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Victoria Pynchon

As the co-founder of She Negotiates Consulting and Training, I offer my services as a keynote speaker, trainer and consultant....

She Mediates

ADR Services, Inc.

She Negotiates

She Negotiates

The 33 cent wage and income gap is unacceptable and unnecessary. So is the cliché glass ceiling. Bottom line, our...

How to get a raise in 2011 (the bullet point outline with a special note for women)

  • UNCOUPLE YOUR PRESENT VALUE FROM WHAT YOU MADE LAST YEAR
    • your present compensation serves as a powerful anchor of your value to your employer's advantage
    • the following suggestions are a way of re-anchoring that value so that your starting point is greater than what you made this year
    •  recalibrate your value according to what you are worth in your employer's hands, i.e., what does your employer save or make based upon the work you do (this may require research on your part)
    • use that value in setting your desired compensation (also include the cost to your employer of replacing irreplaceable you)
  • ASK DIAGNOSTIC QUESTIONS
    • begin asking your employer and superiors diagnostic questions (questions designed to learn what your employer needs, desires and prefers and what your employer is most concerned about in regard to the continued profitability of his/her business)
      • "how's business" is a great open ended diagnostic question that does not assume the answer
      • more specific questions include "what does the company need to accomplish in the first quarter of 2011 to meet its financial goals?"; "what are the company's first quarter financial goals?" "what do you see as the primary obstacles to achieving those goals?" "what do you see as the primary drivers of success in reaching those goals" etc. etc.
      • don't ask these questions impromptu; write them down as a way of brainstorming the most powerful questions and those that would be easiest to ask
  • A NEGOTIATION IS SIMPLY A CONVERSATION LEADING TO AGREEMENT 
    • start the negotiation conversation over lunch or coffee and do so casually (sharing food is a bonding experience because food stimulates the release of the body's trust-building hormone oxytocin)
    • use the first raise conversation to ask diagnostic questions and show interest in the interests of the company as well as in the interests of the individual you're sharing a meal with
    • in other words, use the first conversation as a trust building exercise and as a way of distinguishing yourself as a valuable self-starting employee whose concerns go beyond your own personal welfare
  • WHEN YOU'RE READY TO NEGOTIATE THE RAISE, "unpack" your value to your company and your own short, medium and long-term goals
    • as a result of the diagnostic questions you've asked, you should have a list of the ways in which your employment contributes directly to the company's bottom line profit and you should monetize each one of those items of value
    • your monetized value should be at least two times what you're going to ask for by way of compensation ~ this shows your employer what a great deal you are
    • turn as many dollar items into other benefits as you can; that makes the $$$ request less daunting to your employer, i.e., flex-time, vacation, bonuses based on value delivered, and don't forget how valuable your employer's interest in your own career growth is to you 
    • ask to be included in activities that will result in promotions and greater opportunities for client or product development or sales (a young attorney, for instance, would ask for greater case responsibility; more opportunities for direct client contact; more time to concentrate on building her own book of business, etc.)
  • THE ASK - name your price first and to make your first number aggressive but not outlandish
    • you need at least three numbers to negotiate with - high, medium and bottom line
    • start with your high number
    • consider linking your high number to performance contingencies, i.e., if I do X and Y as I've promised, then my total compensation for 2011 will be Q; these performance contingencies can also be tied to the company's performance in 2011.
    • don't give all your reasons for your raise at the same time; you need a good reason for each of your high, medium and bottom line numbers - each round of negotiation requires "a number and a reason"
    • when making concessions, consider trading items of high value to you and low value to your employer, i.e., it doesn't cost your employer anything to let you work from home one or two days a week but it may well save you significant monies over the course of the year in transportation and incidental costs (this is called "log rolling")
    • go to your medium number reluctantly and stress that you are making a concession and expect reciprocity
    • go to your bottom line number only when you've completely run out of options
  • PRETEND YOU ARE NEGOTIATING FOR SOMEONE ELSE
    • we women have a particular challenge in negotiating for ourselves because asking for ourselves contravenes gender norms
    • the research shows that we negotiate as effectively as men when we're negotiating for another but not when doing so for ourselves - so make yourself your own client and go out there and get the best deal for her

Comments (3)

Read through and enter the discussion by using the form at the end
Joe - December 3, 2010 3:36 PM

All good points. Have you ever considered also asking an employer for an employee benefit statement?

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http://www.mybadcreditloans.org.uk/ - August 31, 2012 12:02 PM

You are so awesome! I do not suppose I've read through a single thing like this before. So good to find someone with some original thoughts on this subject. Seriously.. thanks for starting this up. This website is something that's needed on the internet, someone with a little originality!
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