Salary Negotiating — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Salary Negotiating

Business Management Daily functions as a sort of Salary Negotiating 101 courser for how to negotiate salary.

From job offer negotiation and how to write a salary negotiation letter, we provide a salary negotiation sample as part of our comprehensive guidance you in the salary offer negotiation process.

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Follow these tips to discuss employee pay.
Many employers feel they need to switch jobs to make more money.
In a negotiation, neither party holds all of the cards, writes Michael Mamas for Entrepreneur. With the right approach, you can excel in your negotiations.
A study of 200 million Social ­­Security records showed Ameri­­cans stop getting raises once they hit their 40s. While it’s great to continue receiving a peak salary every year, workers often forget to account for the rising inflation that will ultimately lower their income.
Most people are scared to ap­­­proach negotiation with their boss for fear of straining the relationship. However, it is important to negotiate to make sure you get paid what you deserve. The following facts can help back up your argument and take away that fear.

Few workplace topics are more sensitive than salary. Almost no one thinks they’re being paid enough. Sometimes to get a raise, you have to ask for it. To help you make the request and do it well, Steve Cadigan, former vice president of talent at LinkedIn, now at Cadigan Talent Ventures, offers these tips.

Thinking about your salary objectively may be hard, but it’s worth it, writes Karen Cates of North­­­­west­­ern University’s Kellogg School of Man­­age­­ment. She offers tips on how to approach your decision.
You may not need to ask for that raise you’re hoping for, experts say. Instead, try these tactics.
Too often women hesitate to ask for what they want, need and deserve until given permission. Women are just as effective at negotiating—it’s simply a matter of choosing to do so.

When you hear "negotiation," what comes to mind? When I ask this question at seminars, women often respond: men in suits arguing and yelling; buying a car; attorneys. When I ask how many women enjoy negotiating, only a few hands go up. Yet in reality, women are born to negotiate.

“Is anyone receiving raises?” That’s what one admin asked recently. “I’ve been told performance reviews will be coming up soon. I want to be prepared. How do you bring it up? How do you know how much to ask for? I’d like to stay in this position, but I’m only making ends meet.”

Elevate your business writing by ridding it of these common misuses and abuses: 1. Ill-placed question marks. 2. Cool-sounding buzzwords. 3. Clichés.

How can someone convince her boss she deserves more money, without revealing that she knows she’s being underpaid? Three steps:

Allan Stark loves to haggle. In his world, everybody can make out better on every deal. He’s made a second career by offering his negotiating skills on the web. His pitch: He’ll do even better on the very best deal you can make and then split the savings. Stark offers these tips:

It’s a golden rule in most businesses: Salaries must be kept secret. It's almost universally accepted that mayhem would ensue in the workplace if people knew what their co-workers, their managers or—gasp—the CEO was making. Three major reasons why secret salaries are silly, according to consultant Alexander Kjerulf:

If you suspect you’re underpaid, the topic is worth broaching with your boss. But build your case first. Five guidelines: 1.  Check online salary calculators. 2.  Leave co-workers out of it. 3.  Realize need isn’t a credible reason for a raise. 4.  Quantify your worth. 5.  Seek creative solutions.
Adecco’s 2011 Workplace Outlook Study asked men and women whether they thought they’d receive a raise, bonus or promotion in the coming year. More than 40% of men said they thought they would receive a raise. But only 29% of women did. What accounts for the difference?
As hiring picks up due to the firming economy, organizations want to offer competitive salaries that aren’t inordinately lower or higher than those available from competitors. Here are the most reputable web sites that track pay for hundreds of professions and specialties.

Employers are emerging from the Great Recession with a different view of compensation and benefits. And, in most cases, that’s a good thing. Lessons learned in the lean years are being adapted and modified to make organizations stronger in this post-recession landscape. Look for these 11 trends to take a firm hold in 2011:

Pay-for-performance and higher employee health care contributions look like they’ll remain fixtures of the post-recession comp and benefits landscape. Here are 11 other trends that could take a firm hold in 2011:
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