Ways To Negotiate For A Higher Salary

Overcome the fear of rejection and resentment and bring in self-confidence while asking for a higher salary.

Salary negotiation happens either when an employee explores a new job opportunity, or during the yearly performance assessment meetings in the current organisation. Though difficult, it is necessary that employees at all levels overcome the fear of rejection while asking for a salary hike. Let’s find out the trick of doing it the right way…

Six guidelines to adhere to when one decides to engage in negotiating higher salary:

Do homework on market benchmarks, compensation trends:

Thorough market research across industry verticals sets the ground work for a better understanding of the compensation trends and current realities. Some of the important research areas will be to find out the range of market salary for the position offered by the new organisation, or the role in the current organisation based on experience and qualification; and, the market trend specific to the industry/sector.

Take inputs from professionals and recruitment consultants, the state of business operations and the compensation structure of the organisation in order to assess its percentile positioning in the market compensation. One should use this data to take an informed stand prior to the salary negotiation.

What value you bring in?

Be very clear about how you are going to add value to the business objectives and deliverables. Once you have the clarity on the linkage between your own deliverables and the tangible business outcome, it becomes much easier to justify the basis for negotiation and one becomes confident of the compelling reasons to look forward to a higher salary.

Overcome fear/shyness:

Probably, the most common reason why one doesn’t ask for a higher salary is for the fear of being rejected, fear of coming across as demanding or fear of resentment from one’s boss. One has to overcome this fear and bring in self-confidence to justify the case of asking for a higher salary. This can only be possible when someone has substantial data and facts captured from research as mentioned earlier, which helps in an objective and professional discussion around salary increase.

Last drawn salary as the baseline:

Most often any new salary offer gets pegged to the last drawn salary. It is only fair that the current salary should be treated as the baseline for further increments. However, one needs to keep in mind the additional competencies required to manage the challenges and deliverables of the new role. This will help justify the indicative increase on the last drawn salary.

Comprehend and negotiate the CTC components:

In most cases, negotiation happens over CTC (Cost to company), which in most cases, is divided between fixed and variable parts. However, it is very important to comprehend and if required, negotiate on the various components of your CTC, which might help in arriving at a better take home salary.

Be realistic and reasonable:

One should be realistic about what you are asking for. The negotiation discussion should not be perceived by the organisation that the employee is demanding and greedy, something which is unreasonable and unjustified. It is always appreciated when the employee creates a platform for objective and factual discussion, which leads to a mutually agreed outcome.

10 ways in which you can negotiate your salary

Here are some common mistakes you can avoid while discussing your salary with a potential employer.

If you didn’t bag the best compensation in the market when you switched jobs, don’t worry. The best of professionals come up short when it comes to discussing salary with a new employer.

1) Accept initial offer and lose Rs 1 crore

Always, always, always negotiate. Women and first-time job seekers are more prone to accepting the opening offer without questioning it. A 10% salary difference in the first job with a CTC of Rs 4 lakh represents a lifetime loss of over Rs 1 crore, assuming a 15% annual hike over a 40-year career.

So, politely restate your case and provide justification for a revised offer. In over 95% of the cases, the employer has not made his best offer right away and is expecting you to negotiate upwards. As a ballpark, ask for a 10% increase.

2) Do your homework on position & firm

Thoroughly research the market and the firm. In negotiations, as in war, the better prepared side wins. Never approach a new employer without finding out the standard market salary for the position offered based on your experience and qualification.

Start with online research, and then talk to professionals and recruitment consultants. You can also speak to people in the company to have an idea about the latest state of its business, operations and the compensation structure. Use this data to justify your stand.

3) Don’t use last salary or financial need as pegs

Focus on the value you will bring to the company. Most professionals are browbeaten by the firm’s hiring manager, who will peg the new offer to your last drawn salary. This is usually underselling your competence since it does not give you a fair market correction.

Similarly, do not negotiate on the grounds of how much money you need. Convey the value addition you will provide to the profile and firm, and why you deserve a better deal.

4) Have a back-up plan

Know your options if you choose to walk away from the offer. Only if you have a back-up plan can you negotiate without fear and take a stand on a fair compensation structure. This is the reason it’s not advisable to quit a job before you find a new one. In today’s challenging job market, a few months of savings or an alternate source of income will do wonders for your confidence during the negotiation process.

5) Let the employer start salary discussion

Let the employer talk about salary first. Most newcomers make the mistake of initiating the compensation discussion early on in the game. This exposes your inexperience and sends a negative signal that you are concerned only about the salary, not the profile. On the other hand, if the employer makes the first move and quotes a figure, it sets the floor for the negotiation and the final salary can only be negotiated upwards from there.

6) Don’t be eager to share information

Be miserly about sharing salary details initially. Knowledge is power, more so in a negotiation. So, don’t be in a hurry to pass on information about your past compensation, precise expectations about salary, bonus etc.

Focus on discussing your achievements, proposed job profile, and your fit with the position and the company. The more you delay it, the greater is the time that the firm is investing in your hiring. This usually translates into a better job offer.

7) Only accept a verbal offer

Get every commitment in writing. If the hiring manager makes a verbal one—review in six months or a guaranteed 20% bonus—it has no meaning. If the firm is reluctant or slow in making its promises in writing, treat it with suspicion.

The firm is either looking at a stronger candidate or has no intention of following up on its promises. Do not resign from your existing job till you have signed a written offer.

8) Avoid wrong advisers

Trust either your own research or independent consultants. The hiring manager’s advice to you about the ‘great’ offer is a clear conflict of interest. So is the advice of the recruitment consultant who is dealing with you.

The inputs from inexperienced negotiators like your friends often miss the point and focus on power play instead of creating value. So, conduct your own research and seek inputs from consultants not related to the ongoing hiring process.

9) Refuse instant rewards

Invest in delayed gratification. If the hiring manager throws in a Rs 1.2 lakh joining bonus to sweeten the deal, recognise that it will not be there next year. So, your take-home salary in the second year will be lesser.

Instead, ask for a Rs 10,000 monthly hike. Though there won’t be any instant cash, the cumulative benefits will be much more, as also permanent. Similarly, the new job should add long-term, permanent value to your career and not be a fresh start for the sake of compensation.

10) Don’t show desperation

Rehearse your lines to avoid showing your need. As in a dating game or a sales process, any hint of desperation swiftly kills your ability to succeed. Even if you urgently need the job, you will have to find a way to stay calm and respond smartly during the selection and negotiation process.

Seek inputs from trusted professionals to rehearse your responses. Don’t be in a tearing hurry to reply to e-mails and job offers from the hiring manager. Respond as you would to standard communication.

Don’t forget the extras

Sign-on bonus

If the employer’s bureaucratic salary band restricts him from paying your worth, ask for a signon bonus to cover the difference. It is the easiest solution for the employer to match your value without upsetting the applecart. The bond for this should not exceed 12 months.

Relocation cost

Most of the employers would be willing to consider covering your relocation expenses if you were to take up the issue. The amount is typically higher for senior positions, so negotiate accordingly. Check if the reimbursement is for actual expenses and whether it is tax-exempt.

Flexitime & flexiplace

How much would you pay for the privilege of flexitime at your workplace? Or for the opportunity to work from home? Both benefits have a tangible value for you. Discuss these options with the firm to make your offer more attractive.

Six-month review

Depending on the firm’s annual performance review cycle, the next increment and bonus could be 12-18 months away. Ask for an early review in, say, six months. It is not a risk for the employer, while it gives you an opportunity to prove your worth and earn a quick salary revision and/or bonus.

Leave

Though often bound by rigid policies, many employers are willing to look at special requests for paid leave. You can explore the options for a longer maternity leave, a sabbatical in 3 years’ time, a month’s furlough after 18 months, or simply an extra week’s leave.

Source: The Economic Times