Denise Liebetrau, MBA, CDI.D, CCP, GRP’s Post

Thanks Denise Liebetrau, MBA, CDI.D, CCP, GRP ! Several leaders will face the challenge of clarifying employees about their position in range and why the employee's salary shouldn't increase. Although some leaders could consider tempting to justify the decisions by blaming HR as the responsible by the range so that the salaries won't increase, this decision wouldn't help the employees to assimilate the rationale used and take positive action. The script presented is a great example of positive conversation around salaries above the maximum. Besides recommending the employee to search for senior positions, leaders can take advantage of this situation to remind their employees that they can be good partners in the development plan, and that they're committed to contribute with their insights and helpful feedback to the employee's success.

Employer: “What are your salary expectations?” You: “Can I know your Budget”. Asking for budget is one of the worst salary negotiation strategy and here's why. In a negotiation, there are two (2) sides; 1. The company, the side that wants to buy as low as possible because salary compensation is a business cost. 2. The candidate, the side that wants to buy as high as possible because we need money to survive. The higher the better right? Companies look to pay employees the highest possible salary within a given range because they have salary ranges for different roles and within these ranges, they want to offer competitive pay to attract and retain talent. Now, they must balance this with maintaining fairness and consistency in pay among employees with similar roles and experience, to avoid issues of internal equity. This is so that employees feel they are being treated fairly compared to their peers. ----- During an interview, and you're asked “What are your salary expectations?” DO NOT EVADE THE QUESTION by asking about the budget. I know, a lot of people think this a good negotiation strategy. But it is not. This strategy works best for agencies. But if you're searching for a full time employment, then don't encourage it. ----- ~ What Should You Do? • Give A Range; The range should be based of 2 things The lower range should be the Highest possible salary you can accept. The higher ranger should be the Highest possible salary range that role can offer. Example, I'm a product manager (Entry role): I know that entry role product manager role can be paid highest up to $70K. And I'm willing to accept an offer as high as $50k and as low as $40k. When I'm asked for my expected compensation, I will reply. “For the role, I'm expecting compensation between $50,000 - $70,000”. This gives you more confidence because you know what you want. Asking for budget, looks desperate, you want the budget so that you can accept compensation even if it's lower than what you're expecting. Isn't that crazy? ----- When you give them your expected salary expectations, when they have a lower budget, they always revert with something in the line of; “We were actually looking at compensation between the range of $20,000 - $30,000”. At this point you can validate yourself by demonstrating a business case on why you are more valuable than the company has originally offered. I hope this helps. If its Help, Then Repost this 🖤

Employer: “What are your salary expectations?” You: “Can I know your Budget”. Asking for budget is one of the worst salary negotiation strategy and here's why. In a negotiation, there are two (2) sides; 1. The company, the side that wants to buy as low as possible because salary compensation is a business cost. 2. The candidate, the side that wants to buy as high as possible because we need money to survive. The higher the better right? Companies look to pay employees the highest possible salary within a given range because they have salary ranges for different roles and within these ranges, they want to offer competitive pay to attract and retain talent. Now, they must balance this with maintaining fairness and consistency in pay among employees with similar roles and experience, to avoid issues of internal equity. This is so that employees feel they are being treated fairly compared to their peers. ----- During an interview, and you're asked “What are your salary expectations?” DO NOT EVADE THE QUESTION by asking about the budget. I know, a lot of people think this a good negotiation strategy. But it is not. This strategy works best for agencies. But if you're searching for a full time employment, then don't encourage it. ----- ~ What Should You Do? • Give A Range; The range should be based of 2 things The lower range should be the Highest possible salary you can accept. The higher ranger should be the Highest possible salary range that role can offer. Example, I'm a product manager (Entry role): I know that entry role product manager role can be paid highest up to $70K. And I'm willing to accept an offer as high as $50k and as low as $40k. When I'm asked for my expected compensation, I will reply. “For the role, I'm expecting compensation between $50,000 - $70,000”. This gives you more confidence because you know what you want. Asking for budget, looks desperate, you want the budget so that you can accept compensation even if it's lower than what you're expecting. Isn't that crazy? ----- When you give them your expected salary expectations, when they have a lower budget, they always revert with something in the line of; “We were actually looking at compensation between the range of $20,000 - $30,000”. At this point you can validate yourself by demonstrating a business case on why you are more valuable than the company has originally offered. I hope this helps.

⚠ Advice you need to hear before you ask for a pay rise! ⚠ Before going into a salary negotiation or asking for a pay rise, make sure you do some research, rehearse what you're going to say, and follow these tips to make sure you get the pay rise you deserve! 🛑 Make sure you know your market worth. Look at job adverts, salary surveys, and online salary checkers to make sure that you know the salary range for your position. 🛑 Next, put together a case for why you deserve to be paid more. Pull together a list of your achievements, and the effect of your work in the role to show why you're worth the pay rise. 🛑 Stick to the facts and avoid including your personal circumstances. While it can be tempting to discuss outside of work factors, they won't factor into what is essential a business decision. So focus efforts on the above ☝ 🛑 Be reasonable in your expectations. If you're currently being paid £30,000, you probably shouldn't ask for £100,000. Your earlier research and preparation should tell you how much you can reasonably ask for. 🛑 You may not get exactly what you asked for: So be prepared to negotiate on salary, and think of some other benefits, such as extra holiday or more flexible working. For a more in-depth breakdown on exactly how and when to ask for a pay rise, click the link in the comments below 👇

Salary and Efficiency Must Be Positively Correlated! In the design of modern-day employment, this is a concept that we must fundamentally understand. As an avid content creator and equally invested content consumer, I am more than happy to relay the facts to you! If you are a salaried employee, the first fundamental you must understand is that you are being paid justly! You are not being paid more than your company's perceived worth of your position. There is no denying that you are worth more than you are being paid, but the reliance on your company to fix this problem immediately may be the incorrect approach. The hiring of an employee is an 'investment' and with any 'investment,' it must yield returns. We often hear of many companies advocating and promoting that their human resources are their highest priority because this investment grows over time. We learn, we understand new concepts, we drive business and we come up with new and innovative ideas. Even while this growth is occurring, our renumeration in most cases will remain at a standstill or grow incrementally. However, it will never grow beyond the success of your company, regardless of how value your skills may be. A salary increase is not seen as a wise financial decision- I understand this clearly! An increase in salary for an employee is considered as diluting their initial investment to an employer. Therefore, the company must earn more, to secure their investment if a salary increase is granted. Only when your company grows, can you truly be in a position to make such a request. Underpinning this concept is that our salaries are not positively correlated to our efficiency. The tasks that took me two (2) hours to complete when I first started my career in Public Relations and Communications, can now be completed in less than 30 minutes. However, if you compare your remuneration to your efficiency you will find that they are abhorrently dissimilar. We all have that coworker who takes forever to complete one task or simply forgets your request altogether. I have found that in instances like these, they are growing alongside their salary coefficient. This coefficient is calculated based on many factors such as job title, experience, training level, and the current demands of the labour market. The higher the salary coefficient, the higher the employee's salary will be, and thus their efficiency is dependent on how much they earn. I have tried so hard to be like this, but it's almost impossible for me! However, hats off to those who have mastered this, as for me my appetite for learning and growth is not factored by the salary I earn. However, regardless of my perceptions and how I view work, I understand collectively that in the interest of a better world, our salary and efficiency must pair well for us to reach the boundaries of our possibilities! #UnderstandingEmployment #GraspTheFundamentals #KnowThis #ThinkTwice #UnderstandTheMarket #SeekMore

Eyes on the prize: Get a salary increase in 2024 with these tips: It’s no secret: things are getting more expensive by the day. With all these increments, how is your salary faring? If you can no longer cover your needs with what you earn, or if you simply believe you deserve more, you can approach your employer with this matter. Here is how you can ask for a raise: * Research how the company is doing financially You first need to determine if the company is still doing well financially. Have there been any retrenchments? Have certain budgets for various projects been decreased? If so, this may not be the right time to proceed with your request. Conversely, if the company is thriving, go for it! * Find out the average pay for your position You must know the exact figures you are after. Use websites like payscale.com (a company that assists employees understand their worth in the job market) to determine the average pay for the type of work you do. This will help put into perspective what salary increases you deserve. * Have a great track record It will be much easier to convince your employer that you should be paid more if you have been exceeding at your job, for example, hitting your monthly targets or going over and above on projects. Your employer will want to hear you justify why you deserve this raise. Have all your ducks in a row to make this process swift and successful. * Choose the right time Only approach your manager when they are not busy. Pay attention to their workload and strategise when the best time to approach them is. It is also not the best time to approach them if they have been under a lot of stress. * Prepare Make a list of all the reasons why you deserve this raise. These should be professional and precise. Practice talking to your manager so that you may not feel anxious or afraid when you approach the subject with them. IOL The post Eyes on the prize: Get a salary increase in 2024 with these tips appeared first on The Namibian.

As a recent grad, I was never comfortable negotiating my salary. Or maybe it was the fact that to me, those starting salaries still seemed great for a 24-year-old and I didn't want to seem ungrateful. Now ten years later, I don't fear negotiating at all. When I left my last interview for a position, I felt it had gone very well so I decided to do a little research on the HR web page. On the job post, they had listed a minimum starting salary as well as a pay grade. HR listed the minimum, 25th, 50th, 75th percentiles and maximum salary allowed for this pay grade. The minimum was $4,000 less than the listed salary, and the 25th percentile was $4,000 more. I also researched raises as well as salary negotiations and learned that an increase of up to 10% of a salary could be approved through HR without any major changes, but over 10% would require multiple approvals from supervisors in multiple offices. So what did I do when the office manager contacted me, and offered me the minimum salary as listed? I countered with a salary that was slightly less than 110% of the original offer. I gave the following reasons: Since the salary was listed as the minimum starting salary, I assumed it was what would be offered to someone who met the minimum requirements. As someone who met all of the minimum as well as the preferred requirements, I had assumed I'd be offered more. I spoke about the HR chart that showed the pay range for my specific pay grade. Although I only have a few years experience, I consider myself between the 25th and 50th percentiles in experience and preparedness for this position, as opposed to below the 25th percentile. I also mentioned that I was requesting a salary equal to the salary I had when I left the workforce to start a family in 2016. And we all know how much more I could buy with that salary in 2016, compared to what that same salary will buy in 2024. I said I didn't want to take a step back in what I felt my time and effort were worth. Finally, I explained that I knew I was entering into a career field with a landscape that has been struggling for the past few years. I knew a raise would be unlikely in the near future, and so I would appreciate starting at a higher salary, since I'd probably be there for a while before seeing any increase. And guess what? HR didn't even counter. They just agreed to the salary I requested based on the support I provided for my argument. And they could do so within an hour of me asking, because I stayed below that magic 10% increase. I'm not sure of the exact moment that I started standing up for myself and acknowledging the value I bring to a position. But I am sure that 24-year-old me would be inspired and so proud. #negotiations #selfworth #knowyourvalue #humanresources #hired #educateyourself #salary #offeraccepted #salarynegotiation #hiring

Is it time to ask for a pay rise? ⬆ Here's the 5 key steps to a successful salary review 🖐 Follow these for a better a chance of getting that pay rise you deserve! #PayRise #SalaryIncrease #SalaryReview https://lnkd.in/eycwbbPY

Don't know how to ask for a pay rise? The art of negotiating a pay raise can be a game-changer in your career! Asking for a salary increase can be daunting. It’s never easy to approach your boss and ask for more money, especially when budgets are tight. Some find it awkward while others worry that asking for a raise will make them appear demanding. But it doesn’t have to be that way.  Check out our essential 6-point guide: 1. Craft your compelling reasoning 2. Explore salary research 3. Schedule a strategic meeting 4. Master your negotiation plan 5. Develop a solid contingency plan For more information click the link below: https://bit.ly/490nhJe For more guidance or if you are looking for a new role, please do not hesitate to reach out: amanda.may@hays.com.au #hays #haysrecruitment #payincrease #careeradvice