Here's how you can navigate counteroffers in salary negotiations in Corporate Communications.

The best way to approach is to first know your own strengths and what you bring to the table. You need to communicate it to the employer that your work will benefit them in the longterm and that your monetary expectations will only support your enthusiasm. Always, do research on the role and level they are offering, compare it with their competitors, reach out to fellow corporate communications professionals and do some reading on the platforms like Glassdoor and more. Finally, if there are perks that will also benefit you even if the hike isn’t that high, you might still consider it, for example- WFH or hybrid facilities, pickup and drop services, free food service at the canteen etc.

The counteroffer curveball - a shot across the negotiation bow designed to keep you anchored. But savvy communicators know how to deftly sidestep this tactic. First, get the full picture - is it just a salary uplift or enhanced benefits too? Assess if it aligns with your long-term career trajectory or merely a short-term bandaid. Maintain your poise and reiterate why the new role is the best strategic move. If the counteroffer truly trumps, don't burn bridges - convey your appreciation while standing firm on your decision. With skill and professionalism, you can navigate this delicate dance and ensure the outcome serves your ultimate goals.

In my opinion, it is important always to assess if your salary is below market value. Websites like Glassdoor, Payscale, and LinkedIn Salary can provide insights into salary ranges for similar positions. If you feel your salary is below market value, prepare to negotiate for a higher compensation package. Highlight your contributions, achievements, and the value you bring to the organization during discussions.

I understand the significance of thoroughly assessing one's own value before entering any salary negotiation. In our field, the ability to manage information flow and uphold the company's image directly impacts the bottom line. Before stepping into negotiations, it's crucial to reflect on your achievements and skills that have contributed to your current organization. Have you led successful campaigns that have positively impacted the company's reputation? Being able to articulate these contributions not only highlights your worth but also provides leverage during salary discussions. By understanding and confidently presenting your value proposition, you can negotiate a salary that reflects your true worth in the Corp Comm arena.

First, I reflect on my specific achievements within the organization. This includes any quantifiable improvements I focus on the broader impact of my work. By connecting my contributions to the company’s bottom line—I can make a compelling case for my value. I also highlight any leadership roles or innovative strategies I’ve introduced. Leading teams, mentoring junior staff, or pioneering new communication approaches not only showcase my leadership abilities. Finally, my commitment to professional development is a key factor. Engaging in continuous learning through certifications, attending industry conferences, or keeping up with best practices demonstrates my dedication to maintaining high standards.

Staying informed about industry trends and salary benchmarks is another critical aspect. Understanding the market rate for my position and the typical salary range within similar companies helps me to set realistic and competitive salary expectations. Also need to consider other soft benefits companies are offering.

Really take time to look at all the benefits and the finer details of your initial offer. In most cases, it requires some negotiations. After you have done your homework and you understand what your value is, be confident in your assessment. Provide details on why you believe you are worth more. How will you raise the bar in this role compared to others? What have you done in the past that supports your claims. There is almost always wiggle room with compensation. Also look at other aspects of the offer, like benefits, vacation, sick days, work from home opportunities. If you are like me, look for organizational support to attend conferences in your field or earning certifications to further develop your skills.

Firstly, specify the aiming salary and substantiate the request with clear examples of once contributions and achievements. Highlight the skills and experiences that make invaluable, such as crisis management expertise, successful campaign leadership. Quantify all the accomplishments where possible to give concrete evidence of your value. Beyond salary, should think about other benefits that matters. For instance, opportunities for further training or professional development to enhance skills and stay updated with industry trends.

There may be some instances where salary compensation is non-negotiable. Be aware of your environment. Have a list of things you would like to see included in your offer and as you embark on your negotiations, pay attention to their responses and behaviours (both in what they say and do and especially in what they don't say or do). That will determine what items on your list that are most important to you that you will negotiate. Remember, you know what your worth. A smart man once said, "You don't get what you deserve, you get what you negotiate." If the offer doesn't meet your reasonable expectations, it's your choice to accept or decline.

Always, always, always, review the final offer with all the changes before signing. Be sure you agree with everything you negotiated and never rush to sign. I've seen in the past where some hiring managers try to play off how urgent it is that you sign immediately. These tactics should raise some alarm bells. If they really value you and what you bring to the table, they will most certainly provide you with ample time to review and make your decision.

It is often said, if you don't ask, you won't get. That doesn't mean ask for your entire shopping list. Hone in on what you really want to get out of it. Weigh out the pros and cons of your offer and if you could change 2 or 3 things, what are the most important to you.

Rather than wait for your team to bring you counter offers, try to work proactively with your HR partner to have a clear salary structure per role and development plan for each team member. I'm lucky to have worked in a company where there was a robust salary banding, benchmarked and regularly reviewed in employee development check-ins.