How can you ensure your compensation aligns with your values?

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Compensation is more than just a paycheck. It reflects how you value your work, your skills, your goals, and your impact. But how can you ensure that your compensation aligns with your values, especially when you work in a dynamic and competitive environment? In this article, we will explore some strategies to help you negotiate, evaluate, and communicate your compensation in a way that supports your personal and professional growth.

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Lilian Gehrke-Vetterkind

Beratung & Training: Diversity, Equity & Inclusion und Female Empowerment I Buch-Autorin I Inhaberin von Gehrke &…

1 Know your worth

The first step to aligning your compensation with your values is to know your worth. This means researching the market rates for your role, industry, location, and experience level. You can use online tools, networking, or professional associations to gather this information. Knowing your worth also means identifying your unique value proposition, or what makes you stand out from other candidates or employees. This could include your skills, achievements, certifications, awards, or testimonials. Having a clear and confident sense of your worth will help you negotiate and justify your compensation expectations.

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Joseph Parfait Nzie

Financial Controller I CFO I FP&A I International Tax I Financial Analysis I Leadership I Strategy
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Ensuring your compensation aligns with your values involves transparent communication with employers about your expectations and understanding the full compensation package, including benefits and opportunities for growth. Research industry standards to set realistic benchmarks. Advocate for fair compensation that reflects your contribution, skills, and experience. Consider non-monetary aspects such as work-life balance, company culture, and mission alignment. Regularly re-evaluate your career goals and compensation to ensure they continue to reflect your evolving values and professional aspirations.

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2 Define your values

The second step to aligning your compensation with your values is to define your values. This means reflecting on what matters most to you in your work and life. For example, you might value autonomy, creativity, impact, learning, recognition, balance, or growth. Your values can guide you in choosing the best compensation package for you, which may include not only salary, but also benefits, incentives, perks, or flexibility. For instance, if you value learning, you might prioritize a package that offers tuition reimbursement, mentorship, or professional development opportunities.

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Lilian Gehrke-Vetterkind

Beratung & Training: Diversity, Equity & Inclusion und Female Empowerment I Buch-Autorin I Inhaberin von Gehrke & Vetterkind Consultants ???? faktenstark, unangepasst & humorvoll
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Es gibt im Internet - wenn man danach sucht - eine übersicht zu den WErten, die Menschen haben k?nnen. Meist sind das an die 150 bis 200 Werte-Begriffe. Suche dir am besten erstmal 20 Werte heraus, die dir wichtig sind. Dann kürze auf 10 und dann wieter auf 5. Das gelingt am besten, wenn man (jeden einzelnen) mit einem weiteren Wert, also gegeneinander abgleicht. Frage dich hierbei: Ist mir Wert A oder B wichtig. Dann kommt man bei 10 Werten an und dann kürzt man genauso weiter bis man bei ca. 5 Werten ist. Wichtig ist auch: Ist es wirklich dein Wert? Woran würden andere erkennen, dass du ihn lebst? Kannst du die Frage für dich nicht zufriedenstellend beantworten, dann sei ehrlich zu dir und w?hle wirklich deine Werte aus.

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3 Negotiate with confidence

The third step to aligning your compensation with your values is to negotiate with confidence. This means preparing for the negotiation process, whether you are applying for a new job, asking for a raise, or seeking a promotion. You should have a clear and realistic range of what you want and what you are willing to accept, based on your worth and your values. You should also have a strong case for why you deserve the compensation you are asking for, backed by evidence and examples. During the negotiation, you should communicate your value proposition, listen actively, ask questions, and seek win-win solutions.

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Lilian Gehrke-Vetterkind

Beratung & Training: Diversity, Equity & Inclusion und Female Empowerment I Buch-Autorin I Inhaberin von Gehrke & Vetterkind Consultants ???? faktenstark, unangepasst & humorvoll
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Es macht Sinn, das ganze Gesch?ftsjahr lang mitzuschreiben, was man alles für die Organisation erreicht hat. Darunter fallen sehr gut erledigte Aufgaben, erfolgreiche Projektabschlüsse, neue Kundenbeziehungen, Umsatzsteigerungen, Kundenrückgewinnung (bei Reklamation), geringe Fluktuation im Team etc. Schreibe dir das alles auf und nimm deine aufgeschriebenen Erfolge mit in dein Gehaltsgespr?ch. Stelle sie dort vor, damit die Entscheider*innen sehen und h?ren, dass du das Gehalt, dass du forderst, wert bist.

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Jaqueline Semeoni

HR Coordinator @ Alares Internet | MBA, HR Management
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Muitas vezes os profissionais ficam na defensiva quando escutam a pergunta: qual sua pretens?o salarial?, é muito importante entender que as empresas n?o perguntam isso porque est?o sendo desonestas, mas as quest?es salariais sempre s?o tratadas com muito cuidado em todas as empresas. Ent?o é importante ter clareza do seu objetivo, normalmente os profissionais procuram propostas que sejam entre 20% a 30% a mais da sua remunera??o atual. Um único cuidado é que atualmente, muitos profissionais atuam na modalidade PJ, quando se está nessa condi??o, normalmente ao voltar para a modalidade CLT o seu salário nominal pode ser menor, pois o custo para empresa é muito maior na condi??o CLT.

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4 Evaluate your satisfaction

The fourth step to aligning your compensation with your values is to evaluate your satisfaction. This means regularly checking in with yourself and your employer about how you feel about your compensation and your work. You should ask yourself if your compensation is fair, competitive, and consistent with your values. You should also ask yourself if your work is fulfilling, challenging, and meaningful. If you are not satisfied with either or both aspects, you should identify the gaps and the reasons behind them, and explore ways to address them.

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5 Communicate your feedback

The fifth step to aligning your compensation with your values is to communicate your feedback. This means sharing your thoughts and feelings about your compensation and your work with your manager, your peers, or your HR department. You should express your appreciation for what you like and your concerns for what you don't like. You should also suggest solutions or alternatives that would improve your situation. Communicating your feedback can help you build trust, rapport, and respect with your employer, and show your commitment and professionalism.

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Jeanette Hübsch

Global Procurement Lead Commercial | Passionate Communication focussing on Creating Value for People | The World is complex - let’s keep things simple
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Feedback ist eine gegenseitige Interaktion, die nicht nur darauf abzielt, M?ngel aufzuzeigen, sondern auch darauf, gemeinsam zu wachsen und zu verbessern. Es ist keine One Way Street, sondern eine zweigleisige Stra?e, die von allen Beteiligten transparent und zeitnah befahren werden muss, um das volle Potenzial des Teams freizusetzen. Die Kommunikation Ihres Feedbacks st?rkt nicht nur die Beziehungen im Team, sondern f?rdert auch eine Kultur des gegenseitigen Respekts und Verst?ndnisses. Indem Sie zusammenarbeiten, k?nnen Sie ein Arbeitsumfeld schaffen, das von Zusammenarbeit, Unterstützung und gemeinsamen Erfolgen gepr?gt ist.

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6 Adjust your expectations

The sixth and final step to aligning your compensation with your values is to adjust your expectations. This means being realistic and flexible about what you can achieve and what you can accept in terms of compensation and work. You should recognize that compensation is not static, but dynamic, and that it may change over time, depending on the market conditions, the organizational performance, and your personal circumstances. You should also recognize that compensation is not everything, and that there are other factors that contribute to your happiness and success, such as your passion, your purpose, and your relationships.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Rosario Rodriguez Salinas

Capacitación y Desarrollo | Learning Solutions Architect | Learning & Development specialist | Especialista en aprendizaje | LMS Expert | EdTech | Consultoría en capacitación corporativa
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Explora diferentes tipos de compensaciones que se ajusten mejor a tus valores, como: Salario base: Sueldo fijo que se ajusta a la experiencia y el mercado. Bonificaciones: Incentivos por alcanzar objetivos específicos. Beneficios: Seguro médico, vacaciones, planes de pensiones, etc. Opciones sobre acciones: Oportunidad de adquirir acciones de la empresa. Tiempo libre flexible: Mayor control sobre tu horario laboral. Oportunidades de desarrollo profesional: Capacitación y crecimiento dentro de la empresa.

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How can you ensure your compensation aligns with your values?

1

2

3

4

5

6

7

1 Know your worth

2 Define your values

3 Negotiate with confidence

4 Evaluate your satisfaction

5 Communicate your feedback

6 Adjust your expectations

7 Here’s what else to consider

Staff Development

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How can you ensure your compensation aligns with your values?

1

2

3

4

5

6

7

1 Know your worth

2 Define your values

3 Negotiate with confidence

4 Evaluate your satisfaction

5 Communicate your feedback

6 Adjust your expectations

7 Here’s what else to consider

Staff Development

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