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Your #Career : #SalaryNegotiation -This is What No One Tells you About Conducting #SalaryResearch …Figuring out How Much you Should Ask for When Starting a Job or Getting a Raise Takes a Little Bit of Savvy Work.

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Every article on salary negotiations has the same piece of advice: Do your research before naming any figures.

But what exactly does this entail beyond going on websites like Glassdoor and Payscale? How do you find out whether a salary is “fair” when your coworkers won’t talk about how much they make, or you’re a new grad with no connections to people in the industry? Fast Company spoke to two salary negotiation experts to find out just what salary research involves.

1. START AS EARLY AS POSSIBLE

Ideally, you should start your salary research before applying for a job. For example, “if you’re an IP lawyer, you need to know what you’re making five years out of law school,” business adviser and leadership consultant Carol Sankar tells Fast Company. Cynthia Pong, former public defender turned career coach, agreed. “A lot of it [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][comes down] to the planning. Ideally, it’s good to start this conversation before you put the application out.”

Related: Exactly what to say in these four common salary conversations

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2. USE LINKEDIN TO YOUR ADVANTAGE

While looking up figures on Glassdoor and Payscale can be a good start, you can’t just stop there. Pong recommends starting with family members and friends who might know someone in your industry, “however you can get your way in,” she said. “I think it’s great to use search tools like LinkedIn, you know you can message people on LinkedIn pretty easily and it’s not terribly intrusive.” A lot of people won’t reply, but if you send enough messages, some inevitably will, Pong said.

Sankar agreed, saying that it’s a “beautiful resource” to have organic conversations with someone who sits “at the table you want to sit at.” When you approach them, make sure to frame it as a conversation and a strong interest in learning about a particular field. “It’s okay to ask, I’m planning to look for a job in this area. I don’t know what the landscape is like . . . do you know what the general landscape is like for someone with similar experience to mine?” Pong said.

Sankar said that once you do have a ballpark figure, you can go into the negotiation armed with facts and figures rather than assumptions. Say you learned that the standard salary in your industry, at your level, is $80,000, and the company offers you $60,000. When you go negotiate for a higher offer you can say something along the lines of, “According to my recent research and the conversations I’ve had with others in similar roles in this city, this is the market salary.”

Related: How to negotiate your salary when you have no obvious leverage

3. FIND OUT IF THERE IS AN EMPLOYEE RESOURCE GROUP IN YOUR OFFICE, AND IF THERE ISN’T, THINK ABOUT STARTING ONE

Perhaps you took a job without negotiating your salary, and after you’ve been in your job for a year, you have a suspicion that you might be underpaid, at least in your company. You’re thinking about speaking to your coworkers about it. In this situation, “It’s best not do it during your lunch hour,” Sankar emphasized. She recommends going to HR and seeing if your company has an employee resource group that provides tools that helps workers negotiate their salaries, and if the answer is a no, think about starting one yourself. Chances are, there are many others in the company who would benefit from having access to the information you’re seeking.

4. FIGURE OUT WHO YOUR ALLIES ARE IN THE OFFICE

If, for whatever reason, starting an employee resource group is not an option, take the time to figure out who your allies are in the office. “This is where somebody who has built relationships in the organization [will] do better,” Pong said. If you are going to take this approach, Sankar also suggested approaching more than just one coworker. Not only will you get more data and information, but talking to just one coworker might raise suspicion, Sankar said.

5. ONCE YOU HAVE ALL THE INFORMATION, IDENTIFY YOUR UNIQUE VALUE PROPOSITION AND SELL THAT TO YOUR BOSS OR THE HIRING MANAGER

Sometimes, discussing market value isn’t enough. Employers want to see a reason to justify the increase in salary. This is where your unique value proposition comes in, Sankar said. Everyone has it, “but at the negotiation table, very few people bring up what’s unique about them.” As a result, they’re missing out on the “differentiating factor” that can bump their salary. Using herself as an example, Sankar said that when she pitches herself as a speaker, she highlights the fact that she is a writer as well as an orator. “I have to be able to create value around what I’m doing that no one else in my industry [has].”

Pong also recommends using examples outside of work if you’re early in your career, whether it be internships, volunteer work, or even similar responsibilities in your personal life. You need to always tie it back to “the benefit of the organization hiring you, and what you will be able to do for them,” she says.

If you’re seeking a raise, make sure you have a running list of accomplishments before initiating a conversation. Ideally, Pong said, you should have planted that seed during the interview process by making sure you know what success is required in that role, and what metrics you need to meet. That way, when you approach your boss for a raise or a promotion, you can quantify your achievements, and show that an increase in salary will not benefit only you, but the company.

 

 

 

FastCompany.com | June 18, 2018 | BY ANISA PURBASARI HORTON 4 MINUTE READ

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#CareerAdvice : #SalaryNegotiations – Negotiating Over Email? Here’s Exactly What to Write to Get Top Dollar…”It’s Best to Keep your #SalaryNegotiation Emails Polite, Professional, and Direct.”

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First, congratulations. You’ve received an offer! Now, the more difficult news: the job search process isn’t quite over yet. It’s time to think over the offer, compare it with your other options, and most importantly: negotiate. 

If you’ve just received a job offer, especially if it was over email, crafting a quick message is a way to strike while the iron is hot for a salary negotiation. To get the inside scoop on getting top dollar through an email negotiation, we reached out to Lewis C. Lin, CEO of Impact Interview, an executive coaching practice that provides interview coaching for job seekers.

As a general matter, Lin advises “it’s best to keep your salary negotiation emails polite, professional, and direct. You want to demonstrate that you are thoughtful and organized, and you want to respect your supervisor’s time.” He also recommends striking a tone of thankfulness for the opportunity you’ve been given, and avoiding taking a pushy or entitled tone. 

“It’s best to keep your salary negotiation emails, polite, professional, and direct,” Lin says. 

As to the specifics – here’s exactly how to respond to the offer you’ve received: 

Step 1: Thank the employer for the offer

The hiring manager needs to know that you’re genuinely excited and grateful to take this offer. The language most appropriate to use in this part email is phrases about working together. You are excited about working together at this company. You are also looking forward to working together to find a salary and benefits package that is suitable for both of you. You can even restate the offer in the terms they put it, using a sentence like “I am very grateful for your offer of [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][salary], but…” 

How to Negotiate Your Salary (eBook)

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Step 2: State your counter-offer

The number you state in the email is the jumping off point for negotiations, and not necessarily the number you expect will ultimately be offered to you. For this part of the email, Lin recommends striking a tone that is “respectful, polite, and professional,” adding that “it’s also important to remember that the majority of employers expect that job applications will negotiate starting salary.” Lin advises using the following phrases to help keep that respectful and professional tone while getting your point across, as well as some to avoid: 

Effective Phrases

  • “Is there any wiggle room?”
  • “If it’s not too sensitive, do you mind if I ask you what the salary range is for this role?”
  • “Can we discuss the other components of the compensation plan?”
  • “How willing are you to…”

Ineffective Phrases

  • “I will not accept anything less than X”
  • “I need a higher salary to pay my bills”

Step 3: Back yourself up 

The number you ask for doesn’t mean much if you can’t back it up with research and justification. In fact, research is one of the most important things you can do in order to make your salary negotiation a success. Tools like Glassdoor’s Know Your Worth can help you get a sense of what the average salary range is for someone with your experience, in your industry, in your city. Always try to cite your sources, especially if you’re relying on numerical information to backup your ask. “Candidates often forget to explain the reasons why they want or deserve a higher salary,” says Lin. “Researchers have found that negotiators that include a reason why they deserve something are 20+ percent more effective than those who don’t.”

Lin recommends using the following template as a jumping-off point for your salary negotiation email. According to Lin, this template is ideal because it’s brief and to the point, which fits the needs of busy recruiters and hiring managers, along with being polite, clear, and direct. 

Dear Hiring Manager, 

Thank you for offering me the position. I am excited about the opportunity, and I can’t wait to start. 

For starting salary, I am looking for something closer to [insert specific number]. The reason why is [specific reason]. 

Is there wiggle room? 

Remember, this is a jumping off point, and further negotiations may come later. But by putting in the work of research now, and distilling your ask into short, sweet terms, you are well on your way to getting the top dollar salary that you are asking for. 

 GlassDoor.com |  | Posted by 

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Your #Career : #SalaryNegotiations – If You Can’t Get The Salary You Want, Here Is What Else To Negotiate For..If you Can’t Get the Money you Desire, Here are Some Things That you Could Negotiate for Which would Compensate for the Lower Salary.

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You have been interviewing for months, endured the inquisition of 10 interviewers and risked losing your job by sneaking out of the office numerous times, but you have finally received the offer. While you are excited to have been offered the job you had your heart set on, the salary—unfortunately—was less than you had hoped for.

This happens all the time. It is easy to get discouraged or insulted and walk away from the offer in a fit of righteous indignation. Before you do that, take a deep breath and keep on reading.

When people think of negotiating compensation, they primarily focus on the salary component. In a perfect world, if you are deemed an appropriate fit, the company should pay you what you are worth. The reality is that we are far from a perfect world. The prevailing argument is, “What difference does an extra $5,000 mean to the company?” While I am not an apologist for big corporations, the question ignores the concept that large, global corporations employ hundreds of thousands of people. That $5,000 (also, consider while you may be asking for $5,000, others see $20,000 or more as a reasonable ask) multiplied by the total number of employees starts to add up to some hefty expenses.

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Additionally, the less the company pays you, the more money the CEO and executives have to put into their own pockets. After all, have some sympathy; these fat-cat executives have bills to pay too! Do you think it’s easy to maintain five homes in beautiful places, yachts, private jets, private schools for their kids and fancy vacations to exotic locations?

It is a challenging situation when you want the job, but the company won’t budge on the salary. Your ego tells you to decline the offer because the money isn’t where you thought it should be, but your heart wants to say “yes”. If you can’t get the money you desire, here are some things that you could negotiate for which would compensate for the lower salary.

  1.  While most companies have set standards for the amount of time allocated to vacation, personal and sick days, there is room to negotiate a little extra time off. Those extra days are worth money, as you receive the same salary for fewer days at the office. Also, it is good for your mental and emotional health to have some more days off to recharge.
  2.  Ask the human resource department if there is some flexibility in the working hours. It may be worth a lower salary if you are able to drop your children off at school in the morning and pick them up in the afternoon. In fact, that type of flexibility is priceless. This holds true for other circumstances that would make your life easier—to not have to schlep into the office for the usual, mandatory nine-to-five workday.
  3. In addition to the extra time off, you could request an option to work from home one or two days out of the week. The chance to avoid the annoying commute and its accompanying wear and tear on your body and soul is worth a fair amount of money.
  4. Some firms offer the benefit of contributing toward higher education in your field or student-loan repayment assistance. Check to see if the company has any of these programs.
  5. If you are moving to accept this position, find out about the company’s relocation program. Large corporations usually have set plans whereby they help cover the costs of selling your home and purchasing a new house, movers and ancillary expenses. Additionally, they usually offer similar assistance for renters.
  6. Certain industries—particularly tech and small growing companies—offer stock or option plans. Find out if you could participate. Getting stock or options in a fast-growing company could be incredibly lucrative. Imagine the incredible wealth that was generated for early employees of Google, Facebook, Amazon, Microsoft or Netflix by sacrificing some salary for stock.
  7. Usually companies have an annual review. Part of this performance review would include a yearly increase in salary. Request a mid-year review, in addition to the annual review. If you exceed expectations, they may be inclined to enhance your salary without having to wait an entire year.
  8. Review the company’s benefit plan, which may include a 401K plan, pension, health, dental, gym membership, life insurance, vision, commuting vouchers, severance package if you are discharged and other coverage. Check to see what your co-pay will be. If the benefits are strong, it could be worth thousands of dollars to you.
  9. A higher-level title is worth a lot of money in the future. Some firms are rigid with their titles and others are fairly loose. If you are able to obtain a Vice President (VP) title—as opposed to an Assistant Vice President (AVP) designation, it is worth money for when you are looking for the next job. It also makes you look better to your co-workers and gives you some extra bragging points to your family and friends.
  10. If you are leaving any money behind, ask for an upfront bonus to cover any bonuses, unvested stock or retirement plans that you are walking away from.
  11. Having the privacy and sanctity of your own office, instead of residing in a cubicle farm, is worth a few thousand dollars a year.

So, before you walk away from the offer, make sure that you have fully investigated and negotiated for all these and any other available remunerations, benefits and perks in lieu of the salary increase.

 

Forbes.com | June 8, 2018 | Jack Kelly , CONTRIBUTOR

Your #Career : #CareerAdvice – You Gave your Notice, and your #Boss Gives a #CounterOffer . Now What? Even if You’re One Foot Out the Door, Don’t Rule It Out Immediately.

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You’ve received an offer for a different job, and you’ve finally mustered the courage to have that dreaded conversation with your current boss to let him or her know that you’re packing your bags and hitting the road. But, to your surprise, that exchange doesn’t end with a brief handshake and those standard, awkward well wishes. No, instead you find yourself met with a counteroffer.

What now? You weren’t prepared for this, and you’re feeling confused about how to figure out the best way to move forward. Don’t panic yet!

Here’s everything you need to know about receiving a counteroffer from your current employer:

WHAT IS A COUNTEROFFER?

While the situation can be tricky, the actual concept of a counteroffer is actually pretty straightforward. When your existing employer finds out that you’re considering accepting a new job elsewhere, occasionally they’ll counter that offer with a raise (or, certain other perks–like more flexibility, a promotion, etc.) in an effort to keep you on the team.

Why would a company do this? Well, put simply, keeping an existing employee is far more cost-efficient (not to mention easier) than needing to train someone new. So many employers are willing to bump up a salary for an employee who’s considering packing up his desk–especially when it actually ends up still being cheaper in the long run.

Now that you have the basics covered, you’re left with one big question: What should you do when you’re presented with a counteroffer?

Related: Yes, you can use a job offer as a leverage for a raise or promotion 

 

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Here are a few tips to help you navigate those oftentimes murky waters:

DON’T RULE IT OUT IMMEDIATELY

Your first inclination might be to thank your boss for the offer and carry on with your final two weeks. I get it–you were already mentally out the door, which makes considering staying onboard seem that much more unrealistic.

However, while the company is obviously looking out for their own best interests, this counteroffer is also a compliment to you. Obviously, the company is invested in you and pleased with the work you’ve been doing, so it’s worth at least listening to what they’re bringing to the table. You might be surprised by what they’re willing to do to keep you.

CONSIDER YOUR NEEDS

Needing to weigh two job offers–one for that new role and one from your existing employer–can be tough. When you’re feeling confused, reflect back on what inspired your search for a new job in the first place. Were you seeking a company culture that was a better fit for you? More flexibility? A step up the ladder? A career change altogether?

Remember, while it’s easy to get swept up in the numbers, counteroffers aren’t all about money and perks. Ultimately, you need to keep your focus on your own career values to get some clarity on which role is the best next step for you.

Related: 5 mistakes to avoid when asking for a raise 

BE HESITANT ABOUT DISCLOSING SALARY

Even though keeping your eye on the big picture is important, most counteroffers still involve a financial aspect–after all, most candidates will seriously consider whichever role is offering them more.

But remember that there’s no rule dictating that you need to disclose the details of your other offer to your boss. In fact, neglecting to do so is what gives you more leverage.

If your existing employer doesn’t know the specifics of what they’re up against, they’re more likely to come back with their very best offer–giving you a more serious option to consider.

Think carefully.

Ultimately, only you can decide whether you should stay or go when you’re presented with a counteroffer. However, many experts are quick to warn job seekers that accepting a counteroffer can be complex.

First and foremost, you’ve already demonstrated to your existing employer that you’re on the lookout for greener pastures. The fact that you were strongly considering leaving could deem you as a flight risk. And, as terrifying as it sounds, there’s no guaranteeing that your employer didn’t just counteroffer to buy themselves some time to find your replacement.

Related: 3 times it’s okay to change your mind about a job offer (or your whole career) 

Additionally, accepting a counteroffer can potentially burn two bridges simultaneously–one with the employer you’re turning down (who likely won’t consider hiring you again) and one with your existing employer who is now wary of your motives and skeptical of your loyalty.

That’s not to say that accepting a counteroffer is always a bad idea–there are plenty of circumstances where it’s played out exceptionally well, particularly if you make your best effort to always be professional and gracious when turning an employer down.

However, those potential drawbacks do illustrate the importance of analyzing your unique situation, weighing your own priorities, and settling on the best route for you. In the end, there isn’t one right or wrong answer.

 

FastCompany.com | June 4, 2018 | BY KAT BOOGAARD—FLEXJOBS 4 MINUTE READ

 

Your #Career : 4 Appropriate Times To Ask For A #Raise …When you Want a Raise, it’s Important to be Strategic about When you Make the Ask to your #Boss .

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We all want to earn as much money at our jobs as possible. After all, the higher our income, the more opportunities we have to save for retirement, put our kids through college, and afford life’s many luxuries. And if you’re underpaid, it absolutely makes sense to fight for a raise and get the salary you deserve.

But what if you do your research and discover that your salary actually is in line with what professionals with your job title are making in your area of the country? Does that mean that you should settle for your current wage, or make the case for more money?

It’s a less clear-cut scenario than the former, but if your performance is solid, you might manage to snag an increase, even if your earnings are already pretty fair. Here are a few scenarios, in particular, where it pays to have that conversation.

Related:5 Mistakes To Avoid When Asking For A Raise 

1. YOU HAVEN’T GOTTEN A RAISE IN QUITE SOME TIME

Some companies give out pay increases annually. Others award raises based on merit. And then there are those employers who rank their staff members and reward only those with the highest ratings with more money. No matter your company’s policy, if it’s been more than a year since you’ve gotten a pay boost, you’re a strong performer, and you’ve taken on a greater amount of responsibility in the interim, then you have every right to approach your boss and request an increase. But if your last raise happened not so long ago, it pays to hold off on that conversation to avoid backlash.

Related:How To Negotiate A Raise (Or Bonus) After Returning From Maternity Leave 

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2. YOU CAN SHOW HOW YOU’VE SAVED THE COMPANY MONEY OR ACTIVELY INCREASED REVENUE

If you’re earning a decent wage for your position and industry, you’ll need to make a strong case for eking out more money from your employer. But if you can prove, with data, that you’ve saved the company money, your manager might agree that you deserve extra compensation. The same holds true if your direct actions have resulted in an uptick in revenue — in that case, your boss might push to give you a tiny piece of those profits.

Effective as this approach might be, however, you’ll really need to go in with hard facts. Remember, it’s everyone’s job to contribute to cost savings and revenue one way or another, so you’ll need to prove that your unique contributions produced results that not only exceeded expectations, but far surpassed those of your peers.

Related:What To Do While You Wait For That Raise Or Promotion You’ve Been Promised 

3. YOU CONSISTENTLY GO ABOVE AND BEYOND

Maybe you’re being paid fairly and you’re not in a position to directly boost sales or shave costs. For example, if you’re an operations-support person, you might be that essential cog keeping the machine running–but quantifying your contributions with data may not be possible.

If that’s the case, then you still can argue for a raise if you’re known as that employee who constantly goes well above the call of duty. This could mean working the most hours of anyone on your team, or being that person who will jump in over the weekend in an emergency. Prove that the time you put in merits the higher compensation you’re after, and you just might get it.

There’s nothing wrong with asking for more money at your job, even if your salary is reasonable to begin with. Just go in knowing that your company may not comply, even if your performance is pretty outstanding.

Remember, employers expect their workers to do the best possible job and don’t always show their gratitude for it with money. On the other hand, if you’re a top performer with a solid reputation, it never hurts to request a salary boost. After all, the worst your company can say is no.

 

FastCompany.com | May 4, 2018 | BY MAURIE BACKMAN—THE MOTLEY FOOL 3 MINUTE READ

Your #Career : How to #Negotiate Beyond the Raise You Were Offered? ….You Get a Strong Review and the Same Old Mediocre 2% Merit Increase you Got Last Year. That’s Disappointing. Is There Anything you Can Do?

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It’s been a long year. You changed teams, picked up new projects, started mentoring a couple junior developers, wrote a couple spectacular white papers, or any number of other productive things.

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Now it’s performance review season, and you’re looking forward to a stellar review accompanied by a nice merit increase to reward all your hard work.

But that’s not how things turn out. Instead, you get a strong review and the same old mediocre 2% merit increase you got last year.

That’s disappointing. Is there anything you can do?

How do you negotiate a raise in addition to your merit increase?

Your instinct might be to march into your boss’ office and demand a bigger raise. To make a statement and get what’s rightfully yours!

That probably won’t end well, so it’s time to slow it down and make a plan.

Step 1: Set your expectations

First things first, let’s level set: It may not be possible to negotiate a raise in addition to your merit increase right now.

By the time your manager told you about that 2% raise, the company’s merit increase budget had been divvied up and things were pretty much written in stone. The company made a budget, then parsed it out among the business units, which divided their piece of the budget up among departments, which divided that budget up among managers.

Your manager did the best they could to be fair to everyone, and out tumbled your 2% merit increase.

If it’s even possible to change that amount, a lot of pieces would need to be moved around. It’s probably not going to happen.

Should You Ask For A Raise? Take Our Quiz!

Step 2: Do your homework so your manager doesn’t have to

But that doesn’t mean you shouldn’t ask! Most likely, your manager will let you know there’s no additional budget right now, but maybe they’ll be able to work with you to make something happen now or down the road.

Before you ask for a raise in addition to your merit increase, I recommend establishing the following three things:

  1. Your target salary—What is the specific raise amount you feel you have earned? You’ll start with your market value—Glassdoor will help with this—and then adjust your market value for your specific situation.
  2. Your accomplishments—What are the valuable responsibilities you’ve taken on that were unanticipated when your salary was last set? Make sure to identify the accomplishment itself and the business value of the accomplishment whenever possible.
  3. Your accolades—What awards or recognition have you gotten from colleagues, other managers, or clients? These can help your manager understand the value of your work even if they’ve been focused on other things.

It’s important to do this homework before asking your manager for a raise because managers are very busy people. The more work they need to do to help you out, the less likely they are to find the time to do it.

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Step 3: Start the conversation

Armed with those three pieces of information—your target salary, accomplishments, and accolades—you can approach your manager about an additional raise.

Here’s how to begin that conversation:

“I’m grateful for this merit increase—thank you for looking out for me. But I was hoping for a more substantial raise because I’ve taken on a lot of new responsibilities this year. Is there some way to adjust my salary to reflect my current responsibilities? Based on the market research I’ve done, I was hoping for a raise to [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][your target salary].”

Once you’ve begun the conversation, asking for a raise in addition to your merit increase will typically look like the same process as asking for an off-cycle raise. These email templates will help you follow up and continue working with your manager until you reach your goal.

Are You Paid Fairly? Try Know Your Worth

Step 4: Set a goal and establish a timeline

Hopefully, your manager will be prepared to have a productive conversationabout what’s possible, and you may get a larger raise right away.

But the most likely result is that your manager will explain that the budget has already been spent for this cycle, and you’ll need to wait until there’s budget available to increase your salary.

If your manager suggests deferring your larger raise until later on, work with them to establish two specific things that you can collaborate on:

  1. What you need to do to earn the raise you’ve requested—If you’re unable to get a larger raise because your manager feels you have not earned it yet. Ask specifically what you need to do to earn the raise you’ve asked for.
  2. A timeline—It’s also important to establish a timeline so that you and your manager can check in at regular intervals to monitor your progress and make sure you’re on track to achieve your goal in a reasonable time period.

Step 5: Work with your manager to reach your goal

Once you and your manager establish a goal and a timeline, it’s up to you to keep this on your manager’s radar. Make sure to check in with your manager at regular intervals to discuss your progress, get feedback, and confirm that you’re still on track.

You may also run into structural barriers that prevent you from getting a large raise at all. This is sometimes the case at very large companies, where they’ve established rigid guidelines for raises and promotions. “Do you have to quit your job to get a big raise?” can help you determine whether your company has flexibility to give big raises or if you might need to look elsewhere to level up your pay.

In the end, negotiating a raise in addition to your annual merit increase can be tricky. But there are things you can do to start the conversation with your manager and maybe even get a raise right away.

Follow these five steps to negotiate a raise in addition to your annual merit increase:

  1. Set your expectations
  2. Do your homework so your manager doesn’t have to
  3. Start the conversation
  4. Set a goal and establish a timeline
  5. Work with your manager to reach your goal

If you follow these five steps and find that a larger raise isn’t available within a reasonable timeline, you may need to begin looking for better opportunities with more flexibility to pay you what you’re worth.

Josh Doody is a professional salary negotiation coach who helps software developers get more high-quality job offers and negotiate higher salaries. You can learn his best salary negotiation strategies and tactics in his book Fearless Salary Negotiation: A step-by-step guide to getting paid what you’re worth. 

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Your #Career : 8 Expert-Approved Tips for How to Find a Job Today (Bonus: Live Stream Podcasts)… The #JobHunt : It’s Something We All Go Through in our Lives, Yet there’s Still a Surprising Amount of Mystery Around It.

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The job hunt: it’s something we all go through in our lives, yet there’s still a surprising amount of mystery around it. Do I need to write a cover letter? What’s the best way to prepare for an interview? And why do I never hear back, even after sending dozens of applications?

We know that many different aspects of the job search process can be confusing — and as a company whose mission is to help people everywhere find jobs and companies they love, we wanted to provide some clarity. That’s why we hosted How to Get a Job Live!, a livestream dedicated to helping people beat the competition and get hired. In it, we heard from job search experts, recruiters and even Glassdoor’s Chief Economist about what it takes to find the right company for you, stand out from the crowd, write an excellent resume and more.

Couldn’t make it? No problem! Register here for access to the livestream recordings, and read on to learn a few of the top tips from our panel of experts.

1. The Time to Apply Is Now

Good news for anyone thinking about moving onto a new opportunity — we’re undoubtedly in a job seeker’s market, according to Glassdoor Chief Economist Dr. Andrew Chamberlain. The U.S. has seen nine years of continuous economic expansion, allowing businesses to add jobs at a steady clip. Some particularly hot industries, like healthcare and tech, are hiring even more. With so many opportunities available, companies are working hard to attract the best and the brightest to their companies, which can result in improved benefits packages, higher salaries and other perks that entice candidates.

It’s important to remember, though, that these favorable conditions won’t last forever — after all, what goes up must eventually come down. Chamberlain’s advice: Take advantage of the job seeker’s market while it lasts. If you’ve been thinking about finding a new job, there’s no time to apply like the present.

Find Jobs Near You

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2. Bolster Your Skills

Just because there are tons of open positions, though, it doesn’t mean that recruiters are lowering their standards — you’ll still be competing amongst other talented candidates. And as technology has advanced, employers expect potential employees to have more specialized, technical skills. One of the best ways for you to stand out from the crowd is to show employers that you’ve mastered hard skills like these. In particular, Chamberlain recommended familiarizing yourself with data analysis, as nearly all roles work with data in some form and can benefit from deriving insight from it. If data analysis isn’t your strong suit, consider taking an online course.

How to Search for a Job

3. Include the Most Important Resume Info Up Top

Your resume is the first impression recruiters and hiring managers have of you — and if you don’t grab their attention, it will likely also be the last. The average recruiter only spends about six to seven seconds on a resume, so make sure it’s easy for the reader to gather all of the most important information with just a quick scan. One way to do that, suggested job search expert Scott Dobroski, is to include a professional summary up top that doesn’t just state who you are and what job you’re looking for, but the unique value you bring to the table and your most valuable skills.

Here’s What the Perfect Resume Looks Like

4. When in Doubt, Write a Cover Letter

On most job listings, you’ll see “cover letter optional” — something that causes a lot of confusion for job seekers. Is it truly optional, or is it just a test to weed out less committed candidates? Most of the time, cover letters aren’t required, Dobroski said, but attaching a well-written one can only help your application. For one, it shows strong communication skills, which are a necessity for nearly any role, Chamberlain pointed out. For another, it gives you an extra chance to sell yourself. Cover letters should be quick, one-page documents that provide added color on why you’re interested in the opportunity, what you’ve achieved in your career, how you did it and why you’re a good fit for the job.

5. Research, Research, Research

The single biggest mistake you can make in an interview is not preparing for it beforehand. This means looking up the basics of the company (industry, products/services, recent articles), common interview questions (making sure to practice the responses aloud with a friend), information about your interviewers and more. This will help you come across as a more informed, passionate candidate.

What to Look for When Researching a Company: A Complete Checklist

6. Always Negotiate

One of the biggest misconceptions job seekers have about negotiating salary is that their job offer will be rescinded if they ask for a higher salary. But this is virtually unheard of — as Dobroski said, “I’ve never seen that to be the case.” So be comfortable asking for more, but make sure it’s based on hard data around what your market value is. Use Glassdoor’s Know Your Worth tool to help inform the range you ask for, although you should make sure not to start with your lowest acceptable salary in a negotiation! Finally, don’t forget to see if you can negotiate additional benefits — companies are often willing to accommodate requests for additional vacation days, workplace flexibility and more in order to seal the deal with a strong candidate.

7. Don’t Judge a Company By Its Industry

In the second half of the livestream, recruiters from Facebook, Salesforce and Kaiser Permanente shared insight about their company cultures, how candidates can stand out and what they look for in interviews. One of their main pieces of advice for job seekers: Don’t assume you can’t apply to a company because of the industry they’re in! Claire Arnold, recruiter at Kaiser Permanente, shared that you don’t need to be a doctor or nurse to work at her company. While about 70 percent of Kaiser’s positions are healthcare related, they still have tons of open jobs in fields like administration, marketing, IT and more. Similarly, you don’t need to be a software engineer to work at tech companies Facebook and Salesforce. While yes, they do have many open technical positions, they also need talented folks in roles like sales, recruiting, finance, HR… the list goes on.

8. Ask Questions in an Interview

Even if you feel like you’ve gotten sufficient information already, you should always take an interviewer up on their offer to answer any questions you might have. In this situation, interviewers aren’t just trying to help you out — they also want to see if you can ask questions that demonstrate that you’ve done your research and have critical thinking skills. One question that Ashley Core of Salesforce loves to hear is “How have you given back to the community?” At Salesforce, community service is huge, so this proves that candidates did their due diligence in the research stage.

13 Companies That Give Back – And Hiring Now!

9. Don’t Take It Personally

Near the end of the livestream, recruiters were asked what the best piece of career advice they had ever received was. According to Facebook Recruiting Director Liz Wamai, it was “Don’t take it personally.” This is especially applicable in the job search. When you get rejected, it’s easy to get down on yourself, and think “What’s wrong with me?” But oftentimes, recruiters will pass on a candidate not because they don’t like them, but simply because they don’t have the right role for them at the moment or they need a little more experience under their belt first. If this happens to you, don’t get discouraged — if you keep applying thoughtfully and bringing your best self to the interview, it’s only a matter of time before you get an offer.

 

GlassDoor.com |  | Posted by 

Your #Career : Don’t Tell #Recruiters or the #HiringManger These Things If You Want The Job…These Phrases can Compromise your Chances of Getting a Competitive Offer.

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Put your best foot forward. How many times have you heard that popular refrain? Too many to count. However, when it comes to the job search process, many job seekers think that this advice only applies during the scheduled phone calls, interviews, and interactions with the hiring manager and your potential team. After all, isn’t the recruiter just the go-between, the person who arranges interviews and leases between candidate and boss? Wrong. The recruiter is a stakeholder and is an integral part of the hiring process. To overlook or underestimate his or her influence is a big mistake.

Every interaction with a potential employer should not only be professional and also dictate that you are purposeful and thoughtful about everything you say. Whether it’s just a quick text through Canvas or a phone call to discuss salary expectation, choose your words wisely to ensure your own success.

Here are six phrases that you should never say to a recruiter if you want a competitive job offer.

“I’LL TAKE ANYTHING (ANY ROLE AT YOUR COMPANY)”

Much like dating, the smell of desperation in the job search can be palpable. Whether the bills are piling up, your current gig is an absolute dead end, or whether this is your dream company, avoid telling a recruiter that you’ll “take anything” for a few key reasons:

  1. You’re selling yourself and your skills short. You are talented, smart, and can contribute greatly.
  2. You appear uninformed. Recruiters want well-researched, highly engaged, informed candidates to apply for jobs. This statement makes you appear as though you haven’t thought out the decision to apply to the company, or do not know how your career goals align with their objectives.
  3. You are signaling that you will settle. Continuing with the dating analogy, job seekers who appear “thirsty” or desperate won’t command the attention or best treatment.

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“SURE, THAT SOUNDS LIKE A GOOD SALARY”

Never settle for the opening salary offer. Never. “A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication,” says Josh Doody, author of Fearless Salary Negotiation. “You’ll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because it’s so good.”

However, you should be prepared to negotiate your salary and know how much you could earn given your skills, education, and location by using Glassdoor’s Know Your Worth personal salary calculator.

Instead of blindly accepting their offer, do your research. Then, Doody says, “formulate a counteroffer to see how much you can improve it. The negotiation should end with the company saying “Yes” to you. Once they say “Yes” to you, or you run out of things to ask for, then you are finished negotiating.”

Related: What Recruiters Pay Attention To When They Look At Your Social Media 

“MY PREVIOUS COMPANY WAS HORRIBLE”

Complaining about your last company is a big no-no. Barring some really unique circumstance, griping about your former boss, colleagues, or work environment can be detrimental to your interview process as well as your professional reputation.

Instead of making such a blunt statement, critically evaluate how you have navigated challenges on the job. Share with the recruiter how you have coped and actually thrived in spite of less than ideal circumstances. Just remember, trash talking is a no-no.

Related:Former Google Recruiter: This Is How To Improve Your Interviews 

“MY FORMER BOSS WON’T GIVE ME A GOOD RECOMMENDATION BECAUSE HE/SHE WAS THREATENED BY ME”

While there may be truth to this statement, save it for your friends over drinks. Do not share this with a recruiter. When asked for a list of recommendations, rarely will a recruiter counter your list with a comment like, “Why didn’t you include your last boss?” References and recommendations should come from people who can speak to your accomplishments, successes, and positive work experiences. Glowing recommendations are a big part of putting your best foot forward.

However, recruiters aren’t likely to care about the less than savory relationship you had with your former boss. Nix the gossip. Offer up the best recommendations you can, and if you are questioned about the absence of your most recent boss in that bunch, simply reply, “The group of people I provided are best suited to speak to my accomplishments, work ethic, and abilities. I think they’ll provide you with a 360-degree view of why I’d be an excellent fit for this role.”

Related:Recruiters Explain Which Types Of Messages They Actually Reply To 

“I KNOW MY INTERVIEW IS TODAY, BUT CAN WE RESCHEDULE?”

Unless there has been a death in the family or a critical emergency, canceling an interview on the day of is tantamount to saying “I don’t really want this job and I don’t respect you or your time.”

If you need to adjust the time or you’re running late, be transparent. “Being late to an interview with no explanation or without emailing or calling ahead to say they are running late will knock out 99% of interviewees,” says Jamie Hichens, senior manager of talent acquisition at Glassdoor. “At the very least, if you’re running late, call and offer an ETA, an explanation, or an offer to reschedule. And remember to apologize for the inconvenience.”

“IT’S BEEN 3 WEEKS SINCE I APPLIED, I THOUGHT MY APPLICATION HAD FALLEN INTO THE BLACK HOLE”

Depending on the size of the company, job applications can receive hundreds or thousands of resumes per position. And while recruiters try to respond to everyone, sometimes it’s harder than job seekers may think. That’s no reason to be curt with a recruiter or make a passive-aggressive comment like this. Use your time with a recruiter wisely by focusing on the role, the company and your unique fit for both. Don’t waste time or diminish your chances of a positive interview experience by making snarky comments.

There are a few ways you can avoid the black hole. “With the increased use of online applicant tracking systems even among smaller companies, it means the recruiter or hiring manager may not see your resume unless you use just the right keywords,” says Mikaela Kiner, founder/CEO of UniquelyHR. “Referrals [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][also] increase the likelihood that a recruiter will see your resume. If you don’t have a personal connection, use social media to find out who does. Don’t be embarrassed to ask someone to make an introduction on your behalf, people do this all the time. If you’re uncomfortable asking for favors, include an easy way for them to say no, like, ‘If you’re not comfortable connecting me, I completely understand.’”

This article originally appeared on Glassdoor and is reprinted with permission. 

 

FastCompany.com | April 27, 2018 | BY AMY ELISA JACKSON—GLASSDOOR 5 MINUTE READ

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Your #Career : #SalaryNegotiation Scripts For Any Job… Communication can Make or Break Discussions & Impact your Confidence to Get Paid Fairly.

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Ask any job seeker or employee about salary negotiations and one of the most popular responses is, “I would negotiate but I don’t know what to say.” Having the right words to say, or write, during a salary negotiation is vital. Communication can make or break discussions and impact your confidence to get paid fairly.

Always remember, your talent is precious, and you deserve to be compensated for it. Learning to foster conversations about compensation is a vital skill that yields rewards.

First things first, determine your current worth in the job market. Use Know Your Worth to receive a custom salary estimate based on your title, company, location and experience.  Once you have the information, it’s time to advocate for yourself.

Josh Doody, author of Fearless Salary Negotiation,  knows how challenging it can be to learn to financially advocate for oneself. He  took his first job without negotiating his salary.  Once he got hip to the dance, he doubled that salary.

We teamed with Doody to equip job seekers and employees with exactly how to tackle tricky salary negotiation conversations.

Situation #1: Prying During the Prescreen

How should you respond when you’re asked about salary right off the bat? You want to demonstrate that you’re enthusiastic and cooperative, but you don’t want to tip your hand. Doody explains: “It’s a salary negotiation tactic disguised as a gatekeeper-type interview question.”   

Suggested Script:

Recruiter: What’s your current salary?

You: “I’m not really comfortable sharing that information. I would prefer to focus on the value I can add to this company and not what I’m paid at my current job.”

If the interview team doesn’t know your salary, they can’t use it as their starting point. Doody writes, “that’s probably going to mean a higher initial offer for you.”

Recruiter: What’s your expected salary?

You: “I want this move to be a big step forward for me in terms of both responsibility and compensation.”

Doody points out, “sharing your current salary or your expected salary is not in your best interest. . . They’re interviewing you because you’re a qualified candidate, and they need a qualified candidate. . . They would also like to get a good deal. . They’re not going to stop interviewing you just because you don’t make it easier for them to get a good deal on you.”

If they pass because you won’t acquiesce, that’s a red flag. Doody says, “then they’re extremely motivated to get a bargain…That’s bad news for you even if you get the job.”

One last thing, resist the temptation to tell a white lie when asked for your salary during the prescreening process. If you underestimate what they’re willing to pay, you’re leaving money on the table. If the real answer is that they would compensate someone like you up to $75,000 dollars, and you guess they would pay a salary of only $65,000, you very literally may have just cost yourself $10,000.

If you overestimate and tell them your salary expectation is $85,000, you may set off red flags that cause them to rethink the interview process altogether. This is pretty rare, but you could disqualify yourself by being “too expensive” for them. If your expected salary is well above their budgeted pay range, they may just move on to other candidates with lower salary expectations.

The bottom line is you probably aren’t going to guess what their salary structure looks like, and if you try to guess you may cost yourself a lot of money.

How to Negotiate Your Salary

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Situation #2: Savvy Counter Offering

After you’ve secured an offer, Doody recommends using this formula:

“The counter offer calculator accounts for four factors—the base salary of your job offer, your minimum acceptable salary (“walk away” number), how badly the company needs you to accept the job offer, and how badly you need the job.”

Use “firm and neutral” language like this:

Suggested Script:

“Tom offered $50,000 and I would be more comfortable if we could settle on $56,000. I feel that amount reflects the importance and expectations of the position for ACME Corp’s business, and my qualifications and experience as they relate to this particular position.”

Or, if you had a competing offer:

“Thank you so much for the offer. As I mentioned during my interview process, I am speaking with a couple of other companies. If you’re able to move the pay to [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][insert your number], I’d be eager to accept.”

Doody explains that email is the perfect medium for this message. This way, the hiring manager can share it in a format that clearly makes your case to each person with whom it’s shared. Your case won’t get the same treatment if it’s restated recollections of a conversation.   

The hiring manager will likely come back with a figure between your base salary and your counter offer. For Doody, the distance between these figures represents your “salary negotiation window.” He recommends compartmentalizing this window into increments. In the example above, the window is $6,000, so he recommends devising a response for each possible offer.

If, for example, the offer is $55,000 or above, Doody says it’s a taker.  

“If the company comes back with $53,000, then you say ‘If you can do $54,000, I’m on board!’ If they stick with $53,000, then you would say, ‘I understand the best you can do is $53,000 and you can’t come up to $54,000. If you can do $53,000 and offer an extra week of paid vacation each year, then I’m on board.’”

Decide which benefits, like vacation time or flexible working hours, are most important so that you can apply them to bolster the deal. Rank those benefits in your mind and use those in your bargaining. 

  1. Extra vacation time
  2. Work from home
  3. Signing bonus

If they do not accept your second-priority benefit, you move on to your third-priority benefit. Regardless of whether they accept your final response, then you’re finished; don’t get nit-picky or greedy. You have maximized your base salary and maximized your benefits as well.

QUIZ: Is Now The Right Time To Re-Negotiate Your Salary?

Situation #3: Raises & Promotions

Doody explains: “Your primary reason for requesting a raise is that the salary you’re being paid doesn’t reflect your current value to the company. That salary was set some time in the past, so your argument is that you are more valuable now than you were. . . ” You have a fair justification. Now you need the right plan.

Start by mentioning, via email, to your manager that you’d like to discuss compensation in your next private meeting. After that conversation, Doodly advises preparing a strategically constructed, easily sharable salary increase letter.

Suggested Email Script:

“As we discussed, it has been [amount of time] since [“my last significant salary adjustment” OR “since I was hired”], and I would like to revisit my salary now that I’m contributing much more to the company. I’ve been researching salaries for [job title] in [industry] industry, and it looks like the mid-point is around [mid-point from your research]. So I would like to request a raise to [target salary].”

The letter should also highlight your accomplishments and accolades. Doody notes that if your proposal isn’t accepted on the first try, you can work with your manager to create an action plan.

“I would love to work with you to put together a clear action plan and timeline so we can continue this discussion and monitor my progress as I work toward my goal.”

Always remember, your talent is precious, and you deserve to be compensated for it. Learning to foster conversations about compensation is a vital skill that yields rewards.  

GlassDoor.com |   | Posted by 

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Your #Career : This Is The Right And Wrong Time To Ask For A #Raise …The Timing of the Ask Matters as Much as your Arguments.

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You work hard, but do you get paid enough for it?  Knowing you’re underpaid is decidedly different from knowing when to ask for a raise. After all, timing is everything. You’ve probably heard someone say, “I’m going to ask for a raise, but I’m going to wait until I’ve been there for [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][X] months.”

Everyone’s different, but the best time to ask often corresponds with a set period of time (annual review, anyone?). Still, if you’re feeling the burden of work without the money to match, waiting a full year may not be the right move. Fortunately, we’ve got some common time frames for you, complete with ways to determine the right window for you.

BEFORE THE JOB

Salary negotiation is a necessary element of the job search, and we hear over and over again that women never ask for enough when answering the dreaded “salary requirements” question. There are various rules you can apply here (the easiest I’ve heard recently: ask for 20% more than the first number that comes into your head), but what happens when you don’t get the salary you’re seeking during the offer phase?

This puts you in a unique position, where you can actually try asking for a “raise” before you’ve started. In your negotiations, you can counter by asking that after a three- or six-month probation period, you get a salary bump. Let’s say you were hoping for $60,000 a year and your potential employer offers $55,000. If you firmly believe that $60,000 is your bottom line, but love the job, ask if they’d be willing to raise the salary after three months. Ideally, aim to have this raise actually written into your salary letter so there are no shocking disappointments a few months from now.

Related:Six Things You Can Negotiate For Other Than Your Salary

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Continue of article:

THREE MONTHS IN

Not the right time. Period. We say this for several reasons, the most obvious one being that it’s just too soon.

But something else you might not have considered: Even if your position’s done a complete 180 since you started, you still don’t know your company that well after three months on the job. Studies show that it can take anywhere from eight weeks to six months to really settle into a new position, so play wait and see for now. If your company and position really has changed that much in the last 90 days, who knows what will happen in the next few weeks?

If you ask for the raise now and do somehow manage to land it, you definitely won’t be able to ask for another one in three months. Given that your job has evolved this much already, chances are that you’ll find yourself with even more responsibility later on–and no way to ask for more money. Save your ask until you really know what you’re dealing with and can ensure that your salary bump is consistent with your increased workload.

Related:5 Mistakes To Avoid When Asking For A Raise 

SIX MONTHS IN

This is tricky but not impossible. On two separate occasions, I’ve asked for and received a raise at six months with no resistance. But here’s the thing: In both cases, I had a sense that I could ask and would likely win out. Why?

I started in junior positions knowing (or I guess, hoping) that I could make up for my lack of experience with my dogged dedication. I knew myself well enough to know that I’m quick on my feet and a fast learner. By month six in both jobs, I’d assumed twice as much responsibility, established strong relationships with my coworkers and bosses, and started taking the lead on projects with clients. My job description (and therefore, salary) no longer remotely matched my actual work–and so those raises came naturally with a title change. I’d proven myself, and honestly, they were afraid to lose me.

None of this changed how I behaved when I actually asked, though. I still outlined clear evidence to prove my worth, regardless of how clear it was to the parties involved. If your position has evolved well beyond what you were hired to do, and you know that you’re an essential and appreciated member of the team, it doesn’t hurt to try. Keep in mind that they may still say no. If so, ask if you can revisit the conversation at the year mark.

THE YEAR MARK

Ah, the classic. Since many companies have a formal annual review process, it often makes the most sense to ask for a raise during that meeting. Come prepared to present your case, but hold off until you’ve actually heard your boss’s feedback.

But be honest with yourself before asking. How well have you actually been doing? Just because you want more money doesn’t mean you’ve earned it, and the year mark is by no means a guaranteed salary hike.

A raise isn’t a reward for not getting fired. So if you’ve been treading water in your position for the last 365 days, know that you haven’t demonstrated that you’re ripe for a raise. And if you get hit with some mediocre or even negative feedback in the review, don’t ask. Focus on your own responsibilities and ask when you believe you’ve made some serious improvements to your work.

Related:This Is The Script To Follow When You Ask For A Really Big Raise 

AT RANDOM

There are certain jobs where timing doesn’t matter as much as other elements, so you’ll need to ask when it feels right. If your job doesn’t have a formal review process, you may need to time your request more carefully, specifically after your boss gives you some positive, albeit informal, feedback. The same goes if your job is project-based. Let’s say you work at an ad agency and you blow it out of the water on a bigwig campaign, receiving recognition from your coworkers, your boss, and maybe even your boss’s boss. That’s prime time to consider pitching a raise (especially if this is the second or third successful campaign you’ve run this year). In these situational-based asks, let evidence be your guide. Walk in with a results-driven argument on why you deserve a reward.

In all cases, the key is to prepare your evidence before booking a meeting to discuss salary. Regardless of timing, you need to have your argument on lockdown.

 

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FastCompany.com | April 9, 2018 | KIT WARCHOL—CAREER CONTESSA 5 MINUTE READ

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