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7 Steps to Smart Salary Negotiation

Salary negotiation can be a sticky subject. While it's usually not easy and can be uncomfortable, it's important to know when it's appropriate and how to do it right. A recent survey reveals a surprising statistic. Almost everyone - nearly ! percent of both genders polled - would like to negotiate more effectively. What's more, according to Abby "uler, general manager of, the company's research has also shown that #$ percent of managers e%pect employees to try to negotiate their salary. &o aid in your efforts, consider the seven steps below to successful salary negotiation' 1. Research yourself. (efore you start negotiating, you have some homework to do - on you. "uler suggests finding the fair market salary range for your position, education, e%perience and location as a first step. )*se a tool like's free Salary Wi+ard, which compiles ,!! percent -.-reported salary data to find out what you're worth,) "uler says. )&hen, outline how your contributions and performance have helped improve your company's bottom line.) 2. Discover your financial impact. Whether you work for a for-profit company, a nonprofit organi+ation or a civic entity, you're either a revenue generator or a cost center for your company, according to /atie 0onovan, founder of "1ual 2ay 3egotiations, 445. 0onovan recommends asking yourself the following 1uestions' ---ave you produced more revenue than e%pected or than your colleagues6 ---ave you lowered cost by processing more than your colleagues6 ---ave you saved money by changing vendors or renegotiating a vendor contract6 ---ave you saved money by shortening processes without lowering 1uality6 )&hose are just some of the e%amples of how each of us impact the finances of our company,) 0onovan e%plains. )0rill any of these e%amples down to the dollar, and discuss that dollar amount when you discuss your impact on the company.) "uler additionally suggests considering details like specifically where you increased revenue, saved your company money, delivered e%ceptional service, took on responsibilities outside your job role or e%ceeded your goals. ).emember' 7our manager will have to take this re1uest to his or her manager, so use all the data and e%amples you can to make it clear that your job performance is raise-worthy,) she says. 3. Use multiple avenues. &here are numerous online websites you can use to check the going rates for your position and in your industry, including, and 0onovan also notes that trade associations for many job functions or industries can provide this information, as well as provide details about employment packages. Another suggestion from 0onovan is to call a headhunter, who can give you another perspective on the

but being aware of the financial position of your company is crucial for your negotiation. you will rarely get everything you want.) she says. 0onovan notes that the areas most open for negotiation are salary and fle% schedules . career and diversity issues. working from home or performance-based bonuses are all up for negotiation as well. when negotiating salary. "uler says. Remain ask your manager or -. journalist and communications consultant on business. ask for what you think you deserve. &herefore. Research your company. e1uity. http%&&in. &rying to buy a house6 About to send a child to college6 While these are milestones in your life.) 0onovan says. according to "uler.) "uler suggests using that as an opportunity to ask how you can improve your performance. don't forget the list of non-salary related items you can negotiate. )&ell the headhunter what you do and what you get paid.) 4. they do not factor into whether or not you deserve a raise.but adds that any aspect of your package is good to include in this discussion.) ". She recommends finding out what the current fiscal year looked like from a company perspective. 7ou become a much better negotiator when you know you have options. She is author of Surviving 7our &hirties' Americans &alk About 4ife After :! and co# author of &he Strong 2rinciples' 5areer Success. facts. be sure to include all aspects of your employee package in your discussion. about when salary reviews happen. 9f you work for a mid-si+ed company or are new to the workforce. )Without opening with more than you want. )9f the company is not meeting revenue goals. including 1uarterly performance. )Also.) she says. and be prepared to answer 1uestions and provide further support for your value of the job . and honesty around your job and company performance. )&hen ask if they could get you the same type of job for higher's&7(steps(smart(salary(negotiation(134"52)42. you will never end up with what you want in the negotiation. )When you enter a negotiation. She has interviewed more than 200 thought leaders around the globe.) she advises. but try not to take an unsuccessful negotiation personally .) 5. Robin serves as a speechwriter and ghostwriter for C !s and top executives.html .finance. you should only come armed with data.and definitely don't let it deter you in the well as create another option for getting paid more. your salary re1uest will most likely fall on deaf ears.ejection is always difficult. leadership. with a speciali"ed focus on women in business. (ut she reminds prospective negotiators that e%tra vacation days. &his is a step that's often forgotten. eave emotion at the !oor. so that you can set a meeting at least a month prior to ask for a raise. ).) 7. 4ay out your case rationally. "ven if you're a strong negotiator. #i!en the pac$age.) Robin Madell has spent two decades as a writer. )9t gives you items to compromise and trade for the salary you truly want. 9f you get an outright )no. "uler notes that your company may not be able to offer you more in base salary. )9f you're denied the raise percentage that you re1uest. small. and has won 20 awards for editorial excellence.