Six Figure Salary Negotiation: Industry Insiders Get You the Money You Deserve
"Six-Figure Salary Negotiation" is the insider's guide to salary and benefit negotiation with wisdom and advice from six CEOs who are global experts in employment issues.The book takes a pragmatic and strategic approach to salary negotiations from determining one's value to interviewing and negotiating. Throughout the book, the author and experts interviewed share highly effective negotiation strategies and techniquesEach chapter features: interviews with CEOs who are recognised experts in areas related to specific employment issues, as well as CEOs of other leading firms; stories and anecdotes related to employment, compensation, and salary negotiations; and, exercises, tips, and checklists on each topic to help readers devise their own personalised strategies.
an example. My clients are attorneys who represent people, many of whom have been injured and now have permanent disabling conditions. These people are our ultimate clients, and their satisfaction with our work is paramount—so much so that we have a guarantee: If you aren’t satisfied with our work, you don’t owe a fee. I want to know that the client is satisfied because that gives me satisfaction. There are times when, just as we submit a report to the attorney, we’re told the case has been
than using a threat. * * * Knowing when to bring up the salary discussion and with whom is a matter of discernment, and it is situational. You can’t just waltz into the boss’s office one day and say, “Hey, I think I deserve a raise.” In some cases you’ll be discussing salary with your current manager because of a change in your responsibilities, and in others you’ll be talking to a new hiring manager within the company because you’re up for a promotion. Let’s consider some examples: You
very long. Research shows that most people who accept a counteroffer are gone within a year or two. Often the circumstances surrounding their leaving are less advantageous than the offer that they received. Why? Because something prompted that employee in the first place to pursue another job opportunity. Even though the employee has received a counteroffer and agreed to stay, whatever made the employee dissatisfied, restless, or long for a new challenge is still there. Even with more money, the
promoted to manager and, in an effort to show what she really could do, never asked for help. Even when colleagues tried to give her coaching or friendly advice, Roberta rebuffed it, saying that everything was going great. As a result, her career stalled. She failed to develop the people skills necessary to succeed as a manager and in a few years found herself back in a technical position at a different company. THE TIP: Get as much mentoring, feedback, and coaching as you can. You will make a
more they are recognized and rewarded. 5. Fit: Just as you shouldn’t go into a marriage with the expectation that your partner is going to change, do not go into an organization expecting the company to change so that you are more satisfied. (The one exception here is if you are hired as CEO with an explicit directive to change the company and its culture.) Your job as a buyer in the interview and negotiation process is to understand the organization and its culture as well as you possibly can