What do you do if you need to negotiate salary or raise when transitioning to a new role or company?

Warren Buffett once said, "Price is what you pay. Value is what you get." ?? Had an inspiring talk about recognizing personal value before entering negotiations. Heading into a negotiation? Know your worth! ?? Research salary ranges, reflect on your skills and unique contributions. Ready to negotiate with confidence? Let’s arm ourselves with facts and secure what we deserve! ?? #KnowYourValue #NegotiateSmart

This is a key step in the process. You need to be clear on what your new duties are in relation to you previous ones. If your HR team is proactive, they will help with consolidating the list and finding the correct title and salary for you, but don’t depend on others to advocate for you, especially if you want the change to be timely. Once you have a clear list of responsibilities, match the list with popular titles for your industry and then check sources like Payscale, Glassdoor - to find appropriate banding given your skills. Note, your company may vary on the scale of this banding, so be flexible in your proposal. Once you note these factors, consider how you got the position - did you apply or was it expected of you. Pitch accordingly.

When negotiating salary or a raise during a transition, research is key. Know your market value using platforms like Glassdoor or PayScale. Highlight your accomplishments and the value you bring. Practice your negotiation pitch and be confident but polite. Emphasize your skills, experience, and how they align with the role's demands. Be open to discussing perks or benefits if salary negotiation hits a ceiling. Consider the entire compensation package, including bonuses, flexible hours, or professional development opportunities. Finally, be prepared to walk away if the offer doesn't meet your expectations, but always leave room for a counteroffer.

Yes, know your worth and- be realistic about it. If you err on the side of undervaluing yourself, you might be taken advantage of. If you show up with too high of a self-valuation, you will deter the hiring manager. Lastly, always leave room for negotiation. Flexibility is a very desirable trait!

When I have been in search of a development opportunity, a tool that has helped me negotiate my salary base is always keeping my achievements in mind, based on facts and specifically, so that when I am discussing with the position owner, I can naturally share them in conversations, without it seeming forced, in order for them to recognize the success of my career as it applies to the position and evaluate my salary level accordingly

Make sure your research is deep on the role and its responsibilities and how your skills align with them. Once this is clear and an offer has been put forward to you ask for some time to review (A day). Prepare your response and counter offer should you feel that the offer is not in line with sector expectations.

Be honest about why you are asking for your salary. It is because you think it is the market value, your value, or the salary you need to make the change to new employment. Whatever the reason the more honest you are about the ask the more likely you will secure the outcome you want or an agreement as to when they can pay you the amount you are asking for. Most importantly if you don't think they are paying you your worth - don't make the change. Because if they are not paying you your value at the beginning they are unlikely to ever pay you the amount you are seeking.

Articulate your value within the context of the role you'll be doing and the area you're in. It's important to do your research, and ensure that you have objective data points for why you're asking for the salary in question. This conversation can be based on location, job title, HR hiring band, benefit packages, and salary. When possible, don't forget to think about your value outside of just a monetary amount. The title you have in the role can be just as important as the salary you're asking for, and having a complete picture of what you want to ask for can help have multiple points for value negotiation.

I have found using case studies and results in these conversations a key foundation that will evaluate your credibility and worth in the negotiation. Prepare in advance some top line actions you would like to review upon accepting the new roles, this will show your focus to gets results.

You're talking about yourself and your values, so . . practice them, be proud and say it out loud. Hearing your on voice talk about your own values and worth helps build confidence to say it to the people that need to hear it. Also in the negotiation make sure you pause, take your time and also listen.

You should not be expected to make a sideways step and retain the same salary and be given more workload and responsibilities, however, now that you have done the homework for the salary expectation and associated benefits for the role across the industry you should be mindful to make this a spring board opportunity. 1. Does this elevate your career? 2. What is the comfortable amount you would accept? 3. Is there performance related pay options?

Think package vs. salary. What is fixed, what is variable, what other quantitative and qualitative things you will get. Consider which stage of your career, for example, in your early career, you want to maximize your professional development, gain more skills and get more education opportunities. If you can negotiate funding your MBA or certification, this has long term ROI.

Navigating an internal job move often relies on having strong allies: ?Leverage HR. They can share a list of key skills, salary brackets, and insights on the recruitment process to help you prepare. ?Connect with Decision-Makers and Leaders to learn more about the role and team dynamics. ?Maintain a strong bond with your current Manager: -Acknowledge their mentorship and continued support. -Seek their guidance. Every good leader wants their team members to succeed, and your growth reflects positively on them. -Plan for a smooth transition and include the terms in the negotiation. This ensures minimal disruption to your current team and demonstrates your professionalism. Offer to assist in recruiting and onboarding your replacement.

Remember that behind every problem there is a person who can fix it and any leader will put on the table whatever he has to put so that "headache" is being taken care off. It is never a matter of budget. It is a matter of whether or not you have enough self-awareness to: - explain the problems you fix - justify the value you add - claim your worth