Arizona, Colorado, Maine, and Washington all passed ballot proposals in November to raise their state minimum wage.

Federal action on the issue may be unlikely in the near term (Trump’s pick for Labor Secretary, Andrew Pudzer, has been a vocal critic of efforts to raise the minimum wage). Still, the idea is gaining support among influential stakeholders in the business community, and the S&P published a report in September echoing the argument that a minimum wage hike would boost the economy.

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2. WORKPLACE GENDER ISSUES BURST INTO THE NATIONAL CONVERSATION (AGAIN)

Not since Anita Hill’s testimony in Justice Clarence Thomas’s 1991 confirmation hearings has sexual harassment gotten so much national airtime. Roger Ailes resigned as the head of Fox News in July after several women employees accused him of sexual misconduct. Then in October, a now-infamous 2005 Access Hollywood tape surfaced, revealing now–President-elect Donald Trump boasting about getting away with sexual assault.

While many found his remarks shocking, they largely corresponded with what journalists had already uncovered about Trump’s past behavior, particularly in the workplace—where a woman’s appearance and her career in one of Trump’s companies were often closely intertwined.

But this wasn’t the only story line on women in the workplace over the past year. Hillary Clinton’s historic nomination as the first woman chosen to represent a national party broke one glass ceiling shy of the presidency. Clinton’s failed candidacy succeeded in convening a national dialogue on women in leadership. It became something of a Rorschach test for Americans’ attitudes toward women bosses, their trustworthiness, competence, stamina, and more.

None of these issues were resolved on Election Day, and they won’t be settled on Inauguration Day, either; the morning after Trump is sworn into office, activists are planning a Women’s March on Washington to protest his presidency. And with millions of American workers still excluded from state or federal sexual harassment protections, get ready for this debate to continue.

3. MORE PEOPLE PICKED UP SIDE GIGS

Short on money, more U.S. workers are freelancing on the side. According to a new analysis by LinkedIn, younger professionals in particular are gravitating toward part-time freelancing.

“Men are doing more part-time freelancing than women, and millennials are doing so more than any other age group,” says LinkedIn’s Gyanda Sachdeva, in an exclusive review of the data for Fast Company in November. Some 20% of professionals who list freelance work on their LinkedIn accounts have full-time jobs as well. “That means full-time freelancing still dominates,” Sachdeva concluded, “but the side-gig model is quickly catching up.”

But while 2016 saw side-gigging accelerate, it wasn’t the year employees left their companies to go it alone in the workforce en masse. A survey by the Freelancers Union and Upwork found that while a whopping 81% of traditionally employed workers are interested in picking up freelance work, only 37% of those who already freelance on the side are thinking seriously about leaving their day jobs. What’s holding them back? In short, stability, a predictable income, and benefits.

Upwork CEO Stephane Kasriel has called for more federally funded research into the freelance workforce, which numbers up to 55 million people by his company’s last count. It remains to be seen whether government support will be forthcoming, but it’s clear in the meantime that cash-strapped workers are finding more ways to support themselves out of sheer necessity.

4. MORE WORKING PARENTS EARNED PAID LEAVE

Paid leave benefits continued to expand in 2016. Leading tech giants like Apple, Facebook, and IBM now boast much more extensive family leave offerings than other employers, but even the most ambitious expansions of those policies this year have tended to be most generous to birth mothers.

Lately, there have been some signs of a shift toward greater equality. Just last week, Ikea rolled out a new paid parental leave program covering both men and women who work full- and part-time for the company, Other generous policy changes at companies like AmEx extend leave benefits to adoptive and surrogate parents for longer than the traditional 12-week window.

To be sure, these expansions are occurring mostly (though not exclusively) in the rarefied heights of the tech sector. Currently, only an estimated 10–12% of U.S. workers get paid leave of any kind from their employers. But this was another issue that got ample airing during the election, where expanding paid leave was a major piece of Clinton’s platform. More recently, Ivanka Trump has embraced the issue as a policy change she claims she’ll be advocating for during her father’s administration.

That would put her on the right side of the trend lines, since according to a recent poll the overwhelming majority of Americans (82% of both Republican and Democratic voters) support some form of paid family and medical leave. Paid leave is also good for business, as companies that expanded their leave policies in recent years have seen boosts in both recruiting and employee retention.

5. EMPLOYEES PAID MORE FOR HEALTH CARE, BUT GAINED NEW BENEFITS

According to recent data, U.S. workers’ contributions to their employer health insurance plans are actually growing more slowly than in years past, but incomes aren’t keeping up fast enough for many employees to benefit. The average family paid more than $18,000 in health care premiums in 2016, according to the National Conference of State Legislatures.

Over the past year, some employers have been experimenting with ways to entice top talent with health perks while also adding programs to hold down employees’ medical expenses. Instacart, Visa, and Slack, for instance, all rolled out programs to subsidize certain forms of genetic testing. By arming them with foreknowledge about their risks of developing cancer, the thinking goes, employees can seek potentially life-saving treatments earlier and more cheaply.

Corporations are beefing up their wellness initiatives for many of the same reasons, a turn of events that Fitbit found itself the unlikely beneficiary of this year. IBM, Kimberly-Clark, BP America, and others have handed the wearable-maker’s devices to employees as part of health programs meant in part to tamp down insurance costs.

So with the Affordable Care Act’s future uncertain in Washington, it’s likely that more businesses may take a greater lead in helping employees live healthier in 2017.

There’s no telling how the year ahead will transform the workplace further, but if the changes that impacted employees over the past 12 months are any guide, at least one thing is certain: A lot can happen in a year.

FastCompany.com | RICH BELLIS | 12.20.16 5:00 AM

#Leadership : Why Everyone’s Salary Should Be Revealed…Transparency in Pay Provides Employees with Reassurance that They are Being Treated Fairly in Relation to Their Peers.

November 15, 2016/in First Sun Blog/by First Sun Team

That’s because employees at companies that didn’t practice transparency just assumed that their coworkers were making more money.

“It turns out that pay transparency—sharing salaries openly across a company—makes for a better workplace for both the employee and for the organization,” David Burkus, author of Under New Management: How Leading Organizations Are Upending Business as Usual, said in his TED Talkearlier this year. “When people don’t know how their pay compares to their peers’, they’re more likely to feel underpaid and maybe even discriminated against. Do you want to work at a place that tolerates the idea that you feel underpaid or discriminated against?”

Keeping salaries secret does exactly that. Since companies are often transparent about expenses like health care and travel that have skyrocketed over the past few years, “It makes sense to pivot from the old way of keeping pay grades under a veil of secrecy to a more transparent way by sharing the compensation information on all employees based on the different roles,” says Tim Tolan, CEO and managing partner of the executive search firm The Tolan Group.

In fact, being open about what you pay employees can have benefits that exceed the savings companies can have by negotiating with each individual employee.

IT BOOSTS EMPLOYEE SATISFACTION

“Transparency in pay provides employees with reassurance that they are being treated fairly in relation to their peers,” says Jeanne C. Meister, coauthor of The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees. “They may still leave, but pay may not be part of the equation.”

Transparency in pay provides employees with reassurance that they are being treated fairly in relation to their peers.

Workers who are paid less than the market rate for their jobs were more satisfied if their employer was transparent about their pay, according to PayScale. And if someone sat down and openly discussed the reason behind the compensation, their job satisfaction rose from 40% to 82%.

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IT INCREASES EMPLOYEE PRODUCTIVITY

In a study from Cornell University and Tel Aviv University, researchers found that keeping salaries secret is associated with decreased employee performance. In an experiment, students were paid a base salary for completing three rounds of a computer matching game. While participants played the game individually, they were assigned to a four-person work group. Half of the participants were informed about only their own performance and bonus pay, while the other half experienced pay transparency, being told what the other team members were being paid. The study found the group that had pay secrecy also had decreased performance in the task.

IT ENCOURAGES GROWTH AND RETENTION

Pay transparency provides an incentive for employees to climb the ladder, says Burkus. “The research shows that when people know how they’re being paid and how that compares to their peers, then they’re more likely to work to move up it,” he said in an interview with Harvard Business Review. “And even those high performers are more likely to work hard to stay high performers in order to demonstrate why they bring that much value to the organization.”

IT HELPS FIGHT GENDER BIAS

Transparency requires employers to justify their decisions, and makes it less likely that these decisions will be based on bias or discrimination, says Kate Mueting, a partner in the Washington, D.C., office of Sanford Heisler, LLP.

Transparency requires employers to justify their decisions.

“For example, D.C. has one of the lowest gender pay gaps in the country (11%), and this is largely attributable to the fact that the federal government has lock-step, transparent compensation,” she says.

Earlier this year, Fast Company reported that President Obama had announced a proposal aimed at closing the gender wage gap by requiring companies with 100 or more employees to report their staff’s pay broken down by race, gender, and ethnicity to the Equal Employment Opportunity Commission (EEOC). This information would be an update to the EEOC tool that currently collects wage data from businesses and isn’t scheduled to start until September 2017.

BUT THERE COULD BE DRAWBACKS

“In reality, salaries remain a sensitive topic,” says Lauren Griffin, senior vice president for Adecco Staffing. “Before openly speaking about your income with peers, it’s important to consider whether those conversations would offer any benefit.”

For example, sales environments commonly share performance rankings, which hint toward a person’s paycheck. “In that situation, openly discussing pay could encourage teams to share best practices and drive them to get better,” she says. “In addition, it could help retain less tenured employees who want to know what to expect as they move up within an organization.”

“Before openly speaking about your income with peers, it’s important to consider whether those conversations would offer any benefit.”

While there may be justifiable reasons why one employee commands a higher salary, such as increased responsibilities or experience, pay discussions can cause team members who don’t have access to the big picture to become disgruntled and feel undervalued, says Griffin.

“Once you open this door, you can’t close it,” she says. “Employees who perceive that their salary isn’t fair when compared to a peer’s can spread those frustrations to other colleagues and teams, ultimately leading to poor engagement, turnover, and decreased productivity.”

HOW TO SHARE THE NUMBERS

Potential drawbacks make the way that you share the information important. Choosing a method that fits your company culture can help. For example, Buffer puts all of its salaries on its website for anyone to see. SumAll shares numbers within the company, and Whole Foods employees can make an appointment to view the company’s “wage report.”

Other companies post pay rates for certain positions and let employees figure out individual salaries based on the hierarchy or their organizational chart. Some companies share their formula for calculating pay rates, while others provide the median salary for key roles and make this transparent both inside the company as well as on the company’s Glassdoor page.

“Some executives are concerned about the privacy issues,” says Tolan. “A way around sharing exact amounts would be to use salary bands and provide ranges for each role—and while you would still know which band a coworker is in, you probably would have to guess at their actual salary.”

Sunlight makes it impossible to hide things, said Berkus in the HBR interview. “And so in a transparent culture, regardless of how you do it, you tend to find people who have a higher sense of the organization being fair,” he says. “You tend to see increases in collaboration and all sorts of other positive effects.”

FastCompany.com | STEPHANIE VOZZA | 11.15.16 5:24 AM

#Leadership : Actually, Women Do Ask For Raises As Often As Men—They Just Don’t Get Them…A Recent Study Shows that Women Know What they’re Worth and Aren’t Afraid to Ask for It. It’s Their Employers that Don’t.

November 11, 2016/in First Sun Blog/by First Sun Team

Almost a decade ago, Carnegie Mellon professors Sarah Laschever and Linda Babcock found that men ask for raises and promotions four times more than women do. Their research has now been cited so often that it’s just about become popular wisdom.

But a new study by researchers at London’s Cass Business School, the University of Warwick, and the University of Wisconsin analyzed a random sample of just over 4,500 workers across 800 employers in Australia and found something surprising: Women aren’t afraid of asking for raises and promotions. Women ask as often as their male counterparts, but they get what they want less often—25% less often, in fact.

NEW RESEARCH, NEW REACTIONS

Using a detailed series of questions, the researchers tackled two stubborn yet widespread beliefs surrounding the gender pay gap. The first—that women aren’t as ambitious or pushy as men—was found to have no basis in the study (which focused on Australia, because it’s the only country that gathers data on employees’ raise requests). The second—that women are more afraid of upsetting their bosses or hurting their relationships with their employers—was also thrown out.

These findings shift the burden from professional women to the companies that employ them. These days, it appears that closing the pay gap may be less about changing the ways women have been raised to understand the value of their work and more about how their employers react to women’s improving negotiating skills.

Social and political climates may have something to do with that shift. Earlier this year, the World Economic Forum (WEF) issued its annual report on the gender gap, and it didn’t just fall into the void. Just last month, in Iceland, where women earn an average of 14% less than men, women left their desks at 2:38 p.m., leaving their workdays 14% unfinished—right at the point where that pay discrepancy kicked in.

Taking to the streets and leaving desktops unwatched might not catch on in the U.S., but the metaphor is instructive. The WEF report looked at 144 countries and measured the gaps not only in economic opportunities but also in access to education, health care, and political representation. The U.S. ranked 45th on the list. At the current rate, researchers believe, women worldwide are not going to see these gaps close completely in their lifetimes—it will take 170 years at the current rates of progress worldwide.

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But as one of the coauthors of the Cass School study points out, that research “potentially has an upside. Young women today are negotiating their pay and conditions more successfully than older females,” says Amanda Goodall, “and perhaps that will continue as they become more senior.” Women aren’t just negotiating more aggressively than in the past. They’re now more aware that they aren’t being rewarded equitably for doing so.

Knowledge is power, in other words, and it spreads almost exponentially over time. It’s findings like Goodall’s and her fellow researchers’ that don’t just document a problem but empower those who are hurt by it to demand change in the right places.

WHAT WORKING WOMEN CAN DO STARTING NOW

With that in mind, there are a few steps women can take right away to begin pressing to earn what they’re worth.

Know your own value. Do the research and honestly assess your talents, skills, and experiences—because your boss won’t do this for you. Get the data on pay for the same or comparable jobs in your community, so you have objective (or at least less subjective) information with which to build a case for yourself.

I was so proud when a former intern of mine was offered a position at a major tech company and asked me what to do before accepting. She’d done her research, and the firm’s salary offer was toward the top for comparable positions. Still, she said, “I know I should negotiate something.” She was right; I advised her to think about non-salary compensation that she’d value, and she ended up getting her new employer to pay for her move.

Whatever the next four years turn out to look like, it’s clear that the social tide is turning. Younger women are asking for their due when their older colleagues didn’t.

Be your own advocate. Investigate the culture of your company, how decisions are made, and what’s valued most (and least). It’s one thing to do the “hard” research—salary benchmarks and so on—and another to get a “softer,” qualitative feel for an employer’s mind-set around compensation. This holds true as much for a company you’re considering working for as one you already do work for.

Go on Glassbreakers to get or become a mentor, and LinkedIn to connect with others in your field. Read reviews on Fairygodboss. Talk to trusted coworkers. Reach out to past employees who’ve since moved on, and ask their experiences. Then use your research to help you speak up—not just about your salary offer or about that promotion coming up, but about ways in which women’s leadership can add value to their bottom line.

Outside of work, too, it’s important for professional women to understand policymakers’ priorities; change happens in both big and incremental ways. The keys to more opportunities and important social shifts can often be found in the details of all kinds of bills, from the municipal to the federal level.

Face the chaos with courage. When I left my first CEO position, a member of the board asked me what I thought was one of most important qualifications for the job. Courage was the answer that came out of my mouth before I had a chance to think. I still believe that courage is what it takes to act in the midst of chaos and against long odds that you shouldn’t have to surmount but are forced to. It takes courage, too, to own the responsibility for fixing something, even if you don’t have total authority to—and to make decisions even when you can’t guarantee the outcomes.

It’s possible to see the latest research as different fragments of the same picture. Women have changed—even in the past decade—but the world at large has not, and 170 years is too long to wait for parity. The U.S. has just fallen short of electing its first female president, but it’s worth remembering that Hillary Clinton won the popular vote. That means that a majority of American voters still wanted a woman to represent them, and that desire doesn’t vanish.

Whatever the next four years turn out to look like, it’s clear that the social tide is turning. Younger women are asking for their due when their older colleagues didn’t dare to (often as a result of wholly valid fears). It’s heartening to know that the data confirms what many of us have long hoped: Finally, women know their worth. Now it’s time for everyone else to catch up. Don’t worry—we’ll show you the way.

FastCompany.com | GLORIA FELDT | 11.10.16 5:00 AM

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Your #Career : How to Tell If you’re Underpaid…Employers Generally Hold Comparative Salary Information Close to the Vest, and Unless you can Tease Exact Dollar Figures out of a Colleague to See If your Pay is in the Same Ballpark, you May Be Left Wondering if you’re Earning a Fair Wage for your Title and Field.

October 12, 2016/in First Sun Blog/by First Sun Team

It’s notoriously difficult to find out how much other people make for doing the same job as you. Employers generally hold comparative salary information close to the vest, and unless you can tease exact dollar figures out of a colleague to see if your pay is in the same ballpark, you may be left wondering if you’re earning a fair wage for your title and field.

A recent Glassdoor survey found that close to 40% of employees think they aren’t paid what they’re worth, with more women than men feeling this way. But believing you’re underpaid and knowing it are two different things. Here are some convincing signs that suggest you’re not making enough.

Your numbers are below industry norms

While it can be challenging to determine whether you make less than a co-worker in your company due to lack of pay transparency, you can find out average salaries of others who share your title in the industry at large. Several career websites offer salary benchmarking, includingSalary.com, PayScale.com, Glassdoor.com and Indeed.com. These online sites offer resources (many of them free) to help employees research how much they’re worth using tools such as national and regional compensation reports and salary profile databases that are searchable by title, experience level, geographic location and company. Check out the salary bands for your position on several of these different career sites, average the salaries from all of the sources and see if yours ranks near these numbers or falls below the threshold.

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Your salary progression has stalled

If you came on board in your entry-level job at a salary you knew was low (after all, you were a newbie) but haven’t moved up the pay scale much since then, it’s likely you haven’t caught up enough. Once you accept a position that’s below market rate, it can be difficult to prove to subsequent employers what you’re really worth and make up the difference, since hiring managers often base starting salaries on the amount you made previously. Minute raises year over year (in the range of 1 to 3 percent) mean that even those who started at the same level as you may be raking in more by now if they’ve received more substantive annual raises. Think about this point in relation to how much your level of responsibility has changed as well. If you were promoted by being given more tasks or a higher title but your boss has made no mention of a raise, chances are you’re being underpaid for what you’re doing now.

You’ve never asked for more money

Salary negotiation is an important part of making what you’re worth. While many employees balk at the idea of broaching the topic of getting paid more, research has shown that asking for a salary bump often results in receiving one. A 2015 study by PayScale found that 75% of those who requested more money got it. Yet many people never work up the nerve to ask — particularly womenand millennials. This fear of salary negotiation can have very expensive consequences over the lifetime of your career, resulting in potentially hundreds of thousands of dollars in lost income.

Being underpaid can be discouraging, but it doesn’t have to be inevitable. If you find out you’re making too little money, be willing to step up to the table and start negotiating — or start seeking a new employer who will pay you as much as you deserve.

Businessinsider.com | October 12, 2016 | Robin Madell, U.S. News & World Report

Your #Career : A Former FBI Hostage Negotiator Says there’s One Question you Should Ask When you Can’t Get the Salary you Want…When it Comes to a Salary Negotiation Or Any Negotiation, for that Matter, it’s Best to Take a Step Back and Think About What you’re Really Trying to Accomplish. In this Case, it’s Building your Career.

May 20, 2016/in First Sun Blog/by First Sun Team

You probably know from personal experience that companies aren’t always able to offer you the salary you want. At some point, the hiring manager may tell you that, yes, you’d be a valuable asset, but they just can’t go any higher.

Assuming you really want the job, it’s tempting to accept their answer and leave feeling like a pushover.

Don’t.

There’s a more important question you should be asking than how much they can pay you — a question that can help ensure your success and happiness in your new role:

“How can I be guaranteed to be involved in projects that are critical to the future of the company?“

That’s according to Chris Voss, a former FBI hostage negotiator and author of the new book, “Never Split the Difference,” in which he applies insights from years of working with criminals and terrorists to everyday life.

Chris Voss headshot credit Clinton Brandhagen

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When it comes to a salary negotiation — or any negotiation, for that matter — Voss suggested that it’s best to take a step back and think about what you’re really trying to accomplish. In this case, it’s building your career.

Clinton Brandhagen Chris Voss.

Asking about your role at the company — what Voss calls a “side term” of the negotiation — gives you an opportunity to do just that. Here’s what he told us:

What happens is if you’re involved in strategic projects as a part of your job, now you’re suddenly in a room with the CEO on a regular basis — and the top management of the company.

And they get to see you a lot more often and they come to look at you as a reliable and a go-to person, which then plants your seeds for your success. Salary pays your bills but terms build your future.

This question has the added benefit of making you look like a team player right off the bat. Here’s Voss again:

As soon as you tell somebody you want to work on something that’s critical to the strategic future of the company, you’re telling them in a very subtle way you want to work to make their life better. And even if the answer’s “no,” they still like that that’s your approach.

In other words, by asking to be involved in big company projects, you stand out among a sea of people demanding more for themselves. Plus, you position yourself for success by showing that you’re motivated by the organization’s mission — that you’re ready and eager to take on the most important work they’ve got.

Businessinsider.com | May 20, 2016 | Shana Lebowitz

#Strategy : 13 Science-Backed Tactics for Winning any Negotiation…Whether it’s your Salary or your Cable Bill, a Lot of Life is Up for Negotiation.

February 19, 2016/in First Sun Blog/by First Sun Team

Fortunately for you, there are plenty of psychological tricks that can help you get what you want — especially when you start out as the person with less power.

Here, we rounded up some of the most practical and creative science-backed negotiating strategies.

Know your context.

Is the negotiation one-shot or long-term?

In “The Mind and the Heart of the Negotiator,” Kellogg management professor Leigh Thompson notes that the interaction between a customer and the waitstaff at a highway roadside diner is one of the few one-shot negotiations that happen in life — there’s little chance that patron or staff will see each other again.

But every other negotiation is long-term, with employment negotiations as a primary example. If it’s long-term, you need to manage not only monetary value, but the impression you’re making.

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Make the first offer.

It makes use of the anchoring effect.

If you start high, the hiring manager may adjust the figure down slightly. But that’s typically a stronger position than starting low and trying to negotiate up.

“Whoever makes the first offer essentially drops an anchor on the table,” Thompson tells Business Insider. “I might say that your opening offer is ridiculous, but nevertheless, unconsciously, I’ve been anchored.”

Make an aggressive offer.

Columbia University negotiation scholar Adam Galinsky says that people are overly cautious when making first offers.

On HBS Working Knowledge, Galinsky likens negotiating a salary to selling a house:

Take the perspective of the seller: more extreme first offers lead to higher final settlements…

High-anchor offers lead buyers to focus on a negotiated item’s positive attributes. In addition, an aggressive first offer allows you to offer concessions and still reach an agreement that’s much better than your alternatives.

In contrast, a nonaggressive first offer leaves you with two unappealing options: Make small concessions or stand by your demands.

Before you go in, know the lowest amount you’d accept.

Scholars call it the “reservation value,” or the lowest amount you’ll take.

“We always hope to do better than our reservation values,” writes negotiation expert Chad Ellis, “but it’s important to know what yours is, both to avoid accepting a deal you shouldn’t have and as a reference point for how much a current deal is worth to you.”

Having a firm grasp of your reservation value is important from a psychological perspective: If you anchor it into your mind,you’ll be less anchored by the other person’s offer.

Mirror the other person’s behavior.

When people are getting along, they mimic one another — mirroring each other’s accents, speech patterns, facial expressions, and body language.

A Stanford-Northwestern-INSEAD studyfound that people who were coached to mimic their negotiation partners behavior not only negotiated a better deal, but expanded the pie for both people.

“Negotiators who mimicked the mannerisms of their opponents both secured better individual outcomes, and their dyads as a whole also performed better when mimicking occurred compared to when it did not,” the authors wrote.

Offer a range slightly above what you hope to get.

Research indicates that people respond best when given a “bolstering range offer,” where you state the number that you’re looking for — and a range above it. If you’re trying to get to a $100,000 salary, ask for a salary range of $100,000 to $120,000.

Offering a range strikes people as more reasonable than standing firm on a single number, so you’re less likely to get hit with an extreme counteroffer.

Tell them something about yourself.

In a 2002 experiment cited by Wharton professor Adam Grant, Northwestern and Stanford students were asked to negotiate over email.

Some went straight to business, exchanging only names and email addresses.

Others went off-topic, “schmoozing” about hometowns and hobbies.

The schmoozers reached an agreement 59% of the time, while the business-only made it 40% of the time.

Keep all your options on the table.

Grant also notes the work of researcher Neil Rackham, who found that skilled negotiators don’t “sequence” the topics within a negotiation — they keep everything on the table.

So instead of saying, “Let’s resolve the salary first, and then we’ll move on to the other issues,” you resolve the components of the agreement all together — location, vacation time, or signing bonus.

“By keeping all of the issues on the table, you have the flexibility to propose trading location and bonus for a bump in salary,” Grant writes.

Use a precise figure rather than a round number.

You’ll probably sound like you know what you’re talking about.

That’s according to recent research, which found that dealmakers who present more precise offers (like $1.01 million) in mergers and acquisitions see more favorable outcomes than those who present round-number offers (like $1 million).

Specifically, those who make precise offers are more likely to win the negotiation, to have their initial offer accepted, and to see higher announcement returns.

Elicit your partner’s sympathy.

When you’re the less powerful party in a negotiation, it can help to make the other person feel slightly bad for you.

That’s according to a recent study co-authored by researchers at the University of California-Berkeley’s Haas School of Business and New York University. During mock negotiations around salary and benefits, some participants were told to reveal they had student loans and an ill parent and others were told it was best to stick to rational arguments.

Results showed that students in the first group, who gained their partner’s sympathy, were more likely to get what they wanted. In fact, both parties walked away with a better deal in these situations.

Emphasize what you’re giving the other person.

And don’t focus on what the other person is losing.

A study conducted by researchers at Leuphana University and Saarland University in Germany explored this in a range of negotiations, including buying and selling used appliances.

In one experiment, participants were divided into buyers and sellers and asked to rate their partner’s proposal. In some cases, they received offers (e.g. “The seller offers the refrigerator for a price of €160,” or, “The buyer offers a price of €160 for the refrigerator”). In other cases, they received requests (e.g. “The seller requests a price of €160 for the refrigerator,” or, “The buyer requests the refrigerator for a price of €160″).

Results showed that both buyers and sellers were more likely to concede when the other person focused on what they were going to gain from the negotiation (offers), in contrast to what they were going to lose (requests).

Act in unpredictable ways.

One study found that expressing inconsistent emotions throughout a negotiation can yield more favorable outcomes than staying emotionally stable.

In one experiment featured in the study, students role-played face-to-face negotiations for a new business venture. Half the students were told to express either consistent anger or inconsistent emotions. Those told to express anger said things like, “You’re beginning to get on my nerves,” while those told to express inconsistent emotions also said things like, “I’m very happy we’re negotiating together.”

Results showed that students who expressed inconsistent emotions claimed greater value in the negotiations. And other experiments in which students alternated between anger and disappointment yielded similar findings.

The reason is likely because the partners of those expressing inconsistent emotions felt less control over the situation.

Interact through a virtual medium.

According to research from Imperial College London, presented at the Annual Conference of the British Psychological Society, face-to-face interactions tend to favor the more powerful person in the negotiation.

In one part of the study, 74 people participated in two-sided negotiations in which one party was more powerful than the other; in another part of the study, 63 people participated in three-sided talks where the levels of hierarchy varied. These talks either took place in person or in a 3D virtual simulation.

Results showed that the less powerful people performed better in the virtual settings. So you may want to consider petitioning your boss for a higher salary or a flexible schedule over email.

Businessinsider.com | February 18, 2016 | Drake Baer and Shana Lebowitz

Your #Career : People with these College Majors Get the Biggest Pay Raises…Here are the 20 College Majors with the Greatest Increases in Wage between Early- & Mid-Career.

January 6, 2016/in First Sun Blog/by First Sun Team

In some jobs, you have to wait until you’ve got some experience under your belt before you begin to see a substantial payday — but when it comes, you’ll be thankful you paid your dues.

7. Actuarial mathematics

PayScale recently looked at salary data from this year’s College Salary Report and analyzed the difference between starting (less than five years of experience) and mid-career (10 or more years of experience) pay by college major.

While salary-growth potential shouldn’t necessarily encourage students to pursue a particular major, it’s an important consideration to make when thinking about the future.

Here are the 20 college majors with the greatest increases in wage between early- and mid-career.

20. Physics

Common jobs: Research physicist, electrical engineer, professor

Starting median pay: $55,500

Mid-career median pay: $106,000

Increase in pay: $50,500 / 91%

19. Advertising

Common jobs: Advertising account supervisor, media manager

Starting median pay: $41,300

Mid-career median pay: $78,900

Increase in pay: $37,600 / 91%

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18. Biology and chemistry

Common jobs: Biologist, chemist, professor

Starting median pay: $41,100

Mid-career median pay: $79,600

Increase in pay: $38,500 / 94%

17. Advertising and marketing communications

Common jobs: Advertising manager, brand manager, copywriter

Starting median pay: $41,500

Mid-career median pay: $80,400

Increase in pay: $38,900 / 94%

16. Biochemistry

Common jobs: Research scientist, research associate

Starting median pay: $43,400

Mid-career median pay: $84,500

Increase in pay: $41,100 / 95%

15. Marketing and communications

Common jobs: Market research analyst, public relations specialist

Starting median pay: $42,000

Mid-career median pay: $82,000

Increase in pay: $40,000 / 95%

14. Biological sciences

Common jobs: Agricultural and food scientist, biomedical engineer, forensic scientist

Starting median pay: $41,400

Mid-career median pay: $81,500

Increase in pay: $40,100 / 97%

13. Meteorology

Common jobs: Meteorologist

Starting median pay: $45,300

Mid-career median pay: $89,500

Increase in pay: $44,200 / 98%

12. Theatre and drama studies

Common jobs: Arts administrator, drama therapist, theatre director

Starting median pay: $37,800

Mid-career median pay: $75,000

Increase in pay: $37,200 / 98%

11. Physics and mathematics

Common jobs: Physicist, data scientist

Starting median pay: $50,900

Mid-career median pay: $101,000

Increase in pay: $50,100 / 98%

10. Cognitive science

Common jobs: Computer programmer, Human resources specialist, Health science administrator

Starting median pay: $51,400

Mid-career median pay: $102,000

Increase in pay: $50,600 / 98%

9. Philosophy

Common jobs: Attorney, minister, journalist

Starting median pay: $42,200

Mid-career median pay: $85,000

Increase in pay: $42,800 / 101%

8. Writing

Common jobs: Technical writer, production assistant, editor

Starting median pay: $37,700

Mid-career median pay: $76,100

Increase in pay: $38,400 / 102%

7. Actuarial mathematics

Common jobs: Actuary, actuarial analyst

Starting median pay: $58,800

Mid-career median pay: $119,000

Increase in pay: $60,200 / 102%

6. Aviation management

Common jobs: Aviation/aerospace program manager, corporate jet aircraft pilot

Starting median pay: $44,900

Mid-career median pay: $91,300

Increase in pay: $46,400 / 103%

5. Molecular biology

Common jobs: Biologist, research scientist, research associate

Starting median pay: $43,000

Mid-career median pay: $88,200

Increase in pay: $45,200 / 105%

4. Government and politics

Common jobs: Campaign worker, congressional aide, attorney

Starting median pay: $42,600

Mid-career median pay: $88,200

Increase in pay: $45,600 / 107%

3. Biochemistry and molecular biology

Common jobs: Molecular biologist, research scientist, research associate

Starting median pay: $44,100

Mid-career median pay: $91,400

Increase in pay: $47,300 / 107%

2. International and comparative politics

Common jobs: Campaign worker, attorney, activist

Starting median pay: $40,300

Mid-career median pay: $85,600

Increase in pay: $45,300 / 112%

1. Government

Common jobs: Campaign worker, lobbyist, political consultant

Starting median pay: $46,900

Mid-career median pay: $102,000

Increase in pay: $55,100 / 118%

Find out how your salary stacks up on PayScale.

Businessinsider.com | January 6, 2015 | Rachel Gillett and Jacquelyn Smith

Your #Career : 15 Surprising #Negotiating Tricks to Boost your #Salary ..In Face-to-Face Negotiations, a Study Out of Imperial College London Research Finds That the More Powerful Person Will Usually Win Out.

July 20, 2015/in First Sun Blog/by First Sun Team

Whether you’re Asking for a Raise or Negotiating your Salary at a New Job, One Thing Stays Consistent: It’s Nerve-racking. But it’s also necessary. An analysis by Salary.com suggests that not negotiating could potentially cost you more than a million dollars over the course of your career. Not that knowing that makes it any easier.

Screen Shot 2015 07 17 at 2.50.11 PM

You can do better.

We combed through research to collect some of the simplest — and most surprising — strategies that help lead you to what you want.

Max Nisen contributed to an earlier version of this article.

Always use precise numbers in offers and counter-offers.

REUTERS/Vasily Fedosenko

Throwing out your target salary as $103,500 seems a little bit silly — doesn’t $100,000 tell pretty much the same story? — but research from Columbia Business School suggests that using precise numbers makes a more powerful anchor in negotiations.

According to Malia Mason, the author of the study, kicking off a negotiation with exact-sounding numbers leads the other party to think that you’ve done research to arrive at those particular digits — and that, in turn, makes them think you’re likely correct.

But…

…It’s better to suggest a salary range rather than a single number.

statigr.am/laurenvrussie

Using precise numbers doesn’t mean using single precise numbers. In a separate study, Mason and her Columbia Business School colleague Daniel Ames found that presenting a salary range — including and above your desired target — is the best way to get results.

In the past, organizational psychologists thought a range would work against you — wouldn’t people just fixate on the lower number? — but Ames and Mason found that’s not the case.

Presenting a range works for two reasons, they say: It gives your boss information about what you’re actually asking for, and it makes you seem polite and reasonable — which means you’re less likely to get hit with a hard-line counteroffer.

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Open with something personal, and your negotiating partner will respond in kind.

China Photos/Getty Images

In an experiment where Kellogg and Stanford students negotiated by email, those who shared unrelated personal details over the course of the negotiation — hobbies, hometowns, etc. — ended up getting significantly better results than those who kept things to name, email, and the dry monetary details.

Opening up a bit sends a signal that you’re trustworthy, according to Wharton professor Adam Grant in a LinkedIn post, and makes it more likely that they’ll reciprocate.

Think of the negotiation as a competition.

Daniel Goodman / Business Insider

In most salary negotiations, you’re going after something that the other party doesn’t particularly want to give you. That makes it a competition, and viewing it such leads to better results, according to research from George Mason Professor Michelle Marks and Temple Professor Crystal Harold.

The team looked at five different negotiation strategies: accommodating, avoiding, collaborating, competing, and compromising. And — spoiler alert — compromising was not the best strategy.

Instead, Marks and Harold found that people who use competitive or collaborative strategies — employing “open discussion of issues and perspectives” — ended up with higher salaries than those who were “accommodating” or “compromising.”

Women might consider employing their ‘feminine charms’ — very, very strategically.

Flickr/BigAl

According to a study from Berkeley professor Laura Kray, using “feminine charm” — a balance of friendly and flirtatious behavior — can substantially increase gains from a negotiation. It’s a “strategic behavior aimed at making the person you are negotiating with feel good in order to get them to agree to your goals,” she told The Independent.

It’s an adaptive strategy that helps our general cultural discomfort with aggressive women. But — as there always is — there’s a caveat: a little bit of feminine charm can work for you, but if you’re seen as too overtly flirtatious, you’re less likely to be trusted by your coworkers, the study suggested.

Don’t go face to face until you have to.

Alan Cleaver via Flickr

Generally, if you’re the one asking for a higher salary, you are not the one in the position of power — the person who is hiring you or determining your raise is in control. They have to agree to the number in the end, and they usually have more power over your career and work environment at the organization.

In face-to-face negotiations, a study out of Imperial College London research finds that the more powerful person will usually win out. People think differently when they’re apart, and power hierarchies matter less from a distance. If you’re negotiating with your boss, you have a better chance when negotiations are conducted by email.

If you’re meeting in person, make steady eye contact.

Business Insider

Not every negotiator resorts to deception. But it’s often in their interest to hide how excited they about a candidate — and how willing they might actually be to bump up their offer.

According to a study from the National Institutes of Health (NIH), one of the most effective ways to keep people honest is to make steady eye contact.

Put any concerns you have on the table all at once.

Julia La Roche for Business Insider

When getting an offer, many people want to seem happy, and avoid looking too needy or disappointed. They might bring up a concern or two, but gloss over other issues that — inevitably — end up coming up later.

That drives hiring managers crazy, according to Harvard professor Deepak Malhotra. The best strategy is to reveal all of your concerns at once, and note which ones are most important, so you can work through them together.

Make the first offer.

Conventional wisdom is that you should wait for the other party to make the initial offer in order to get more information to act on. The problem with that thinking, though, says Wharton professor Adam Grant in a LinkedIn post, is that it’s wrong.

In reality, it’s much better to make the first offer because you get to set the “anchor,” the figure that affects the trajectory of the negotiation. People who make very high first offers end up with a much better result.

The first offer pulls the other person in its direction, and it’s difficult to adjust the other way.

Get them to talk about themselves.

Flickr/DellInc

While you clearly want to make an assertive case for your position, it might be wiser to open negotiations with a little chit-chat — especially if you can get your negotiating partner to talk about themselves.

According to Harvard neuroscientist Diana Tamir, the author of a recent study on the neurological effects of talking about yourself, it can trigger the same sensations of pleasure as food or money.

But…

…Chatting works better if you’re a man.

bimurch/Flickr

Unfortunately for female negotiators, another study — this one by led by researcher Brooke Ann Shaughnessy, of Technische U. München, in Germany — opening with small talk only works if you’re a man.

The researchers found that chatting before diving in leads men to get “more favorable final offers.” But the study found that small talk didn’t do anything for women (though it also didn’t do any harm, and it’s possible that women could also get results if they were really, really, really good small talkers, the researchers say).

That’s likely because of long-standing gender stereotypes: Going into a negotiation, men are traditionally seen as aggressive, and friendly small talk can be disarming — and get you what you want.

Rank your priorities, and share them.

flickr/jkbrooks85

“In a job offer negotiation, for example, you might say that salary is most important to you, followed by location, and then vacation time and signing bonus,” Wharton Professor Adam Grant writes in a LinkedIn post. “Research shows that rank-ordering is a powerful way to help your counterparts understand your interests without giving away too much information.”

Then follow up by asking them for their priorities, and look for mutually beneficial trade offs on the most important issues.

Which brings us to…

Strike a ‘power pose’ before you get started.

flickr/poptech

According to research from Harvard Business School Professor Amy Cuddy, adopting a “power pose” with legs widely spaced and hands on hips (channel Wonder Woman) can actually alter body chemistry, making you feel measurably more powerful and willing to take (and stick to) risks.

It boosts testosterone, which increases confidence, and it also reduces the stress hormone cortisol. Just what you need before a negotiation.

Be a little unpredictable.

Scott Olson/Getty Images

The default for negotiations is a relatively level and less emotional approach, an attempt to be as rational as possible. But injecting some passion and unpredictability can create an advantage.

A study from Columbia Business School professor Adam Galinsky found that emotional inconsistency from negotiators leads to greater concessions from the other party because they feel less in control of the situation.

Expressing anger, alternating between anger and happiness, and alternating between anger and disappointment all yielded bigger concessions.

Consider tears (but tread carefully!).

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Going into a high-pressure negotiating situation, it makes sense to try to stay on an even keel: you’re controlled, you’re balanced, you’re in charge of your emotions.

But a recent study from ESSEC, the University of Michigan, the University of Paris, and EMLYON, found that in certain situations, expressing sadness — and even tears — can apparently make you more likely to get what you want from the negotiation.

If your negotiating partner sees you as “low power,” if they anticipate continued interactions with you, and if they see your relationship as collaborative, then it’s possible that what Science Alert calls a “warranted display of pathos” could — maybe — get you what you your raise.

But even if it’s true, it’s very very very risky (do you really want to be seen as low power forever?). In the long run, it seems likely you’d be better off with a power pose, a well-chosen salary range, and a competitive spirit.

Businessinsider.com | July 20, 2015 | Rachel Sugar

http://www.businessinsider.com/how-to-negotiate-a-higher-salary?op=1#ixzz3gSheVcoY