SPONSORS OF BUSINESS DEVELOPMENT DEAL OR NO DEAL 3 YOU MAY HAVE HEARD THIS MORE
THAN ONCE: ‘PAY REVIEW? CHANCE WOULD BE A FINE THING! MY EMPLOYER JUST WANTS TO ANNOUNCE THE INCREASE (OR LACK OF) AT THE BEGINNING OF THE YEAR OR PUT A NOTE IN MY PAY PACKET’. SAME FOR PAY NEGOTIATIONS ‘NO SUCH THING – MY BOSS DECIDES OR MY UNION NEGOTIATES FOR ME’.
NEGOTIATING IS DIFFERENT. IT IS NOT ABOUT ASKING, IT IS ABOUT TRADING.
Now if this is true for you but you still want to negotiate then you must find something you value that you can negotiate. And don’t be like Oliver Twist. Don’t just say ‘more please’. Negotiating is different. It is not about asking, it is about trading. You have something your employer wants; and the value of what is wanted has not yet been agreed (with you).
TENSION AND UNCERTAINTY COULD WORK IN YOUR FAVOUR. LET THEM WAIT A COUPLE OF DAYS The thought of a negotiation can make some people defensive. If this is the case then call it by another name. Maybe you could call it a ‘review meeting’. Whether you are an employee, a casual or a contractor you could say something like ‘I’d like to discuss my future, I’ve got some concerns, when would be a good time to meet?’ Now a good number of bosses would want to stop everything and talk to you straight away. Talking straight away might well reduce the tension and uncertainty but that same tension and uncertainty could work in your favour. Let them wait a couple of days. Let them wonder what’s on your mind. I call this technique ‘making the stew’ (and then lowering the boss into the stew for two or three days). This technique is basically about testing your value or worth to your employer. If you are unsure of your worth – this technique will tell you. If you fear that you are not valued by your employer then maybe you should work harder to increase your value.
YOU ARE SENDING A SIGNAL ABOUT YOUR FUTURE THAT YOUR COLLEAGUES MAY NOT BE SENDING - OR MAY HAVE SENT ALREADY At ‘the review meeting’ begin by sincerely asking ‘how are things’ for them before saying that you have ‘some concerns’ you would like to discuss. Indicate that you ‘want to stay in the job’ but you ‘need some clarity on your future prospects’. You can then get a discussion going about your future which could include eligibility for pay rises, bonuses, improved conditions and opportunities for development.
You can say that you just want to be absolutely clear on how these are earned and how you will be rewarded for your good work. Even if your organisation has a formal procedure for this you will still benefit from sharing your aspirations for the future with your manager in an informal way. You are sending a signal about your future that your colleagues may not be sending or may have sent already.
For every review or negotiation it may be worthwhile you having two ‘shopping lists’ to take in with you. In the current deep recession it might be wise for your first list to contain only ‘no cost’ or ‘low cost’ items that are of value to you but are relatively easy for your employer to give you. If your employer resists some of the items on this list then suggest a ‘trial period’ and an ‘early review’ to reassure your employer.
THE UNDERCOVERCOACH CONCLUDES HIS THREE PART SERIES ON NEGOTIATING IN THE WORKPLACE. IN THIS EDITION HE OFFERS SOME TIPS ON ‘NEGOTIATING PAY AND CONTRaCTS’.
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