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#134 You determine what you are paid, not your employer...
I have been fortunately to close thousands of salary offers over the last 3 decades, previously as a headhunter and now as a career manager.
Out of those situations I have only witnessed 2 occasions where a decision maker has exceeded initial salary/package expectations of the potential employee.
That is less than 0.1% of offers, that is the way marketplace is set up to drive forward shareholder value.
I had a situation where a FTSE 100 decision maker took longer over making an offer than initially expected. However rather than coming back with an attractive bonus of 40% she came back with 50%, this forward thinking employer clearly understood how to motivate future employees to
ensure a Win-Win outcome.
This is very rare. So what is the best rational response for you to this situation?
In my experience most professional employees don’t realize the true value they add to an organisation. When it comes to your next career move always remember you have done a huge amount of work to even get to offer stage, you have earned the right to be appropriately rewarded for that particular job.
“You don’t get paid what you are worth, you get paid what you negotiate.”
So 4 simple steps:
1) Identify latent opportunities.
2) Position yourself as business problem solve not a job seeker.
3) Access the hidden job market - we have a info graphic on how to make this complex process simple.
4) Ask to be appropriately rewarded for the value you add.
Do subscribe to the Enterprise sales show to receive all podcasts and feel free to pass to colleagues or friends who could benefit. Whilst these podcasts are a business development tool - it is free to subscribe.
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By Adrian EvansI have been fortunately to close thousands of salary offers over the last 3 decades, previously as a headhunter and now as a career manager.
Out of those situations I have only witnessed 2 occasions where a decision maker has exceeded initial salary/package expectations of the potential employee.
That is less than 0.1% of offers, that is the way marketplace is set up to drive forward shareholder value.
I had a situation where a FTSE 100 decision maker took longer over making an offer than initially expected. However rather than coming back with an attractive bonus of 40% she came back with 50%, this forward thinking employer clearly understood how to motivate future employees to
ensure a Win-Win outcome.
This is very rare. So what is the best rational response for you to this situation?
In my experience most professional employees don’t realize the true value they add to an organisation. When it comes to your next career move always remember you have done a huge amount of work to even get to offer stage, you have earned the right to be appropriately rewarded for that particular job.
“You don’t get paid what you are worth, you get paid what you negotiate.”
So 4 simple steps:
1) Identify latent opportunities.
2) Position yourself as business problem solve not a job seeker.
3) Access the hidden job market - we have a info graphic on how to make this complex process simple.
4) Ask to be appropriately rewarded for the value you add.
Do subscribe to the Enterprise sales show to receive all podcasts and feel free to pass to colleagues or friends who could benefit. Whilst these podcasts are a business development tool - it is free to subscribe.