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.
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.
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:
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: