How to talk about salary? 1 method 1. Straight to the point.
In the workplace, if your boss is a reasonable advocate, then you are paid! They welcome their subordinates and tell the truth if they have something to say. Because this direct expression is helpful for effective communication between superiors and subordinates, thus reducing the risk of personnel management.
Tips: This kind of boss is not afraid that you clamor for a raise, but that you will make trouble without reason and waste his time. Therefore, when you talk about a salary increase with this kind of boss, you must have enough heavyweight reasons to prove to him that you are a famous enterprise and that it is worthwhile to give you a salary increase!
case sharing
When employees have a dinner party, Mr. A accidentally learns that Mr. B, who is in the same department and has similar work content, is holding a salary that is quite different from his own. "On ability, performance and experience, Mr. B is no match for me! And I joined the company six months before her. ! Apart from being less educated than Mr. B, what else am I inferior to her? ! "the more I think about it, the more I feel that Mr. a is wronged. In a rage, he ran to the boss in desperation. In view of the company's "back-to-back" system that employees are not allowed to inquire about salary at will, Mr. A didn't talk to Mr. B directly, but cut to the chase-"Boss, I want you to give me a raise!" "After that, Mr. A listed a lot of reasons why he should get a raise and promotion!
The boss smiled and said, "Good! You have a lot of courage. I'll give you a raise just because of your aggressive personality! However, this is my affirmation of your previous work! Please work harder in the future, and the company will not treat you badly! " Finally, A Jun got the salary he wanted!
Case review
When asking for a raise, if you are really good! Ability and performance are above other colleagues, so you might as well call a spade a spade.
But if you just "feel good about yourself", it is still recommended not to take this risk. Otherwise, if you don't say anything, you will leave the boss with a "good impression" that you don't work well and ask for money with a clear-cut stand.
Method two. Action-oriented
More workplace bosses believe in the truth that "doing well is better than speaking well". For this cautious "doer" boss, talking about money directly is purely self-defeating. You need to impress him with your own practical actions, stimulate him with unexpected surprises, and let the boss finally want to give you a raise from the heart.
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A jun has been among the best in the performance appraisal of the department for many times in a row, but his salary has not risen! Mr. A reviewed his previous work style and found that he usually just buried himself in his errands and never took the initiative to think that he could do better! So, Mr. A who found the problem tried to make the following changes:
(1) Do your job well and do your best. So good that the boss thinks it's a surprise!
(2) Enthusiastically help colleagues and assist them to complete the project progress.
(3) Appropriate overtime work
In the department performance appraisal in the new quarter, colleagues and supervisors have made a "qualitative leap" in evaluating Mr. A! The boss naturally took a panoramic view of Mr. A's recent efforts, and soon she got a raise as she wished.
Case review
When your boss is a clear-headed expert, you can easily win the favor of this boss through hard work and diligence. And you don't have to pay attention to the subtle relationships and intrigues around the workplace!
Method three. Retreat for progress
Bosses know very well that the lower the staff cost, the higher their vested profits! Similarly, they also understand that it is far more affordable to win over an excellent employee with heavy money and make their career even more powerful than hiring a few cheap and diligent workers! But as the saying goes, no business is dishonest, and the richer people are, the more stingy they are. Therefore, you need to "beat the drums" for the bosses who are not rich enough in this pattern, so that they don't play dumb all the way and can't bear the money in their pockets!
case sharing
Although Mr. A is the sales manager and business backbone of the company, he has worked hard for the company for many years, but like other employees, the basic salary is always the "interview salary" when he first joined the company. A few years later, although Mr. A's salary was higher than that of his peers, it was nothing compared with the profits she made for the company.
A Jun later revealed her thoughts at that time: I am not satisfied with my current salary, and there are only two ways before me, either to resign; Or ask the boss for a raise.
But the kind A Jun finally couldn't open his mouth and asked the boss for a raise, so she chose to submit her resignation as soon as possible and prepare to find another job! The chicken thief boss naturally knows it. How could he let go of the elite talents he has painstakingly cultivated for many years? ! The next day, BOSS took the initiative to negotiate a generous salary with Mr. a.
Case review
First of all, you need to confirm whether you have this qualification-you can "beat gongs and drums" in front of your boss and scare people by quitting your job. Otherwise, it may be counterproductive. Not only can you not get a raise as you wish, but you will also end up in a "slutty suit", which will make your future career development tread on thin ice.
Secondly, based on the principle of "how much money you get, you can do as much as you want", once you want to talk to your boss about a salary increase, first weigh the workload doubled after the salary increase-can your body and physical strength bear it? ! If not, forget it before it is too late!
Salary negotiation skills: where to start a raise?
If you want a raise, you can't just go to the boss and say, "Hey! Did you hear that? ! Me! I want a raise! " Raising wages is also a technical job that requires wisdom. Let's talk about "how to talk to the boss about a raise".
(1) on contribution:
A. list your work.
B. Contribution to the company and the team
C. Time and energy devoted to work
D. The training and refresher courses you attend at your own expense are aimed at improving your personal performance.
E. I have deep feelings for the company, and I can show my loyalty.
(2) Talk about the salary level of the same position in the market:
List the salary level of the same position in the market at present. For example:
"I this post, now the starting price on the market is about 8000 yuan, but you see my salary now, 6500 yuan! What a shame to say it, boss! "
In addition to subtly expressing dissatisfaction with the current salary, you can also ask the boss for advice: "Boss, what else do I need to improve and improve?" What have you not done enough to satisfy you? Just say it! As long as I can get a salary increase in the future and get the average market salary, I am willing to change! "
Tip: When talking about salary with your boss, don't just say, "If you don't give me a raise, I'll quit." This will only make the boss feel that you are threatening him, won't it? ! You should know that when people are threatened, they will instinctively feel defensive and exclusive. Even if you threaten success, the boss will temporarily agree to your salary increase request, and it is difficult to guarantee that she will give you little shoes to wear in the future work. Maybe it's just an excuse to give you a pay cut. I don't know. !
Ask for a raise. Look at the problem from the boss's point of view
Before agreeing to the salary increase request of subordinates, bosses usually do the following three thinking actions:
(1) Is this employee who asks for a raise really worth it? !
(2) After giving this employee a salary increase alone, will it affect the balance of the company's internal (or departmental) structure? !
(3) After giving you a salary increase, how much will the company's (or department's) vested profits be reduced? ! How much will the operating cost of the company (or department) increase? ! Can the new profits and new achievements created after your salary increase make the company (or department) get more oil and water to offset the operating costs? !
Ask for a raise and find the right time for it.
Raising wages is also a technical job, 100% requires skill! You can't say it anytime and anywhere, let alone just say what you want. Be sure to find the right time, and then talk to the boss about a raise, for example:
(1) The period of substantial growth of company performance
(2) When your department successfully completes the company's key projects,
(3) You have just completed the closing of a big client or an important case.
Tip: Avoid talking about this when the boss is ready to "go out for a meeting" or "have business". At this time, the boss is mostly busy, let alone take care of you.
Reasonable salary increase
When you talk to your boss about a raise, the boss will probably ask you, "How much do you want?" Have you thought about this question? If you have no idea, I don't know how much you are worth. ! Or obsessed with money and want to charge more. Then I advise you to think it over before talking to your boss about money.
How to locate your salary range?
(1) Find out the current market salary level of this position through the Internet, newspapers, magazines and other channels.
At present, there are still great limitations in domestic wage surveys in this area. The reliability of many so-called salary surveys is questionable due to the limitation of survey methods, regions and industries, so the figures exchanged through this channel can only be used as reference.
(2) Use your personal connections to obtain the salary data of this position in other industries.
(3) If you are talking about salary increase when the company's market is rising all the way, and you are in a hot major (the demand for personnel is tight), then you can appropriately increase the salary increase (the asking price is higher and harder). If you talk about salary increase when the company's performance is not good, you'd better think about it yourself.
Tips:
Generally speaking, a relatively reasonable salary increase proposal is: strive for a salary increase of 5% first, and then ask for a salary increase of 5% after half a year. If the boss doesn't agree, maybe we can negotiate other compensation methods, such as bonuses, holidays, transportation fees, etc.
What should I do after a successful salary increase?
Once the boss readily agrees and fulfills the promise of giving you a raise, in addition to the verbal thanks you deserve, you should also give back to the boss with real work performance, so that he feels that "his contribution is worthwhile" rather than "the big head who spends money blindly".
In addition, if the boss gives you a raise privately, please keep a low profile and don't tell the world. After all, the salary systems of many companies are "back-to-back", so it is really inappropriate to make a fuss about it through publicity, which will easily lead to jealousy and criticism from colleagues.
After the salary increase, you can choose to celebrate with your family, let relatives and friends witness your growth, or encourage yourself.
What should you do if your application for a raise is rejected?
If the boss refuses your application for a raise for various reasons, the professional approach is to hide your face so that the boss and colleagues can't see that you are fully prepared for emotions.
As always, gentle and drizzling work is king! If you are really unhappy, you can consider turning the demand for salary increase into a vacation, reducing the workload, applying for internal transfer, etc.
If the boss has different views on your work ability, you can continue to play tricks to befriend the boss, let him set a clear business standard for you, and leave a buffer period for yourself and your boss for "salary increase inspection".
Usually, the boss can flatly refuse a raise, and there must be a successor! So, don't think it's over when it's done. Be extra careful in the next work and don't make mistakes.
If you are really angry and feel that the pay is out of proportion to the salary you get, then don't say anything, Mary will jump ship!
How to talk about salary? 2 Be good at asking questions.
Applicants have certain skills in talking about salary. The first step is to understand the salary range that the other party can offer. The key here is to be good at asking questions, let the other person talk more and know enough information by himself. After several rounds of interviews, the interviewer will ask the candidate, "Is there anything else you want to know?" Applicants can ask: "Large enterprises like yours all have their own salary systems. Can you give us a brief introduction? " Interviewers usually give a brief introduction. If the introduction is not too detailed, they can also ask: "Where is your company's salary level in the same industry? Besides salary, what bonuses, benefits and training opportunities are there? How much does the salary increase after the probation period? " And other questions, from the other side's answer, and then compare the market situation, you will have a bottom in your heart. Step two, put forward your expected salary based on the above information. If you are not sure about the salary you want to ask, you can also throw the question to the other party: "I want to ask a question." With my current experience, education and your understanding of my interview, what level can I reach in the company's salary system? " The other party will reveal the salary level you are prepared to open.
High-paying circuitous tactics
If you are not satisfied with the salary standard offered by the company, you can try to strive for a higher salary in a tone of discussion and negotiation: for example, "I think the most important thing in my work is pleasant cooperation, and salary is second, but my original monthly salary is xx yuan. I hope I can make some progress if I quit. If it's not too difficult for you, do you think this salary can be raised a little? " At this time, it depends on whether the tone of the other party can be loosened. If it is loose, you can give a reason why you are more valuable. If the other party's tone is firm, you can shorten the probation period by detour, such as "I have more confidence in myself." Do you think I can get the salary for the probation period directly in one step, or shorten the probation period from three months to 1 month? "
Strive for extra "salary"
In addition to formal wages, many enterprises will also generate some bonuses, benefits and other extra wages. In this regard, candidates will boldly strive for it. Candidates should pay attention to observation and not ask too many questions. Otherwise, after making an exception, the other party will assess you with higher requirements when they come in, and may even promise to fail in the end. To be on the safe side, the applicant had better ask the other party to clarify the salary, probation period, working hours, etc. On the admission notice to avoid disputes in the future.
In a word, a good salary depends on one's own strength, but more investigation and more attention to this information will help you know the approximate salary of this position before the interview and prevent you from losing your job by making unrealistic demands that are too high or too low. Also, the key to talking about salary is to fully demonstrate your own strength. If the company agrees with your strength, the salary you want is not too high, and you will succeed in most cases.
How to talk about salary? The salary problem is a very important and sensitive issue in the interview, and it is also a problem that both sides will inevitably talk about. Influenced by China's traditional ideas, people were reluctant to talk about this issue in the past. With the increasing marketization and universal exchange of talents and labor, people can talk about salary more and more frankly and directly.
In essence, discussing salary is a bargaining between the supply and demand sides of talents, but it is different from naked bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the discretion and skills has a great influence on the success of job hunting. Because salary is directly related to the vital interests of job seekers, they are naturally particularly concerned. But in the interview process, it is very important to grasp the timing of discussing salary. In this regard, job seekers should pay special attention to: first of all, don't discuss salary directly. Although neither side of the interview will talk about salary, job seekers will go straight to this topic from the beginning, which will easily give people the impression that they are too stingy and will greatly reduce the interviewer's first impression of you.
Secondly, it is best to let the interviewer talk about this problem first. According to the general recruitment procedure, the interviewer will take the initiative to introduce the salary and benefits of the company to the job seeker or ask the job seeker "what is your expected salary" after having a preliminary impression of the job seeker's ability and work attitude. At this time, job seekers can naturally put forward their own requirements. In addition, job seekers should try to be "targeted" when asking for salary. Because the salary offered is too low, it may be suspected of lack of ability; If the salary offered is too high, you may lose the chance to compete.
According to the author's experience, job seekers may determine their "psychological price" according to the following references:
1. Personal ability, education, qualifications, etc. Many recruiting units generally leave some room when determining the salary policy, so as to master it flexibly according to the different situations of job seekers. In fact, the "high" and "low" wages are relative. For employers, the key is "value for money".
2. Market level. At present, many companies do not have a "clear price tag" when recruiting, but an important basis for their salary policy is the salary level of the industry and the market. Job seekers can learn about the general market situation through some channels. At present, recruitment newspapers, talents and the labor market will be reported and analyzed regularly or irregularly. Of course, relatives and friends are also very good channels for information collection.
3. The current income level of job seekers. It is human nature that job seekers always want to get more salary than before when they jump from their current work units to new work units. Therefore, job seekers may determine the corresponding "psychological price" bottom line according to the current income level. If job seekers are very concerned about the job they are applying for, they need to be flexible when discussing salary. Because, even if your salary exceeds the interviewer's budget, if they are satisfied with your ability, they may ask you, "We can't meet your salary requirements for the time being, so I will give you XXX. Do you accept it?" If you accept it, you may get the job right away.
Also pay special attention to:
Careful comparison: determine your market value according to your personal network, and list your requirements in detail, such as salary, insurance, professional title, holidays, etc. Just the interval: for example, the salary is required to be between 3000 and 5000 yuan, aiming at the median.
Strategic considerations: If you don't get what you need in the first interview, ask for a future salary increase after the interview. Find out what the ideal situation is and what the acceptable conditions are. Put forward what you want, but be prepared to make concessions on the next important issue;
Proactive: put all the points on the table from the beginning, and remember that you and your employer are trying to get a satisfactory result from this negotiation; Calm down: buy yourself time to think carefully, show your interests to others and tell them that you will give an answer within one day;
Salary terms: negotiate all terms of employment-basic responsibilities, salary and various remarks.
What about salary? 4 1. Don't talk about salary as soon as we meet.
During the interview, HR should avoid talking about salary at the beginning. Because it is necessary to accumulate enough understanding of the candidates during the interview process, it is also necessary to let the candidates have a certain degree of understanding of the company and the position. Otherwise, when the communication between the two sides is not enough, blindly talking about salary figures will undermine the possibility of negotiation.
During the conversation, HR can learn which side has the upper hand. If the applicant has good conditions, then the company must be very generous in salary and treatment; On the contrary, if the candidate is only one of the possible candidates with similar conditions, the enterprise can reduce the salary and postpone the time to talk about salary in order to get information and opportunities for thinking.
2. Don't ask the salary directly.
Some HR often directly ask the candidates what kind of treatment they want in recruitment. In fact, this has given candidates the right to make quotations, which is often unfavorable to enterprises. In particular, when the applicant tells the ideal treatment, and the enterprise can't meet his hopes, it will have a negative impact.
On the contrary, if you know the salary of the applicant's current or last job after asking, even if you attach the salary he wants now, the enterprise will have a more reasonable reference standard. If the candidate's current salary is lower than the maximum salary preset by the enterprise, the enterprise can adjust the salary according to the candidate's participation degree to attract the candidate; If the candidate's current salary is higher than the maximum salary set by the enterprise, HR can focus on other advantages of the position.
3. Only tell the lower limit and middle value of the salary range.
Some companies like to announce the salary range of positions at the beginning, such as in job advertisements. This practice is not good for enterprises. Generally, the upper limit of salary range should be kept, and only the lower limit and middle value of salary range should be told to candidates. In addition, in terms of salary, it is necessary to clarify the competitive and attractive places of enterprises.
Just like marketing, you should be good at telling each other the selling points of corporate compensation. For example, all kinds of insurance are complete, the internal stock donation system is implemented, and large enterprises allow candidates to have relatively stable long-term income and so on. And try to avoid showing the card of the enterprise from the beginning.
Talking only about the lower limit and the middle value can, on the one hand, screen out candidates who expect too much salary for enterprises, on the other hand, reserve room for negotiation, meet candidates with rich experience or excellent conditions, and have flexible room for upward adjustment.
4. Consider the upper and lower limits of specific salary.
Before discussing the salary with the candidate, the enterprise should first consider the value of this position to the enterprise and the salary that the enterprise is willing to pay, so as to find the candidate who meets the salary expectation of the enterprise. Otherwise, when some candidates expect too much salary, the enterprise may fall into unrealistic discussions with the candidates, and finally it will be futile.
Therefore, before the interview, the company must determine the highest salary of the position. Because enterprises must consider the financial ability and the fairness of internal compensation, this upper limit can not be broken even if the best employee of the biggest competitor of the enterprise applies, otherwise the employee compensation may become a burden. Moreover, if the enterprise pays the applicant more than the upper limit, other employees will know, which will also cause dissatisfaction, thus affecting the employees' mood.
5. Know yourself and know yourself, and know the salary information.
In the process of salary negotiation, as an enterprise, we should know ourselves and know ourselves. A bosom friend is to know the salary structure and present situation of his own enterprise, and to know him is to know the real salary and previous salary of the candidate, as well as the average social salary and even the salary and salary of his social relations (classmates, relatives, friends, etc.). ).
On the basis of investigation and comprehensive information, enterprises have mastered the initiative to talk about salary, so as to negotiate with candidates, which can reduce the psychological expectations of candidates and make candidates take the initiative to lower their salary requirements.
6. The salary standard should be discussed clearly.
It is not easy for candidates to be honest about their salary requirements. Many people are afraid that if they tell their current or expected salary, they may lose their advantage in the application process, and enterprises will admit job seekers with lower salary requirements but similar conditions.
However, discussing salary is a key part of applying for a job. If the candidate evades this question or the answer is unclear, HR is advised to tell the candidate: "We have a vacancy at present, and we must know whether you are a possible candidate. I don't want to waste your time, nor do I want to waste the time of the enterprise. "
In addition, HR can discuss the possibility of salary by asking questions to avoid possible embarrassment for both parties. For example, "if the company gives you a salary of 5000 yuan, is it possible to meet your expectations?" On the other hand, before the salary is formally determined, we can make the candidates think and accept it in a hypothetical way to reduce the surprises of both sides.
7. Don't ignore other rewards.
The reward of the position is not only reflected in the salary. When the enterprise and the applicant have different views on salary, the enterprise can quantify other benefits to narrow the difference between them. For example, the human resources manager can analyze to the candidates that although the basic salary of the position is lower than the candidates' expectations, the commission and year-end bonus of the enterprise are higher than those of the general enterprise, and try to show the true value of a position to the candidates without raising the salary, thus enhancing the attraction to the candidates.
In addition, HR managers can listen carefully to the opinions of candidates and find out what conditions they value in order to meet their requirements as much as possible. For some candidates, flexible working hours, holidays, training opportunities, etc. Although it is not a direct salary, it may also be an important reference for them to decide whether to accept a job.
8. Psychological warfare lowers the expectation of the other party.
Talents who are in urgent need should not rush into the salary negotiation stage, but should make full use of the latitude of time to solve the problem. When the salary expectation of talents is much higher than the salary level of their own enterprises, don't give up easily, and you can take a test if necessary.
A manager has a crush on an excellent talent and wants to hire him very much, but the applicant has a high asking price and too strong self-confidence. So he raised several sharp questions in the professional field during the negotiation. As a result, the candidates didn't answer well, their self-confidence dropped sharply, and the salary was soon negotiated. Therefore, salary negotiation is a psychological war, but also an endurance war and an intellectual war.
9. Sincere attitude towards salary.
The goal of salary negotiation is not to minimize the salary, but to find the most suitable employees for the enterprise. If companies play too many tricks on salary, such as misleading candidates to get a big salary increase in the future, invite candidates in first. In this way, even if the applicant reluctantly accepted the low salary at that time, he would wait for an opportunity to leave later because the salary did not meet his own needs.
Although the enterprise has saved some money for the time being, it will pay a greater price in the future. If the candidate's current salary is much higher than the maximum salary set by the enterprise, HR should tell the candidate honestly immediately so as not to waste the time of both parties.
When the enterprise honestly tells the applicant that although the enterprise really wants to hire him, it really can't afford such a high salary, and sometimes the applicant even makes concessions on the salary automatically because he likes the work content and other reasons. This kind of honest practice can give enterprises a greater chance to obtain talents with low salary than finding other excuses to reject candidates after hearing the high price of candidates.
10, promote enterprises and attract people with their careers.
When talking with the candidates, the HR manager should guide the candidates to look at the website and related brochures of the enterprise, introduce the management team of the enterprise and introduce the culture of the enterprise; In addition, it is also necessary to introduce the development trend of the industry in which the enterprise is located, and introduce the development history, present situation, future trend and development strategy of the enterprise under the background of this big industry; According to the applicant's own characteristics, make a concise and hopeful career plan for the applicant to meet the applicant's growth desire.
At the same time, according to the actual situation of candidates, actively and positively guide candidates to struggle together and experience the fun of enterprise growth. Positive futures-style concept guidance will increase the attractiveness of enterprises to candidates and offset the expectations of candidates for real salary. However, in such an action, it is forbidden to brag about Hu Kan.
1 1, lust, the method of deliberately reducing.
There is also a trick called "deliberately lowering the price", which is specially used to deal with job seekers who ask exorbitant prices. He asked for 5000 yuan, but I thought he was only worth 3500 yuan, so I said, our company can only pay 2500 yuan. At this time, those people are often forced to show the reserve price.
In fact, I have been HR for a long time, and I basically know how much the other person is worth. It will be much easier for you to negotiate with him after he shows the bottom line. If he agrees to this salary, I will use the fifth point, that is, "pay more" to deal with him. As HR, it is not advisable to press the salary of job seekers desperately, because if you want to keep him for a long time, you must treat him fairly. Otherwise, even if he comes to the company, he will leave sooner or later.
12, probation period and full-time salary, one-off.
Another point, that is, we must negotiate with job seekers about probation salary and full-time salary. Some HR only talk about probation salary, saying that it is not advisable to talk after full-time. You should give everyone a clear goal. Moreover, at the end of the probation period, companies and individuals usually judge themselves differently. Then negotiate. If it collapses, it will be a loss for both sides.