Debunking Myths: How to Negotiate Your Salary and Benefits
Most people do not like to talk about money. It is especially difficult to discuss this topic with the “Human Resources” department when applying for a new position or negotiating the conditions of your current job.
Many people may try to be as modest as possible in these situations, thinking that it is best not to draw attention to themselves.
However, your presentation during these discussions can have a significant impact on your future salary in the company for years to come.
Often, employees receive less than they could have because they have fallen prey to myths that have no real connection to reality.
Myth #1: It’s wrong to bring up the topic
There’s nothing wrong or dangerous about sitting down with an HR person and discussing your compensation. What’s more important is to make it clear what your values are, what you hold most dear, and what you won’t compromise on. You should build your whole strategy around these values.
Usually, men are more active than women in this regard.
Myth #2: You need to justify your request with your personal situation.
Personal needs are important for employees, but they do not have the power to negotiate with the company.
Therefore, refrain from telling stories about how you need more money because, for example, your wife stopped working full-time to take care of the children.
The better approach is to show data.
Research how salaries are going in your sector, and justify every additional salary with specific benefits that the company receives from you as an employee, and that you can upgrade when moving in a positive direction.
What results can you give as an example of why the employer should invest in you? Companies make decisions based on precise information — provide it!
Myth #3: Only talk about money and benefits
It is important to understand that for recruiters and other human resource management professionals, talking about money is natural and does not deter them in any way.
Be open about the topic of payment and the social package — don’t wait until the end of the conversation to ask about specifics and align your responses with your own values.
It is important to learn everything you need to know but also to maintain a professional tone.
Myth #4: If it’s more than your current salary, there’s nothing to negotiate
You should not “lock in” your payment expectations based solely on your experience. There are various platforms where you can check the average salary for a given position — for example, Glassdoor, but besides it, in the job posting sites, there are often specific parameters on which you can orient yourself.
It is also a good idea to use your network of contacts on LinkedIn — this way you will know not only how to search, but also many details about the company you are applying to.
Myth #5: Only the salary is negotiable
What has been said so far does not only apply to salaries. If you have data on what the market offers and how you can contribute to the company, you can safely discuss topics such as specific positions, flexible working hours or hybrid work, training coverage, commission for “Sales” employees, and so on.
Some of these things may be more important than the salary — assess with whom you can compromise.
In any situation, if you do not get what you think you deserve during the conversations, at least you will get a quick response and you will be able to discuss your next moves.
