Here's how you can navigate a strict salary structure to negotiate a salary or raise.

Specific to hospitality, top talent right now is in the driver's seat and will be into the foreseeable future. Having strict salary guidelines - the rule in and of itself - is "old school." There is no rhyme or reason if someone is excellent in her role and wants to stay in that role why she should not grow beyond salary bands. We often promote to the point of failure or unhappiness when someone simply wanted more $. Use you track record, your ROI to the company itself by what you bring in, ask for allowances, one-time stipends, merit bonuses or myriad other tools. Strict salary structures - themselves - are a disservice to any business model. Pay for performance and what one brings to the operation is where it is at. Leave if not paid well

Knowing the rules, the current company situation, and how/when things are reviewed is extremely important. You do need to know if any exceptions have been made in the current structure. If not, you need to question is there an opportunity to create a new role in an area the company has a new need and that you provide exceptional value. In a company with a strict structure you may be limited in an existing role due to the framework, but a new role may free you from those constraints.

As someone who deals with this regularly, understanding that there can be guidelines is important. Within those guidelines, there needs to be the opportunity to be flexible with base salaries, bonuses, and other tools to incentivize a quality worker. Rewarding the staff member who contributes to increasing ROI, operational profit, or enhancing the guest experience without breaking the bank. Sometimes this is a delicate dance. A business may have many revenue centers but the success of one may not mean the success of all. Recognizing that top talent and challenging them to assist where their strengths can improve other areas will help make the case for a raise.

Understanding the rules of the game before entering any negotiation is essential. Knowledge of the underlying principles, norms, and expectations can provide a strategic advantage. It helps in setting realistic goals, identifying potential leverage points, and anticipating the other party's moves. Being well-versed in these rules also aids in maintaining professionalism and avoiding missteps that could derail discussions. Moreover, it fosters confidence, enabling you to navigate the negotiation process more effectively and reach a mutually beneficial agreement. Preparation and awareness are key to successful negotiation outcomes.

Essentially, if you're at the lower end, use it to support your request for an increase based on your qualifications. If you're near the top, consider negotiating other forms of compensation like professional development or flexible work arrangements. In my experience entering the public sector in a government finance department, I was on the lower end without any experience. However, I was provided more value in professional development and training opportunities. This training provided me the foundation to be the fastest growing professional in our department and currently I sit in the second highest position in the department. Value is not only monetary, remember that.

To argue for a higher salary or raise, document your achievements, responsibilities, and added value to the company. Highlight instances of going above and beyond, contributing to significant projects, or taking on more responsibility without extra pay. Use this evidence to show why you deserve more than the standard salary and how your contributions have a positive impact on the company's performance.

It's always all about VALUE so do the work to clearly articulate your contributions, how they’ve benefited the company's performance and results, and what competitors could be willing to pay.

Highly agree with everything stated above, however the thing that is missing in my opinion is research. Researching the pay you deserve can vary by looking at job descriptions that are or have similarities to your current position but the better form of research is person to person inquiry. Reach out to your fellow colleagues in and across the sector to ensure that your raise is within the threshold you are asking for. This helps you to see and ensure your 1) in the correct pay range and 2) your organization is in alignment with that of other organizations. This strategy worked wonders for my pay raise negotiations when being promoted.

Use practical examples of your deliveries and contributions to demonstrate your value and positive impact on the company. What actions did you take to move the needle for the business? OKRs, KPIs... The goal is to show that your contributions justify a higher salary.

A company with set pay grades for positions. While they might not budge on the base salary, they often have more wiggle room during other times. For example, consider a performance review. Strong results might justify a bonus or increased stock options, effectively boosting your total compensation. Similarly, a promotion to a higher pay grade within the structure becomes a possibility. By focusing on these opportunities and exceeding expectations, you can still achieve financial growth within the company framework.

This is the way. I prefer to negotiate right after delivering a high-impact delivery. When the company is celebrating wins, it's easier to showcase my value and justify a raise. I've learned that choosing the right moment can make all the difference in getting my request approved.

Focus on timing. Identify the best times to initiate salary discussions, such as during performance reviews, after a significant accomplishment, or when the company is performing well financially. Avoid periods of budget cuts or organizational restructuring. Pay attention to your manager’s schedule and workload to choose a moment when they can fully engage in the conversation. By strategically selecting the right time, you can increase the chances of your request being considered favorably, even within a strict salary structure.

You get what you negotiate, not what you ask for. It's crucial to advocate for yourself effectively. Follow my steps to secure a raise: 1. Do Your Homework: Research salary ranges for your position, experience, and skills using tools like Glassdoor and PayScale. This gives you a strong foundation. 2. Prepare Your Case: Highlight your achievements, contributions, and how you add value to the company. Show specific examples of your impact. 3. Practice Your Pitch: Rehearse your negotiation points with a trusted friend or mentor to build confidence and refine your approach. 4. Choose the Right Time: Schedule the discussion when your manager is likely to be receptive, such as after a successful project or during performance reviews.

The term "speak up" to me sounds like it can go two ways. I like the WORK to speak for itself as well as the PERFORMANCE. So, "speak up" is appropriate, but I like to have facts. In today's ChatGPT world, information is key and can be found almost anywhere. So, make sure to have solid, truthful, accurate facts about how YOU have improved the performance of your department/program/office/locale and then show increases in Key Performance Indicators (KPIs) specifically through what you and your team has done. Include success stories (retention, training, success among your team) but again - be FACTUAL and not just telling stories. If and when you SPEAK UP, make sure it indicates exactly how you have contributed and why you're a rock star.

You will never get what you don't ask for--so making sure to note your achievements, create success metrics and regularly share your progress with your boss is crucial. You have to be your own best advocate.

There might be a tight budget for increasing your salary, but what else would be of value to you? Paid phone, internet, cable TV package, free gasoline? Or is there an education that you would like to help boost your career? Then add the value of this to your strategy. The company salary budget doesn't cover such expenses, as they are in a different "box".

Clearly and confidently articulate your request for a salary increase. Present your case with specific examples of your accomplishments, contributions, and how they align with the organization’s goals. Be prepared to discuss your market value and how your skills and experience justify the raise. Maintain a positive and professional tone, expressing your commitment to the organization. By confidently speaking up, you can effectively communicate your worth and negotiate for the salary you deserve within a strict salary structure.

Absolutely! A strict salary structure can feel limiting, but there are still ways to get ahead. Think of it like navigating a highway with one lane in each direction. You can't magically create more lanes (higher base salary), but you can negotiate for a different kind of vehicle (increased benefits, signing bonus, or stock options) or even a toll booth discount (faster promotion track). For example, if the company offers a generous health plan, you might be willing to accept a slightly lower base salary. Research what's important to you and see if there's room for creative solutions within the existing structure.

If a direct salary increase isn't possible due to the strict structure, consider negotiating for other benefits. These can include additional vacation days, flexible working hours, professional development opportunities, or performance-based bonuses. Discuss potential career advancement paths and timelines for future salary reviews. By exploring alternative options, you can still achieve valuable benefits and demonstrate your willingness to find mutually beneficial solutions, even within a rigid salary framework.

After your initial discussion, ensure you follow up with your manager or HR department. Send a thank-you email summarizing your key points and expressing appreciation for their time and consideration. Ask for a timeline on when you can expect a decision or next steps. If the decision is delayed, politely check in periodically to stay informed about the status. By following up, you demonstrate your persistence and commitment, keeping the conversation active and showing that you are serious about your request.

While strict salary structures can be tough, there's still room to negotiate! Think of it like a pay range with wiggle room. Focus on your value to the company. Let's say you're a salesperson consistently exceeding targets. You could highlight increased sales figures and ask for a raise within the allowed range for top performers. This shows you deserve more within the existing structure.

1. Research: Know industry standards for your role and experience. 2. Show Value: Highlight your achievements and quantify your contributions. 3. Learn the System: Understand your company's pay bands and where you fit. 4. Choose Timing: Negotiate during reviews, after major projects, or when taking on new responsibilities. 5. Consider Perks: If salary is fixed, ask for benefits like extra vacation, flexible hours, or bonuses. 6. Build Your Case: Present a well-researched argument showing how your work supports company goals. 7. Stay Professional: Be positive and persistent, and seek commitments for future reviews if immediate changes aren't possible.

Stay Informed: Keep yourself updated on any changes to the salary structure or company policies that may affect future negotiations. Be Persistent: If you don’t succeed initially, remain persistent and continue to build your case. Demonstrating consistent performance and commitment can strengthen your position over time. Seek External Offers: In some cases, having an external job offer can provide leverage for salary negotiations. However, use this tactic carefully and be prepared for the possibility of moving to a new organization if necessary.

I've consistently heard these guidelines: - Research salary ranges for your position - Highlight your achievements and contributions - Practice your negotiation points - Choose the right time However, focusing solely on us will leave a lot on the table. The best negotiators use deep empathy to understand their counterpart's needs. They anchor these needs by labeling and reflecting on pain points. Since humans are loss-averse, knowing the other party's needs and fears is crucial. Whilst I do recommend doing a tad of research if possible, the majority of the conversation (90%-95%) should focus on the other party. From there, you can use various strategies based on prospect theory.