Here's how you can secure additional benefits or perks when negotiating a salary increase.

If you don’t believe in yourself and you abilities, if you don’t truly understand your own value and worth…no one else will either. Start there 1st. By investing in you. Preparing for a negotiation involves recognizing your value: Reflect on Achievements: Consider your past contributions and successes. Assess Skills: Identify the skills you bring to the table. Build Confidence: Use this self-awareness to boost your negotiating stance. Articulate Worth: Clearly state why you deserve a raise and additional benefits. Propose Perks: Suggest professional development opportunities that benefit both you and your employer. Understanding and conveying your value ensures you enter negotiations prepared. And in alignment with your values.

Remember, the key to successful negotiation is preparation and confidence by demonstrating your value: 1. Do Your Research: Know industry standards and what others in similar roles receive. 2. Show Your Value: Highlight your contributions and your positive impact. Be objective, so don′t forget to use specific examples and data to support your case. 3. Be Open to Perk: If a raise isn’t possible, negotiate for benefits like remote work, tuition programs, stocks, etc. If you don't get the answer you were hoping for, don’t get discouraged. Persistence and resilience are part of the journey. You’ve got this!

Once you know your worth and value in the market, it's time to have an honest and bold conversation. Few times in life can have as dramatic an impact on a life as a salary increase. A key aspect is that you are constantly reselling yourself, in essence, to your employer, just as you did when you first interviewed. Make sure to pull your supervisor aside and may even prep them if you want to discuss your career.

In a salary negotiation, I feel comfortable using the following phrase: 'I like to grow in organizations that recognize my value, appreciate my contributions, and where I can develop knowing that my compensation is fair and market-based.' I say it clearly when I know my performance exceeds expectations

I find the notion of ‘good, better & best’ to be helpful when appropriate and this could be potentially applicable here. Working out your most ideal & preferred outcome in alignment with your value and ‘industry norms’ (which is a phrase I am not a fan of…) then having 1 or 2 options to work down to could be helpful in negotiations. The ‘best’ outcome here being exactly what you want without having to compromise anything at all, and the ‘better/good’ options being the ones you could comfortably negotiate down to, whilst maintaining that the lowest option is the non-negotiable bottom line you need. This illustrates both flexibility in your approach, and your preparedness to negotiate whilst maintaining your value.

Start with the things you like about the offer, then proceed to the things you wish were different. “Thank you for putting this offer together. I’m really excited about the benefits & 401k match, but I was really hoping for $5000 more on the salary. Is there anything we can do here?” (never say “Is this the best you can do?”) “We can’t move on the salary. This is the max we can do.” “Ok. I understand you can’t move on salary. How about another week off?” “That may be something we can do. Let me ask the hiring manager” I did get the extra week off. Sometimes, a better title or an extra week pays off more over asking for an increase. Important to emphasize that what worked in one negotiation may not work in another negotiation.

Flip the narrative. In situations like these, organisations & relevant stakeholders look at things differently to the individual. Flipping the narrative could be a game changer for negotiation tactics. For example, instead of asking for a raise- which could be interpreted by stakeholders as further expense, position it as an investment into the business to reduce the risk of costly high turnover & recruitment fees. They might be paying you a higher salary, but it’s cheaper in the long run than paying out for new staff & training… Or, asking for health benefits to help reduce the risk of sick days which costs millions annually. Again, they are investing in health support which benefits both you & the PR for their business.