Despite remarkable progress in the workplace and society over the past few decades, women still seem to have more trouble being assertive, overall, than do their male counterparts. For instance, women tend to be more apologetic than men are, even when the situation doesn’t necessarily warrant an apology. Some women seem to be constantly apologizing, and even their nonverbal communication leaves the impression that they are apologizing for taking up space. Some women are so apologetic that, when called on it, they apologize yet again. That’s an extreme example, but the tendency to be overly apologetic is a problem that many women need to correct.
Not convinced? Then here – without apology – are 5 reasons a woman should curb that apology impulse in the office, particularly if she’s in a position of authority or has ambitions in that direction.
1. Being constantly apologetic makes you appear submissive. Continually and unnecessarily apologizing is submissive behavior. Even if you have a subordinate role in the workplace, you don’t have to be submissive. You’re less likely to be taken seriously, either by superiors or subordinates, if you’re continually saying you’re sorry for everything you do or say.
2. Being overly apologetic can erode your self-confidence. This goes hand in hand with number 1 above. Constantly apologizing can not only lessen others’ regard for you, it can also make you doubt yourself and your own capabilities. And if you’re aiming for a position of authority, being too apologetic can sabotage your efforts at advancement, as it reinforces your submissive behavior and thought patterns.
3. Being overly apologetic clouds the real issues. Maybe you apologize to keep peace or to be diplomatic. But there’s such a thing as being too diplomatic, to the point of being dishonest. If you keep letting others get away with boorish behavior and cover it with an apology and a smile, the problems will continue to fester and may blow up in your face someday.
4. Being overly apologetic is ineffective anyway, due to overuse. A recent study showed that because women are more apologetic than men, their apologies are generally less likely to be taken seriously.
Apparently it’s the unexpected apology that makes people sit up and take notice. While the same study indicated that, statistically speaking, an apology from someone in a managerial position is more significant than the gender of the person making the apology, women in general are still taken less seriously, so apologies should only be made when the situation truly calls for one.
5. Apologizing can seem like an admission of guilt or liability. This could be especially important for women in HR, particularly when dealing with an employee’s complaint. Even a well-intentioned expression of empathy can backfire if it seems to be framed as an apology for the company’s wrongdoing.
Nobody is suggesting that women adopt an arrogant attitude and never apologize when an apology is indeed appropriate. Moreover, as many women have discovered, female assertiveness also carries risks. Both male and female employees are more likely to classify a woman as “bossy” when she is even mildly assertive, though they wouldn’t blink an eye at the identical behavior from a man in the exact same situation. Your best bet is to strive to be as reasonable and balanced and fair as possible, keeping in mind that in the workplace it’s generally better to err on the side of assertiveness – even if they do call you “bossy”.
About the Author: This is a guest post by Sarah Brooks from people search. She is a Houston based freelance writer and blogger. Questions and comments can be sent to firstname.lastname@example.org.
Editor’s Note: Several of our Women of HR writers have come together to share some of the best pieces of career advice they’ve received. Their series of posts will run over the next couple of weeks. Enjoy!
It came from a slogan I saw on a comic strip. It was a cute little character with a speech balloon that read, “Keep going, anything’s possible”. Maybe this is not what you’d expect in terms of career advice, but it’s what worked for me.
Early in my career, I did the traditional route. I read law and then I entered practice. I had to embark on it, give it a full whirl before I made my mind up about it. I realised very early on that this was not the game I intended to play for the rest of my life. Yet, at that point, I didn’t have a gameplan in mind. I only knew that my path involved exploring what was out there before I made my decision. But I digress.
Throughout my career, I have embraced many different facets of business, many of which I lacked the experience or education in, for that matter. Yet, I never let that deter me. I was curious and that curiosity fueled a lot of exploration – new books to read up on, code to learn, strategies to try out. I simply didn’t let inexperience and lack of knowledge stand in the way of my journey.
In the early stages of my entrepreneurial journey, starting up a professional business services company and then launching a Human Resource publication, I came across this comic. It was cute, it had just the right number of words on it and it made such an impact. I wanted these simple, yet powerful words to be a constant reminder to me of what could be. And so I kept this tiny poster stuck on a wall in front of my desk. It took centre stage and day in, day out, I saw that comic, and it fueled me.
Inspiration, advice, perspective, motivation – these can come from anywhere and anyone. It’s about the place and time you are at and your openness to receive what’s out there at that point in time. It’s about an alignment between the questions you seek answers to and what the universe brings to you.
Anything’s possible is about motivation, passion, drive and ambition. Just as importantly, it is about hope, in the face of failure – large, looming, desolate and repeated failure.
While we don’t choose what happens to us, we choose, whether mindful or not, our responses to these situations. Keeping this advice close at hand has enabled me to see things differently, to have hope when things looked bleak, and to realise that you have to keep going.
You have to keep going to see subtle shifts in perspectives and to see things you didn’t seem to notice before.
You have to keep going to realise what you are passionate about and what you just will not give up on.
You have to keep going because you simply cannot get to where you want to be by mere proclamation, standing still, or worse, waiting for it to be handed to you.
Rowena Morais is the Editor of HR Matters Magazine, a quarterly print publication aimed at Human Resource professionals. She is also the co-founder and Programme Director at Flipside, a business services company with offices in Malaysia and Singapore, providing professional certification training. Here, she provides strategic direction as well as oversight on client training and corporate functional areas. Rowena blogs about developing habits, execution, growth and personal development. She lives in Kuala Lumpur with her husband, two young kids and now, a newborn. Connect with Rowena at email@example.com.
I have always known that over the course of my career I’d be faced with adversity at timesbecause I am a female, but I had never truly considered the fact that my age – or lack thereof – would also be a significant variable in the calculation of my credibility as an Executive Recruiter. Perhaps it was my naivety or the simple fact that I’d always been treated as an equal by my colleagues, no matter the reason I was late to the realization that not everyone considered me a viable source in the industry in spite of my professional accomplishments.
In my career, I’ve placed some of the best talent into leadership seats in Fortune 500 companies, consultedgrowing organizations on how to attract the right candidate to fit their specific needs for a niche role, and have even successfully forged a partnership with a major university. Yet, I have grown accustomed to hesitant reactions and skeptical glances I receive in some moments when I interact face-to-face with other professionals.
At first, I was caught off-guard by the skepticism in my abilities because of my age that I was so often met with; however, I began to utilize the doubt, leveraging that into a platform to challenge myself. I decided that the simplicity of pure results was the best antidote. I readily and excitedly accept every difficult assignment that comes across my desk. I aim to tackle it with a sense of urgency and enthusiasm that I might not otherwise have if I didn’t feel I had something to prove. I look to go above and beyond to educate myself and gain additional experience in in the areas that I feel most green in and I actively seek out guidance from mentors that I respect and trust, acting as a sponge to learn everything that I possibly can from them.
It didn’t take me long to realize that being the underdog around the conference table was actually a blessing in disguise. It has forced me outside of my comfort zone on so many occasions, giving me the opportunity to pleasantly surprise myself and those I have worked with. It has been the catalyst for a level of performance that has reinforced my confidence in myself and has led to respect from those who might have not have given me a second thought otherwise. While I realize there will always be the nonbelievers, I have grown determined to actively combat the idea that you can’t be both young AND an expert in your field.
As both a woman and a member of the Gen-Y cohort, I am certain I have not seen my last uphill battle in corporate America. Nevertheless, I am confident that my outlook and my ability to harness that energy into something constructive will serve me well in future endeavors. The bottom line, I’ve realized, is this: there is absolutely a sense of credibility that accompanies tenure in a resume (which I am working toward every day) and while nothing can replace that type of experience, a relentless desire for success and an uncompromising work ethic can serve as a healthy supplement for it in the meantime. There’s no question that I have a lot to learn, but it doesn’t detract from what I have to offer today.
About the Author: Kelsey Chalifoux is a Search Associate at Webber Kerr Associates, regionally in New York. Before joining Webber Kerr, Kelsey worked in an RPO environment, focusing on the hiring and retention of outside sales representatives for a Fortune 500 organization. Currently, she is responsible for managing the end-to-end hiring process for high profile client positions and leadership additions including the industry sectors: Retail & Consumer Goods, Business Services, Hospitality and Oil & Energy.
I work with HR business owners on a daily basis, and when it comes to confidence issues, there’s something that I notice time and time again. If an entrepreneur is struggling to realise their potential because of their doubt about their own abilities, then most of the time, they also happen to be women. The causes and background behind this are different ballgames altogether, but that’s not what I’m here to talk about today.
I’m here instead to tell you what you can do if this applies to you in your own HR business. Because if you want to grow the business that you really deserve, and bring in the cash that you want, you need to overcome your confidence issues and really ramp things up to the next level. These are my tried and tested techniques for struggling entrepreneurs who need to raise their game.
Focus on your big vision
Some of us are natural born entrepreneurs, destined to take the reins and do our own things from the offset. For many more of us though, self-employment was something that kind of happened as a result of circumstances. So maybe you started your HR business after you got made redundant, or maybe you started a family and realised that you needed some extra flexibility, or perhaps you just reached the stage in the corporate world where enough was enough, and you needed to get out there and create your own future rather than someone else’s.
That’s fine, and it doesn’t mean that you can’t achieve big success in your business, but it often does mean that you get your head down and soldier on, without ever stopping to think about what you REALLY want out of your business. Do you want to make 6 figures, 7 figures, or beyond? Do you want a better work-life balance? Whatever it is, you’ll only get there if you know what your big ambitions are, get them really clear in your mind, and set the intention that you’ll make it happen. The magic occurs when you’ve got an unwavering big vision, you recognise it, and you work out the steps that it’ll take to get you there.
Do whatever it takes to keep these big goals in mind and propel yourself forward. Create a vision board in your office, make a virtual board using Pinterest, commit your ambitions to paper, make sure that your family understands what it is that you’re working towards. Some of these things might seem a little ‘woo-woo’, especially for seasoned business professionals, but trust me – action in these areas helped me to make huge progress in my business.
Eliminate your blocks
Success and money are difficult subjects, and your attitude towards them has been formed over the course of your whole life. The things your parents taught you about work and spending, the very first job that you had, that time you were unfairly missed out of a promotion exercise – all of things build up to create your own views on your abilities as a business owner, and whether or not you consciously realise it, have a bearing on how you perform.
Are you undervaluing your services, and hugely over-delivering to clients who don’t value your work? Are you letting your prospects haggle you down, even though you know that you should be charging a premium for the type of expertise that you offer? All of things are indicators that your relationship with success and money needs some work.
Once you recognise and acknowledge these barriers that hold you back, it’s much easier to break them down. In my experience, men typically have a much less emotional relationship with money in their businesses than women do. If you want to overcome the issues that are holding you back, it’s vital that you take the time to unearth them, then work on creating a new personal belief system that creates success rather than stalling you.
Recognise your expertise – and market yourself as the expert
Take a second to think about your expertise as an HR professional. I dare bet that you’ve got masses of qualifications, real experience out there in the trenches, and you could provide masses of anecdotal evidence right off the top of your head about how you’ve transformed businesses with your skills. Regardless of what your confidence sometimes tell you, you know in your heart of hearts that you’re fabulous at what you do.
So why doesn’t the world know about it? When you effectively market your business, you carve out your own niche as the go-to HR professional for what it is that you offer. What happens next is two-pronged. Firstly, your business grows. When you’re the expert, you attract clients who are a great fit for you and truly value your skills. And, importantly, your confidence soars. Getting to grips with marketing is one of the best things you can ever do for your business – because after all, if clients aren’t banging down your door to work with you, you won’t have the successful business that you’ve been dreaming about.
Marketing might be out of the realms of your current skill set, and that’s why you need to take active steps to understanding what you need to do to make more cash and ramp things up a level. Read all you can, seek out a marketing coach that understands your industry, and most importantly, take action. Your business could be an entirely different entity by next year if you make positive steps in this area.
About the Author: Ruth Hinds is the founder of HR Consultants Marketing School, and helps HR business owners to make more money and attract clients who are a great fit. A former HR professional herself, she’s worked in senior HR management roles and has an MSc in HRM. For the past two years, she’s worked closely with HR business owners just like you to help them reach the next level. Check out her free guide to attracting all the right clients to your HR business.
“Don’t just stand for the success of other women – insist on it.” - Gail Blanke, President and CEO, Lifedesigns
Maybe being a man writing this undermines all credibility. My career has been all about embracing the importance and value of a diverse workplace. Having a silent or marginalized voice isn’t easy. Being an ignored or disrespected voice is soul crushingly depressing. I’ve long been having this conversation with my female colleagues about the importance breaking the silence and finding my voice.
Let’s not kid ourselves though, there’s still knuckledraggers wandering the workplace halls. The staff room at times is more like a locker room. You need hipwaders every time you pass the watercooler, because there’s so much BS and testosterone fueled bravado surrounding it.
There are talkers in your midst. They’re also getting ahead by only talking a good game. It’s time to rise above the bad smell, of less pay, less recognition, and lesser titles. You’re educated, you’re smart, you have skills, and you work harder than most. You’ve got game. Communicating a great game will raise the bar in your workplace.
Improving your verbal and non-verbal communication skills will get you noticed, will help get you ahead, and make for a better workplace. Here are some things to keep in mind.
- Being overly apologetic is undermining. It’s not your fault the network is down, or the caterer messed up the the lunch order. Working late to meet a deadline, don’t apologize for asking your team to join you.
- Your behavior shapes the universe. Your competence and confidence always need to be on display. Showing courage and conviction will inspire and mobilize others to take action. Turning your words into action will get you noticed. Remember the fine line between arrogance and confidence. Speak directly with authoritative tone. Being loud, condescending, or defensive won’t carry the day.
- Do not talk down your achievements or undervalue them when working in a successful group and alongside men. Teamwork matters. Undervaluing yourself in group situations, in front of co-workers or employers, will hold you back. Take the credit and recognition you’re due. Kudos aren’t just a man’s domain.
- Of course there’s merit in wanting to be helpful, and having the get things done attitude to achieve your teams goals. Remember the delicate balance between taking on meaningful tasks versus the busy grunt work nobody else wants to do. You want to be a meaningful and effective contributor. Communicate with the boss about projects that excite you. Let them know what you’d like to work on.
- Ideas are essentially gender neutral. Work at generating good ideas, communicating the value of those ideas, as well as helping others articulate their ideas.
- If direct and open feedback is constructive, don’t personalize or internalize it. Be direct and open in receiving it. Take action on it.
- Be authentic. Know and respect what you are about, and true to your beliefs. You’re more than just what’s on your resume.
- Focus on your own growth and contribute to the growth of the people supporting you.
A truly diverse workplace embraces different voices, with different perspectives. By making your voice is heard and your presence known, you’ll be making a difference.
“Don’t waste your energy trying to educate or change opinions; go over, under, through, and opinions will change organically when you’re the boss. Or they won’t. Who cares? Do your thing, and don’t care if they like it.” ― Tina Fey, Bossypant
About the Author: As VP of Marketing, Bimal Parmar manages the global marketing strategy and execution at Celayix. With over 20 years industry experience, Bimal is responsible for making sure the world learns about the benefits of Celayix’s solutions that include: advanced employee scheduling, time and attendance, employee communication as well as integration modules for payroll and billing. Before joining Celayix, Bimal was Vice President of Marketing at Faronics, a leading provider of IT solutions for the Education vertical where he helped grow revenue over 50% and launched exciting new solutions. Prior to that Bimal held senior marketing and product roles at technology companies such as Business Objects and McAfee Security where he gained significant international experience working with global companies such as Microsoft, Dell, Sony, HP, Orange, Telefonica and Ricoh.
One year into my HR career I hired my first direct report. I formed the job description, posted it on a jobs site and reviewed resumes as they came in. I felt like it was a stepping stone for me professionally, and I looked forward to having someone to develop and mentor.
After interviewing candidates I ended up hiring a referral from a co-worker that was an ideal Specialist to assist my HR Supervisor role. I could delegate a project with general guidelines and know it would be a success.
Fast forward several months, and due to a restructuring I inherited another direct report that didn’t turn out to be as easy to deal with. Daily life in the office became a challenge, and since I was still fairly new to having direct reports I went to my manager for advice. For the most part I felt that we were on the same page, but when another member of the team brought to my attention possible wrongdoing by my direct report, I was surprised to learn my manager and I didn’t agree on next steps. Having been provided supporting documentation to the suspected violation, I was ready to investigate the issue and further discuss with my direct report. My manager, however, did not think it needed to be investigated at the time and suggested waiting to see what came of the situation.
After thinking it through and discussing with another trusted colleague I decided to go against my manager’s advice and address the issue at hand. Feeling that my own credibility was on the line if didn’t look into the matter, I was proud that I stood my ground and did what was right to acknowledge the problem.
You may find yourself in a similar situation where you are at odds with professional advice you were given. Take it into consideration, but also ensure that you fully research the topic at hand to ensure you have all necessary information. Discuss with your network to hear several other viewpoints, and if appropriate, consult your company’s policies and procedures. Trust in your analysis of the case, and go forward with confidence in your decision on how best to handle.
About the Author: Heather Rose, PHR is an HR Professional with over 6 years experience supporting top organizations’ HR functions. In addition to her career in HR, Heather enjoys writing about her life adventures, reading and traveling. You can connect with Heather on LinkedIn.
Photo credit iStockphoto
Do you scare people?
Evidently, I do, on occasion. A male colleague once confided in me that when we first met, “you kind of scared me a little.” That stopped me short. Me, “scary”? I did a quick mental checklist:
- Frightening facial hair and/or markings? No.
- Tendency to growl or make other creepy noises? Nope.
- Verbal references to scary things like zombies, catastrophes, or impending doom? Nuh-uh.
So what gives?
Luckily for me, by the time my colleague shared this with me, we had established a good working relationship. I was able to follow up: “Scary, really? What do you mean?” It turns out that because I approach my work with a sense of purpose and gusto, I appeared formidable to him. My enthusiasm and ability to move a project forward was, to him, a bit intimidating at first.
I can live with that.
What I can’t live with is the way that our society often equates women who are comfortable in their power with fear. Articles like Why Successful Women Terrify Us show that both men and women have trepidations about the interplay of professional women, power and the workplace.
I don’t have a problem with being powerful as long as it’s used properly. It’s not power that’s scary; abuse of power is. Every day, you have the choice to decide: how will I use my power?
Will you use your powe
r to intimidate or to attract?
r to intimidate or to attract?
Fear-based motives produce interactions that are intimidating, which repels people. When you act with the intention to attract people – to invite them into conversation and action, you use the power of who you are to create positive, mutually beneficial work relationships.
The conversation with my colleague did allow for some reflection. Did I come on too strong in our first meetings? Most likely. Was I appropriately collaborative? Yes, but there’s always room for improvement. But I won’t apologize for being intense, upbeat and driven to action. That’s who I am. My colleague’s feedback was a gift: pay closer attention to the impact you’re having on people, Jen. At the same time, if I’m acting with integrity and positive intentions and that still scares someone, then that’s their problem and not mine. I won’t apologize for staying connected to my power.
How do you stay connected to your power?
Photo credit: iStockphoto
About the author: For 20+ years, Jennifer V. Miller has been helping professionals “master the people equation” to maximize their personal influence. A former HR generalist and training manager, she now advises executives on how to create positive, productive workplace environments. She is the founder and Managing Partner of SkillSource and blogs at The People Equation. You can connect with Jennifer on Twitter as @JenniferVMiller.
Recently I was in a meeting when a topic came up that I feel strongly about. Working in the trenches, I felt that implementing this specific procedure could present challenges for our team so when it was brought up, I spoke up. It felt natural and my argument came across as clear and well thought out.
I was successful in that moment because of a few key factors. Here are some guidelines to utilize the next time you need to speak your mind.
- Exercise your knowledge on the subject at hand. Know your topic before you make your case for or against it. If it’s a brand new issue that is being brought up, don’t immediately list the reasons it will or won’t work. Take some time to research and ensure you have thought through all sides. In my case, it was something that had been on the table before, so I had time to organize my thoughts and research how it fit in to our workplace goals.
- Make sure it’s
the right place at the right time.I presented my case in a meeting with other members of management. I felt it was appropriate because the decision would have an effect on them and I wanted to give them the opportunity to add their feedback. There will be times when it would not be appropriate to bring up your side in front of a whole group. Know your audience and whether or not it would be something better discussed in a one on one meeting
- Back up your case. I acknowledged that the process did hold some value but argued it was not one that would be beneficial to roll out in a uniform manner across the organization. I highlighted the areas where it could produce an obstacle and offered alternate solutions to handle those situations.
As we progress in our careers we become more confident in our voice. Don’t be afraid to use yours.
Photo credit: iStockphoto
Often times the only difference between success and failure is confidence. It is the most beautiful attribute on a woman, and it’s necessary to be successful in the workplace.
A confident woman portrays strength, determination and persistence, and is not afraid to be herself. While we all know confidence is crucial in order to create a name for yourself in the office, actually obtaining it is another story.
Read these tips to help yourself be more confident at work, command the attention of your co-workers and gain their respect.
Redefine Your Picture of Confidence
Confidence is portrayed through more than just words. And contrary to popular belief, it doesn’t always mean being outgoing or boastful. Often it is just the opposite: meek and humble. When one is confident in their skills and abilities, they do not feel the need to continually convince others. Try instead to focus on being compassionate and eager to learn, yet strong. In doing so, you will portray power. You will show others that you have something to offer the world.
When you talk about yourself to others, what do you say? Do you continually criticize yourself or put yourself down? Or do you speak of your greatest achievements? Words are powerful, and whether we like it or not, they actually do have the power to hurt us. The things we tell others about ourselves generally become true sooner or later.
Pay attention to your self-talk. If you catch yourself harboring negative thoughts, replace them with positive ones. Remind yourself of your many strengths, talents, and achievements on a daily basis. You've worked hard to get to where you are – you earned it. You deserve the respect of your peers. You’ll find that focusing on constructive thoughts and language regularly will gradually begin to shift your self-perception.
Create an Image
Confidence is not the result of a first-class haircut or an expensive outfit. However, items that increase your feelings of self-worth can provide you with a temporary confidence boost. And when utilized enough days
in a row, the self-image will start to become permanent.
If you feel more powerful in a certain suit, or gain assurance from your favorite pair of heels, take advantage of them. Capitalize on anything that contributes to a more positive, confident you.
Take a moment to study yourself in the mirror. What does your image say about you? Do you look polished and put together? Do your eyes shine back with an intent gaze or are they shifty and downcast? Does it appear that you value your health and take care of your body, or do you seem to have let yourself go?
Even when your lips are sealed, your body is communicating hundreds of messages. Your physical appearance, posture, and mannerisms speak volumes as well. Focus on improving the shortcomings you spot in the mirror. Show others you value your body enough to take proper care of it. Practice good eye contact with yourself, and feel free to practice facial expressions as well. You may feel silly, but when the time comes to speak in front of a group, your muscle memory will spring into action- eliminating stress and anxiety.
Fake It Til You Make It
Keep in mind that no one is confident all of the time. Every single person has moments of weakness and doubt. The key is being able to recognize these moments and pull yourself out of them. When your assurance just isn’t there, fake it until you actually believe it. Close your eyes, take a deep breath, hold your head high, and smile.
Being confident at the office is often crucial to gaining respect, having your ideas heard, and improving your position within the company. Being more confident does take a bit a practice, but once you get the hang of it, it can become second nature.
Photo credit: iStockphoto
About the author: Elli Bishop is a writer for Your Local Security. She was born and raised in Colorado and now enjoys skiing, playing tennis, and hiking in the mountains of Salt Lake City, Utah. Elli speaks from experience when it comes to overcoming shyness.
This is the 9th post in our Women of HR series focusing on career. Read along, consider the advice and we invite you to comment with insights of your own.
Go into your next interview prepared to negotiate.
One can argue that a well laid plan is never a bad idea. However, when it comes to negotiating a salary—it’s a must!
I am telling you this from experience.
When on the job search a few years ago in Denver, I accepted a really low salary because I wasn’t prepared to negotiate pay for what I thought was fair. I ended up feeling stuck in a low paying job with no chance of a near raise or bonus. So I sought the advice of a personal injury attorney, who advised me on the proper techniques for negotiating a fair salary that both myself and my employer were happy with.
Going into your next interview prepared with some rough salary calculations will keep your eye on the prize. And because salary negotiations in an interview can create a lot of anxiety—the thought of confrontation might leave you feeling nervous. Or you might end up sounding either too greedy if you ask for too much or just plain pathetic if you don’t ask for what you think you’re worth and just accept the base offer. Having a range in mind can take a lot of pressure off both you and your potential employer.
Follow these 5 steps when negotiating your next salary:
1. Settle on a suitable salary range before your interview
Going into an interview, you may be afraid of the uncomfortable point when the interviewer will ask you what your salary expectations are. You know it’s going to happen, so why not be prepared with a salary range? You can settle on a suitable salary range by researching the average salary of comparable positions in the city you work in. You will get paid more for your higher education and any special skills or qualifications you might have as well. Keep this in mind: if you ask for more than you want, the interviewer will be forced to negotiate if they really want you and you may end up with money than what the employer originally had in mind.
2. Don’t bring up salary
At some point during the meeting, the interviewer will want to talk about your salary expectations. However, that doesn’t mean you need to be the one to talk money first. I recommend letting the interviewer bring the topic up, then ask about the range they are willing to pay, before you offer up an expected amount. This way, you get the upper hand by learning what they are willing to pay first (they are probably working within a budget). After that, you can aim for the high end of the employer’s range instead of guessing in the dark.
3. Always negotiate in a range
Never state a solid number and stick to it. It’s best to give the employer a high and low end to work with. This tactic is not meant to devalue your skills or education, but stating a range rather than a firm numbers shows that you are willing to work with the employer so that everyone is happy.
4. Support your worth
Your potential employer isn’t going to just agree to pay you what you want without some sort of explanation on your part. You will be expected to provide the “why?” Meaning “why” you think you deserve this range of pay. Your calculation should be based on the skills and work experience you will bring to the table (i.e., so your education, skills, expertise, professional accolades, and your years of service).
5. Remember there are bonuses to any salary
If the job is one that you know you will really enjoy, but the employer can’t pay you the money you expect, all is not lost! Negotiations as far as things like holidays, lieu days, and health benefits are still on the table. Many start-up companies and small businesses will offer employees lower salaries, but make up for it when it comes to additional holidays or bonuses until they can afford to pay employees more in salary. Remember, bonuses and holidays can bulk up your salary by almost half if you consider lieu days, reduced hours, and the option to work from home.
Learning the proper techniques for negotiating a salary means that you won’t end up accepting the base offer or agreeing to less pay than you think you’re worth. If you do, your whole job hunt could be for nothing because you’ll be unfulfilled financially and looking for a better paying job right away.
Photo credit iStockphoto
About The Author: Colleen Harding is a staff writer for a Denver personal injury attorney and guest blogger who specializes on writing about law. Today, Colleen hopes that sharing her knowledge will make us all happy, law-abiding citizens. She is also a member of Amnesty International as well as an active volunteer in her community.