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Ceo Encourage You To Ask For A Raise In 2017
#1
[Image: bryantgalindo2.png]

There are few things as exciting as the conclusion of a job hunt – that period when you've jumped through all the hoops and finally have an official offer in hand to show for it.

You're excited about the role and can't wait to start. But there's one last thing to do – and it's crucial to your career success that you do it right: Negotiate.

Do not forget this step. It’s so important (and overlooked) that I have built my business out of it:

http://www.businessinsider.com/tips-for-...on-2016-12
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#2
As CEO of a coaching company that specializes in empowering professionals to negotiate, I know the barriers are real. Rarely are we formally taught how to negotiate. And I, for one, can relate to how anxiety-provoking this process can be: You’ve just gotten an invitation and fear that making any overt demands for high pay and excellent benefits might alienate your future employer just as you want to seal the deal.
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#3
This type of thinking leads many of us astray, but it couldn't be further from the truth. Employers actually expect you to negotiate. Still, negotiations can be tense, and especially for those of us with no experience in negotiation, the experience can be downright stressful. That's why this five-step process can help you negotiate a job offer like a boss. All it takes is a bit of preparation, some trust, and understanding it's a give-and-take process that requires everyone to leave happy. Here's how:
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#4
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#5
1. Do the research.

Salary research can be used as leverage in the negotiation. Realistic, credible data must be used to back up your value proposition, as your future employer will expect you to know what your skills and talents go for in the free market.

Services like PayScale and Glassdoor generate free salary reports so you can see what your skills go for based upon the following criteria:

Geographic location
Years of experience
Title of the job you'll be entering
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#6
If you're one of those millennials with a cool new title like “growth hacker” or “director of happiness” and scant data exists, you might say to yourself: 'There's no data to back up my role. It's too new.'

If that's the case, don't fret. You can negotiate instead based upon how you answer this question: What is my value and the return on investment I'll be bringing to the company?

It's a bit harder to negotiate from here, as it requires trust and transparency with your potential employer, but it can be done. If it's an early stage startup, most likely they aren't able to pay you a lot. But as the venture grows, and becomes more successful, hopefully they can. You should write an agreement that reflects that understanding. Sliding scale salaries are nothing new. Given the risk you'll be taking on, and the low starting salary, you may be able to negotiate for equity of the company. Remember, it's all based upon the value you're bringing and, as I like to say, everything is negotiable.
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#7
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#8
2. Decide on the lowest number you'd be willing to accept.

Your research will define your salary range, which will also tell you the lowest number you're willing to accept. This will be known as your “walk-away point.”

Your walk-away point anchors your expectations during the negotiation process. And, should an employer quote you a number lower than that, your job is to see if they’ll raise it. If they cannot, you simply walk away -- simple as that! Employers have a tactic for figuring out what’s the lowest number they can offer you by asking you what you previously made. The logic is that what someone paid you before for your skills is in the ballpark of what you will accept now. (Usually it's 10-20 percent of what you previously made.)

Most people believe they have two options when it comes to answering that question in a interview:
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#9
Option 1: "I need to give up that information because, I don't want to disadvantage myself and not get the job. They may even think I'm hiding something."

Actually, you're under no obligation to give out that information. It's your own personal financial history and it should stay that way. While there are some exceptions to this, like if you're in a commission-based industry, the moment you give up this information you significantly decrease your negotiation leverage.

Option 2: "I should just lie and say I made significantly more than I actually did, right? Because how are they ever going to find out?"

Not only is that unethical, but it can also be illegal and grounds for dismissal from the company if they ever found out. Do you really want to start off your employer-employee relationship with a lie? Trust me – it's not worth it.
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#10
Instead of using either option, reframe the question back to your research and value proposition while staying honest:

“I’m actually not comfortable giving out that information. I will tell you that I have been looking at roles in the $50,000 - $60,000 range, and I believe that is the value I’ll be bringing to the company. So far, it seems like this is a great fit for both of us. If that makes sense to you, I would love to continue the conversation and we can negotiate the particulars of the deal when the time comes. What do you say?”

You're basically punting the salary compensation question to later. Once you've received a job offer, and there is no doubt that you want to go forward, the employer will have every incentive to engage in a meaningful conversation regarding your salary requirements and benefits.
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