Don't settle for what you're being told.

How often have you been told you won't get a pay rise or promotion because you're at the top of your pay band? Or you're the highest paid Assistant in your organization, so you can't earn any more? You've hit that glass ceiling, you're not a fee earner, and support staff don't contribute to the bottom line.... 🙋 Here’s the deal: don’t take that for the truth. Go out and see what’s available on the market. Look at similar industries. If Assistants are being paid more in similar organisations and industries, you can ask for more. Do not settle for what you're being told. Your value isn't defined by outdated pay bands or arbitrary limits. Know your worth, demand your worth, and never stop pushing for what you deserve.

Taking the first step in asking for a pay rise can be difficult, but having the conversation is important as it can impact your future career trajectory. We’ve put together a list of the top six things to do to give yourself the best chance when asking for a pay rise ➡️ https://lnkd.in/eKw7GX6J.

Can companies normalize adding a pay range in their job/gig posts? I get turned off so fast whenever I see a job/gig post without a pay range, I can't be the only one right? a simple "x-x is our budget, can be negotiable depending on skill level or experience" will go a long way.

Why you are paid less The reason employers require employees not to discuss or disclose their pay is that you will discover that despite doing exactly the same kind and amount of work, your colleague is paid more than you are paid. It gets even more interesting, you will be shocked to find out that though you have shown loyalty by staying with employer for years, the new guy out-earns you. Your employer would rather pay the new guy more than give you a good raise. Part of the reason is that with old pay rates, it’s harder for the employer to attract new people. So, newcomers are offered higher pay to convince them to accept the job offers. Another reason boils down to pay negotiation. A new guy with less qualifications or experience who does a better negotiating will be paid more. Your employer will not come back and up your pay because the newcomer gets higher pay.

People struggle asking for what they want. This also includes people wanting or desiring a pay raise. Recently I have been asked by a client, “When it would be acceptable to ask for a raise. Timing is key when asking for a 💰 pay increase from your employer. Here are some scenarios when asking for a pay raise would be acceptable from your employer. 1️⃣ After Completing a Successful Project 🏆: Show your value before asking for more. 2️⃣ During Performance Reviews 📈: Use this formal setting to discuss your contributions and future goals. 3️⃣ After Gaining Additional Responsibilities 📝: If you’ve taken on more work, it’s fair to request compensation that reflects it. 4️⃣ When Company Performance is Strong 💼: Highlight how your efforts contribute to the company’s success. 5️⃣ After Researching Market Rates 📊: Know your worth and present data to support your request. Approach the situation with confidence while maintaining professionalism.🤝 Know your worth. 💯 Have a great day on purpose. #Career #PayRaise #SalaryNegotiation #FinancialStability #YourWorth #Goals #Success #Purpose #NextLevel

Feeling nervous about asking for a pay raise? Here are 4 ways to do it without losing your job - (No. 1 is most effective) 4. Show them your worth Tell your managers about your accomplishments in the last 6 months. Give them specific statistics and numbers on how you have positively impacted the team 3. Research well Use LinkedIn or other sites to find out how your current salary compares to similar roles in the market. This way you can set a realistic salary expectation and feel more confident while approaching management. 2. Don’t show your fear Asking for a raise is intimidating - But when you have gathered proof that you deserve it, you should approach your senior confidently. Because self-doubt is often met with rejection. 1. Prepare and practice Practice your pitch beforehand to ensure you present your case clearly. And be prepared for pushback or an initial no. Bonus tips - During the discussion, maintain a positive and professional attitude. Show enthusiasm for your role and appreciation for the opportunities you've been given. Thanks, Reno Perry for the reminder. Repost this and follow Ruchi Parekh, PCC for more!

Top Tip Tuesday: Asking for a payrise Choose the Right Time ➡ Ensure the company is in a good financial position. ➡Understand your company's pay raise and promotion policies. Do Your Research ➡Research the average salary for your position in your industry and geographic location. Prepare Your Case: Keep it factual ➡Detail your achievements and contributions objectively. ➡Show how you've contributed to team or company goals. ➡Bring evidence of your achievements, such as emails, reports, or performance reviews. Practice Your Pitch Schedule a Meeting ➡Maintain a positive and professional demeanor throughout the conversation. Follow Up ➡Send a thank-you email after the meeting to show appreciation for the time and consideration. ➡If the answer was no, ask what you can do to work towards a raise in the future and set a timeline for revisiting the conversation.

"Compensation as per industry standards." How difficult is it to just specify a number? Or at least a range, if you can't? "Industry standards" can mean a whooole lot of things. In the writing and editing space, the current "industrial standard" looks like underpaying employees and contractors. Are you saying that’s what you’re offering? Or do you inherently believe that the pay isn’t good enough to mention upfront? HR folks, founders, or anyone involved in hiring: You’re losing out on really strong candidates when you don’t mention how much the job pays. You’re also wasting everyone’s time. We're all likely short on time anyway. Please don't add going-through-a-long-application-process-only-to-learn-that-the-compensation-isn't-good-enough to our plates. Or yours. We don't need this. 😭 I'd love to hear if there are any good reasons for leaving the pay out of job posts because I honestly can't think of any.

When a job posting lists the pay range, which is common now with pay transparency laws in many states, I encourage you to consider the range before you apply for the position. Why? If you're looking for $10,000 or more above the top pay range for the role, it may be unlikely that you'll be offered your desired pay range if you apply. It's happened twice recently with candidates, although the advertised pay ranges were prominently displayed on each posting. I spoke with each candidate. At the end of each call, I asked about their availability and pay expectations. Each candidate stated a pay range out of bounds for the role. It wasted their time, probably frustrating them to no end. I was excited about each candidate, and they did meet the requirements for the postings but.... Pay ranges are dictated by the contracts we hold. My ability to negotiate higher salaries is usually severely limited. I couldn't meet their salary expectations. So, consider the pay range before you apply. It may save you time and aggravation. #payranges #paytransparency #jobseekertip #candidateexperience

It’s time for C&B to gear up for pay reviews. Don’t wait until December. And rememBER to join the Asia PayPulse Survey to plan your budgets and tactics. The survey link is pinned to my profile. Finally.. if you need help with your annual salary review, we offer end-to-end support. We will run your entire pay review, globally, everything from budgeting, market analysis, salary range updates, compa-ratios, merit matrices, manager worksheets, approvals and comms. Or we will supplement your internal resources. We leave behind a toolkit for your future use, and we teach your HR how to run a flawless pay review.