| If it weren't for the whole "copyright violation" thing, I'd | | | | to you and me - regular folks who happen to be good |
| reprint a certain article in its entirety on my blog. It's | | | | at what we do and deserve to be well-compensated |
| called "The Salary Game," by Donald Asher, and I love, | | | | at it - we often find ourselves uncomfortable when it |
| love, LOVE it. It made me laugh out loud, and it | | | | comes to asking for the money we deserve. Not out |
| reminded me strongly of the absolute impenetrability | | | | of greediness, but from a place of sheer authenticity |
| advised in my favorite section of J.P Donleavy's | | | | and integrity. |
| hysterical book, The Unexpurgated Code: A Complete | | | | So when it comes to salary and negotiation, I beg |
| Manual of Survival and Manners. (That would be "Upon | | | | these three things of you: |
| the Sudden Reawakening of Your Sordid | | | | 1. Read, re-read, and find more. Commit Asher's article |
| Background.") | | | | to memory, and keep seeking out more ways to |
| It's from the US Airways in-flight magazine, and | | | | handle the salary conversation. |
| Asher's "Save Your Career" column in the February | | | | 2. Role-play. Find someone you feel comfortable with, |
| 2008 issue, and hopefully you can still read it online by | | | | and practice putting these tactics into action. You want |
| the time you read this article. He has a wealth of | | | | them to feel so natural coming out of you that, when |
| practical responses you can use to turn the salary | | | | you get into the real situation, you get the hiring |
| question back on a prospective employer. | | | | managers to automatically bend to your will. |
| The simple truth is, employers start with the upper | | | | 3. Focus on the value, not the cost. Sales-type |
| hand when it comes to salary. They know what their | | | | questions, like "What would you have to see in the first |
| budget is, they know what range of compensation | | | | 60-90 days to know you've made the right decision?" |
| they set, they know what the last person got paid, | | | | take the focus off salary (an expense in their eyes), |
| they know how much money they need to save on | | | | and put it on results (their income). And making a point |
| the next person they hire, and if they've got a bead on | | | | throughout the hiring process to focus on results and |
| two otherwise identical candidates, they'll go for the | | | | performance makes it easier for a hiring manager to |
| one who'll take the lower salary. | | | | choose you over a candidate who may take a lower |
| What's more, money's still one of the greatest taboo | | | | salary but isn't as results-focused. That way, there's a |
| topics in our nation. Sure, we constantly hear about the | | | | clearer ROI with you than the other person, and an |
| millions that celebrities make, but when it comes down | | | | easier decision. |