What do you do if your adaptability isn't reflected in your compensation package?

We can evaluate how flexibility and willingness to adapt can positively influence projects or outcomes within the organization. Study the market and the salary range offered for the role. Initiating negotiation based on the feedback provided, measures to improve, your skills sets, your learning attitude and market standards. You can gain their trust by letting them know that you will be a good fit for the organization.

If your adaptability isn’t reflected in your compensation, assess your contributions and impact on the organization. Document examples of your flexibility, such as taking on varied roles or projects. Research industry salary standards for similar roles and prepare a data-backed case. Approach your manager or HR to discuss a possible adjustment to your compensation, highlighting your adaptability and its value to the company. Be prepared to negotiate, considering also non-salary benefits. This proactive approach can lead to a constructive dialogue about aligning your compensation with your contributions and market standards.

Understanding your true value can be aided by knowing the COST to the company to replace you. - How long would it take to adapt to the environment? - Are you willing to get 'into the weeds' and do things others may perceive as below them? - what roles and responsibilities do you undertake above and beyond baseline role requirements? - what results have you achieved? - how well do you fit into the culture? Knowing this information assesses the risk to the company if you leave (beyond salary). Having these highlighted respectfully will aid your employer in understanding the true cost of losing you which establishes leverage in the negotiation.

Adaptability involves creativity, humility and bravery. Creativity - Not following old patterns of thinking. Humility - doing what it takes and not being 'above' what is required when some tasks aren't challenging. Bravery - to challenge the status quo when presenting ideas. showcase specific examples of these using the STAR method. (situation, task, action, result).

To ensure your adaptability is reflected in your compensation, prepare to negotiate. Document your versatility and achievements, research market rates for similar roles, and arrange a meeting with management. Present your contributions clearly, advocating for a compensation package that matches your value and industry standards. Be open to discussing different forms of compensation, not just salary. Approach the negotiation positively, aiming for an outcome that acknowledges your adaptability and supports your career growth.

Objection handling starts from the beginning of the negotiation process not when objections are presented. The greater the rapport with the person you are negotiating with, the lower the chance of objections and how many you will receive. Back up the objections with counterarguments respectfully, displaying empathy for the other party's point of view. The higher the rapport you have, the easier the process will be and increase your chances of success.

Assess Your Value: Evaluate how your adaptability has benefited the organization. Prepare Examples: Document specific instances of your adaptability in action. Request a Meeting: Ask for a meeting with your supervisor to discuss your compensation. Present Your Case: Clearly outline your contributions and why you deserve a compensation review. Be Open: Listen to feedback and be open to alternative forms of compensation. Propose Solutions: Suggest a revised compensation package if appropriate. Follow Up: If needed, follow up to revisit the conversation or explore other options. Seek Support: Get HR or other departmental support if necessary.