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11 Words and Phrases to Use in Salary Negotiations
Wouldn’t it be great if there were a magic word you could say in order to get people to agree with you? If “abracadabra” could instantly convince your employer to see things your way, salary negotiations would be a whole lot easier.
Unfortunately, we live in the real world, and those magic words that guarantee instant success don’t quite exist — but the good news is, we’ve got the next best thing. The following words and phrases are expert-level ways to demonstrate the confidence, congeniality, and knowledge necessary to secure a higher salary.
Use these in your next salary negotiation, and you might just see a bump in your paycheck sooner than you can say “alakazam.”
1. “I am excited by the opportunity to work together.”
Too often, people think of salary negotiation as a battle: you trying to get as much as you possibly can, versus your employer trying to stay within budget. However, this type of thinking can be counterproductive, explains Roy Cohen, career coach and author of The Wall Street Professional’s Survival Guide.
“Never engage in negotiation as an ultimatum — an either/or — but rather as a collaborative process and a unique opportunity to create a compensation package that makes sense for both you and for them. Establish priorities as to what is most important to you and what items you are willing to trade off,” Cohen advises.
“Unless you know for sure that you are indispensable, and few of us ever are, successful negotiation should never become adversarial. That is a bad sign that the process has broken down or will,” Cohen continues.
2. “Based on my research…”
It’s only natural to see if you can get a higher salary than the one you were offered, but it needs to be grounded in reality. Rather than just throwing out a number that you think sounds nice, you need to do your homework on what your skills are worth in order to provide a compelling case for your employer to compensate you accordingly.
“One phrase to use is something along the lines of ‘based on my research.
‘ That shows the other person you’ve done your homework and know what you’re talking about when negotiating,” says David Bakke, Writer/Contributor at Money Crashers.
3. “Market”
As part of your research, make sure you know what the market for your job is, says Labor & Employment Attorney Alex Granovsky of Granovsky & Sundaresh PLLC. “Market refers to what the employee can earn if he or she went out on the job market and found a new, similar position,” Granovsky says. “If you are making $80,000, but could get a job around the corner making $100,000, the ‘market’ suggests that you are being underpaid.” And since companies presumably don’t want to lose you to the competition, they take that number seriously.
4. “Value”
Value, on the other hand, “refers to what you bring to your employer,” Granovsky says. “From an employer’s perspective, each employee has to either (1) increase revenue, or (2) increase margin (ideally both) — if you can show your employer how you are bringing ‘value’ to the company in the form of increased revenue and/or increased margin, you can make a compelling case for a raise.
”
So if, for example, you can prove that a new initiative you implemented earned the company $100,000, asking for a $5,000 raise sounds a lot more palatable to your employer.
5. “Similarly situated employees“
“‘Similarly situated employees’ are people who do what you do within the company,” Granovsky says. “If your position is ‘senior account manager’ and every other ‘senior account manager’ is making more money than you, this is something you should explore too.”
While you certainly don’t want to force any of your colleagues to disclose information they’re not comfortable sharing, you can use tools to help you determine what they’re making and whether or not you’re being fairly compensated.
6. “Is that number flexible at all?”
If an employer offers a number that’s below your desired range, pushing back is essential — but you want to make sure you handle it with tact. Saying “is that number flexible at all” is a graceful way to “[give] the employer the opportunity to offer more or even mention other perks you might be able to gain if a higher salary isn’t in the picture,” Bakke says.
7. “I would be more comfortable if…”
Blunt phrasing like “I need” or “I want” can be a turn-off to employers. But expressing your desired salary with the phrase “I would feel more comfortable if…” is a great way to more gently let your manager know what you’re looking for. Follow the sentence with a specific ask, such as “I’d feel more comfortable if we could settle on a base salary of $75,000.” You’re still making your request plain and simple, just with a little more finesse.
8. “If you can do that, I’m on board.”
Oftentimes, recruiters are just as anxious as you for salary negotiations to come to a close. So if you can specifically spell out what it would take for you to accept an offer, you’ll be doing recruiters and hiring managers a favor.
“When you get to this phase of the negotiation, you want to make it clear to the recruiter or hiring manager that saying ‘Yes’ will end the negotiation so they’re more comfortable acquiescing,” Doody says.
For example, you may want to say, “I understand you can’t come all the way up to $60,000. It would be great to add an additional week of paid vacation along with the $55,000 you suggested. If you can do that, I’m on board,” he suggests.
9. “I would prefer not to leave.”
This is a good one for employees who are negotiating raises to keep in their back pocket. Why? It comes down to the fact that it’s part of a defensible strategy, Cohen says.
“A defensible strategy explains what you want, why you want it, and how it is a win/win for both your boss and for you. The goal is to show value and benefit,” Cohen says. If a low salary at work is truly a dealbreaker for you, “get an offer that you would be willing to accept but prefer not to,” Cohen advises. “Tell your boss that you have received an offer, that it is attractive, [but] that you prefer not to leave… It is far cheaper to give you a raise than to recruit and train a new candidate.”
This phrase should not be taken lightly.
“Know that this is a risky proposition: It could backfire. So please don’t use it if you don’t really want to leave or don’t have a bona fide offer on the table,” Cohen cautions.
10. “Do you mind if I take a couple of days to consider your offer?”
Even if a job offer exceeds your expectations, try to play it cool. The first thing you should do when you receive a job offer is to ask for time to consider it. Doing this can give you time to consider if you feel the offer is fair and to craft a counteroffer if necessary. Utilize written resources like an email when submitting a counteroffer so you can be as deliberate and articulate as possible with what you’re trying to say.
11. “Thank you.”
Your pleases and thank-yous didn’t stop becoming important once you learned them as a kid — in the business setting, manners can mean everything.
Not only is it simply the right thing to do — an employer is much more likely to accommodate the wants and needs of somebody that shows them respect.
Company Search | Salary.com
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Uber Technologies, Inc.
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Salary service – Habr Career
Salary service launched on Habr Career in November 2017. With it, you can find out how much specialists in a particular field of IT earn. The scheme of the service is simple: you show Habr Career your salary, and in return you get access to data on any other salaries on the market.
The task of the service is to get a complete picture of salaries in the IT labor market and make this market more transparent and fair. Habr Career guarantees complete privacy and anonymity of your salary data.
How the salary is calculated
Any salary is calculated based on the salaries that users leave daily and that match the selected filters.
If the user left several salaries for the selected period, then the service will take into account only the one that he entered last in this period.
Wages that are very different from all others are not taken into account: for this, in any calculation, 1% of the highest and 1% of the lowest salaries are cut off.
Average salary , also known as the arithmetic mean, is the sum of all salaries divided by the number of these salaries.
Median salary (50th percentile) is the salary that lies exactly in the middle of all salaries, if they are sorted from lower to higher: half of the specialists have salaries higher than the median, half have lower salaries. You can consider this salary as a more accurate average salary.
5th percentile – 5% of salaries are less than this, and 95% more. It can be conditionally considered the minimum wage.
95th percentile – 5% of salaries are more than this, and 95% are less. We can conditionally consider this salary as the maximum.
25th percentile is the median of wages to the left of the median.
75th percentile is the median of wages to the right of the median.
How to find out the salary
Only an authorized user who has previously paid his own salary can find out the salary.
To do this, go to the Salaries section, click on the button “Find out another salary” and apply any combination of the following filters:
When setting filters, you can see how many salaries are in the database for this set of parameters, that is, by what number of salaries the average salary will be calculated and, therefore, how accurate the result will be.
The “Time period” filter allows you to find out the salary for a specific period of time equal to half a year.
How to deposit salary
Only an authorized user can enter information about his salary.
To do this, go to the Salaries section, click on the “Add salary” button and fill out a short questionnaire – it will take no more than 1 minute.
In the questionnaire, you must at least indicate your specialization and salary, and if you wish, you can additionally indicate your qualifications, main professional skills, remoteness of work, the fullness of the working day, the city of residence and the company in which you work.
The more additional data about your salary you leave, the more detailed information other users will be able to receive when requesting salaries of interest to them.
❗ Only IT companies with high salaries or software from the registry will be able to obtain and maintain accreditation
The head of the Ministry of Digital Development, Maksut Shadayev, speaking at the webinar, said that he understood all the pain and frustration of business in this regard.
Initially, it was proposed to establish a criterion for the average salary of to industry . But in the end, they agreed on an average of for the economy as a whole of , which is more beneficial for business.
Moreover, businesses are given the right to choose – to compare the salary of their employees with the average in the country or region.
For example, if salaries are high in the region, then you can focus on the salary in the country (which is lower than in the region).
When calculating the average salary, the company will not take into account maternity leave and workers under GPC agreements, Shadayev said.
But the mode of work of employees is unimportant.
And they will look at the salary as a whole for the company, and not just for IT people.
So they will add up the salaries of programmers, an accountant, a cleaner and determine the average for the company, which should be higher than the average for the country or region.
The average for the region and the Russian Federation is taken according to Rosstat.
Thus, IT companies will have an incentive to increase the salaries of employees in order to enjoy tax benefits, a moratorium on inspections, and other preferences.
However, there is an option to get accreditation without salary.
To do this, the company needs to develop software and enter it into the register of Russian software.
“Make cool projects, enter them in the register, and then the salary criterion will not be taken into account” , said Maksut Shadayev.
The new procedure was approved by Government Decree No. 1729 dated September 30, 2022.
In , DDoS-Guard explained to Clerk that in this case, it is correct to talk not about two different methods of accreditation, but about the new approach of the Ministry of Digital Development to IT organizations.
First, significant attention is paid to the registration of software in the registry. This, on the one hand, entails greater transparency of the software functionality (disclosed during registration), and on the other hand, it will significantly replenish the treasury of registered software in the country. Secondly, the Ministry of Digital Development paid closer attention to the content of IT companies’ websites. Obviously, the principle of selling “as is” will be significantly adjusted, and the need for user instructions will increase.
We at DDoS-Guard have been maintaining the so-called “Knowledge Base” for many years, where we publish detailed instructions for each service.
Finally, according to experts, the Ministry of Digital Development differentiates the approach to selling software: a company can provide information services based on software and its own infrastructure, or provide software for users’ personal computers.
Moreover, it is for the latter method that an exception was made for the wages of employees: this will open the way for a small (in terms of functionality) software and allow IT specialists to develop their software and receive remuneration for their work.
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