| Use these
five rules to get the compensation package you want
When you accept a promotion, there is no rule that says you
have to accept the salary package that comes with it. Treat
a promotion the same way you would treat a new job –
and negotiate your compensation package. When negotiating
with your boss, keep these five rules in mind:
• Rule 1: Know what
you’re worth on the market. Don’t just look up
one salary survey to determine your market value. Do plenty
of research. Find out what different companies in the industry
offer employees in your new position. Find out what kind of
bonuses different companies award. Look into secondary compensation
elements such as stock options. Call trade associations, read
trade publications, talk to people in the field and interview
recruiters to find out as much information as you can.
• Rule 2: Be reasonable.
If you have unreasonable demands, you only serve to weaken
your negotiating position. Plus, you can hurt your relationship
with your new boss before it even begins. What you ask for
– as well as how you ask for it – sends important
messages to your new boss about what kind of person you are.
• Rule 3: Don’t
be vague about what you want. By the time you enter into negotiations
with your boss, you should have done enough research to know
exactly what you want. You should also know which of the items
on your wish list are non-negotiable, and which you can live
without. This allows you to have flexibility during the negotiation.
• Rule 4: Don’t
make salary a deal-breaker. If your boss can’t quite
give you the salary you want, don’t automatically turn
the promotion down. If the new job is a perfect fit for you,
and you’ll have plenty of chances to advance, it may
be a wise investment to take the position at a lower salary
– and make up for it down the road.
• Rule 5: Don’t
be afraid to walk away. In a negotiation, you have no power
if you aren’t willing to walk. Figure out your deal-breakers
– those things that you will not compromise on –
and don’t be afraid to walk away if they can’t
meet your demands in those areas.
Adapted from Working Woman
Reprinted with permission from the Manager’s Intelligence
Report, www.ragan.com (800-878-5331)
Finding Potential Leaders
Want to find the potential leaders among your employees?
Here are some things to look for:
• Ask employees this question: “When I’m
not here, what person do you turn to for answers to your questions?”
If you get the same answer from several people, that means
the person they all mention knows his or her job and everyone
else’s too.
Caution: Make sure the person the employees choose is respected
and not just someone they like to dump their work on.
• Look for these signs of respect at staff meetings:
You notice one person everyone listens to, and that person
seems to speak for the group and can get group members to
change their minds.
• Note who doesn’t fear change and is most willing
to try a different way of doing things. Potential leaders
are flexible and they respond quickly when the organization
decides to change.
Source: Secretary’s Letter, 12 Daniel Road, Fairfield,
NJ 07004.
Reprinted with permission from the Briefings Publishing Group,
www.briefings.com (703-518-2337
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