It’s no secret here that it’s important to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiate your salary</a> and advocate for yourself, no matter the circumstances. However, several salary negotiation myths could be holding you back from doing just that.

Harmful narratives like “negotiating salary might be seen as combative” or “I shouldn’t get greedy” come from these myths, <a href="https://finance.yahoo.com/news/3-most-common-reasons-why-110051961.html">preventing employees from negotiating</a> and ultimately keeping them underpaid. I know it because I once had these same narratives running through my head.&nbsp;I didn’t negotiate at all for my first 2 jobs after college. I honestly thought I had no right to because I was so new to the field. Although I didn’t have any logical reason to think that, that fear comes from society’s general influence from the taboo of money and how talking about money can be seen as “rude”.&nbsp;Imagine if I negotiated my pay for those first 4 years of my career, what I could have done with that money, and how that would’ve affected my current salary. I feel jipped.&nbsp;It’s time to debunk these myths once and for all.

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Key points:<ul><li>Negotiation myths keep workers overworked and underpaid, holding them back from years of additional earnings and wealth building.</li><li>Salary negotiation is a normal part of any hiring process.</li><li>Negotiating pay is a professional occurrence and demonstrates your value to the company. Especially when you come armed with your market rate.</li><li>Employers expect negotiations and are prepared for them. You should be too.</li></ul>

&nbsp;<h2>Myth #1: You’ll lose a job offer by negotiating salary.</h2>Why the myth exists:Thinking you might <a href="https://www.salarytransparentstreet.com/resource-hub/can-you-lose-a-job-offer-by-negotiating-salary">lose a job offer because you negotiated</a> is a common occurrence. Especially when you don’t have much experience negotiating. This myth arises from not having much experience negotiating and the fear of being seen as overly demanding.&nbsp;Debunking the myth:It isn’t a part of normal business operations to pull a job offer when a candidate negotiates, and could indicate a poor company culture.&nbsp;Negotiating salary is a common and expected part of the job offer process. Employers typically anticipate some level of negotiation when thinking about their budget for the position.&nbsp;<h2>Myth #2: You shouldn’t talk about pay too early in the interview process.</h2>Why the myth exists:This myth often stems from concerns about appearing overly focused on compensation rather than the job itself. Additionally, there may be a fear of pricing oneself out of consideration or creating an awkward conversation.Debunking the myth:

Discussing pay early in an interview process can actually benefit both parties. Many employers will even ask about salary expectations as a <a href="https://www.salarytransparentstreet.com/resource-hub/job-interview-questions-and-answers">job interview question</a>. It ensures alignment on salary expectations and avoids wasting time if there's a mismatch. It also demonstrates pay transparency and helps establish trust between the candidate and employer.Not knowing your market rate can put you at a disadvantage when interviewing for different jobs. You’ll need to do market research to make sure you’re getting paid fairly before moving forward in any hiring process. Use our <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">free Market Research Guide</a> and <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a> to help you bring up pay sooner rather than later.<h2>Myth #3: You shouldn’t ask for more money when the position already has a higher salary than your last job.</h2>Why the myth exists:Some individuals may believe that since the salary is already higher than their previous job, they shouldn’t push for more. The same thing applies when asking for a raise. They may fear that the employer would see them as entitled and greedy.&nbsp;Debunking the myth:Your worth is not solely determined by your previous salary. Asking for more is a common and reasonable practice, especially if the new role involves more responsibilities.&nbsp;It doesn’t matter how much of a <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a> it is. Employers understand that candidates seek fair compensation based on their skills and the market value of the position.&nbsp;

Did you negotiate your salary? New York City, NY📍Salary Transparent Street™️

<h2>Myth #4: Only your salary is negotiable.</h2>Why the myth exists:Even though salary negotiations take center stage during job offers, money isn’t the only thing on the table. Many candidates may not realize that you can also <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate benefits</a> and perks.Debunking the myth:Employers often have flexibility in various components of the compensation package beyond just salary. Benefits like health insurance, vacation time, and professional development opportunities can all be subject to negotiation. Considering these factors holistically allows you to maximize your overall compensation and job satisfaction.

<h2>Myth #5: Negotiating is rude.</h2>Why the myth exists:There are cultural and societal norms that discourage discussions about money or perceived discomfort with assertiveness in negotiations. Some may fear that negotiating could be seen as ungrateful and hurt their chances of getting along with the employer. For instance, gender stereotypes may negatively affect negotiations. Even though research shows that <a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation">women negotiate just as much as men do</a>, they may have entirely different experiences.&nbsp;Debunking the myth:Negotiating is a part of a professional hiring process and is far from rude. It's a crucial step in ensuring a mutually beneficial employment agreement. Employers anticipate negotiation and often respect candidates who advocate for themselves professionally.<h2>Myth #6: You should accept a low salary just because you’re younger.</h2>Why the myth exists:Younger individuals may feel pressure to accept lower salaries due to limited experience or the assumption that they should be grateful for any opportunity.Debunking the myth:Your age does not dictate your worth or what you deserve in terms of compensation. It's your skills, qualifications, and the contributions that matter. Accepting a low salary solely based on age perpetuates unfair compensation practices and undermines your value in the workforce.

Plus, <a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">pay discrimination</a> is illegal. Companies can’t discriminate against you based on your age, or anything else. Additionally, there are organized groups such as unions that exist for some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">highest-paying trade jobs </a>that can help fight pay discrimination and negotiate on your behalf.<h2>Myth #7: You have to tell them your past salaries if they ask.</h2>Why the myth exists:There are historical hiring practices where employers commonly asked for past salary information as part of the hiring process. Some candidates may believe they are obligated to disclose this information to proceed with the application or negotiation process.Debunking the myth:You are not legally obligated to disclose your past salary to potential employers, and in many states, there are <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that prohibit employers from asking for this information.&nbsp;Revealing past salaries can perpetuate wage gaps and undermine your ability to negotiate based on your qualifications and the market value of the position. Instead, focus on discussing your salary expectations and the value you bring to the role.<h2>Myth #8: You shouldn’t negotiate higher than the posted salary range.</h2>Why the myth exists:This myth may arise from concerns about overstepping boundaries or appearing unrealistic in negotiations. Some may believe that the posted salary range represents a firm limit set by the employer and that negotiating beyond it is not acceptable.Debunking the myth:The posted salary range is often a starting point for negotiation rather than a strict boundary. Employers typically have some flexibility in adjusting salary offers, and also provide salary ranges. Negotiating higher than the posted range is not uncommon, especially if you can demonstrate the value you bring.

<h2>Myth #9: Rejecting an offer will ruin future opportunities.</h2>Why the myth exists:It’s normal to be scared of burning bridges in your career. No one wants to be perceived as ungrateful or difficult to work with. Candidates may worry that turning down a job offer from a particular company could negatively impact their chances of securing future opportunities with that organization or within the same industry.Debunking the myth:Rejecting a job offer is a common occurrence and is unlikely to permanently damage your professional reputation or future prospects. While it's essential to handle the situation respectfully and professionally, employers understand that candidates may have valid reasons for declining an offer.

<h2>Approaching Negotiations With Clarity and Confidence</h2>Anytime a negotiation myth pops into your head, a great way to help debunk it is to talk about it. You aren’t the only one who has these doubts. Start <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">discussions with coworkers</a> and friends about salary, <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">how to ask for a raise</a>, and your negotiation fears.&nbsp;Being transparent about our salaries helps to face these myths head on. <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">Pay transparency</a> arms us with the knowledge and tools to not only increase our income, but also help us understand our overall value as job candidates.&nbsp;Remember that negotiating is another way that you’re demonstrating your value. If you don’t value yourself in your career, who will?&nbsp;Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ hello@salarytransparentstreet.comFor more Salary Transparent Street resources:<ul><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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9 Salary Negotiation Myths Debunked

Thank you to our partner Capitalize for collaborating with us and allowing this resource to come to life.Jobs aren’t quite the same as they were in the 90s. People don’t spend a decade or more at the same job anymore. They experience more <a href="https://www.salarytransparentstreet.com/resource-hub/what-to-do-when-you-get-laid-off">layoffs</a> and switch employers more often. With frequent job changes, it’s not a surprise that people leave their 401(k)s behind, often forgetting about them completely.&nbsp;Forgotten 401(k)s actually grew to $1.65 trillion in assets during 2021 and 2022, <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">according to Capitalize</a> which is a free service that helps people claim and rollover their old retirement accounts.

Enter the job hopper. “Job hopping” is a buzzword created online to give name to a phenomenon of when employees spend less than a year at a job before quitting to move to the next one in hopes of <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a higher salary</a> and increasing their benefits, flexibility, and experience. It’s also what helped our founder, Hannah Williams, increase her own salary and eventually <a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street">start Salary Transparent Street</a>. Job hoppers are some of the most affected by forgotten 401(k) accounts and savings.When leaving a job after any amount of time, it’s your responsibility to decide what to do with your old 401(k). Unfortunately, these accounts don’t follow you from job-to-job and the longer you procrastinate dealing with them, the more you could lose out on those hard earned gains on investments, resulting in decreased retirement funds.&nbsp;Let’s dig deeper into how you can roll over your 401(k) after leaving a job and how to recover lost or forgotten 401(k) accounts.Key points:<ul><li>It’s most common to roll over your 401(k) to an IRA account after leaving a job.</li><li>Leaving your 401(k) with your employer could cost a ton in fees and you could lose out on significant gains.&nbsp;</li><li>401(k) rollovers are surprisingly easy and completely free, including lost and forgotten accounts.</li></ul><h2>What is a 401(k) Rollover?</h2>An employer-sponsored 401(k) is a common <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">work benefit</a> at many jobs that allows you to start contributing funds from your paycheck towards your retirement. Oftentimes the employer will match your contributions at a certain percentage, which is essentially free money invested into that account for you. Rolling over your 401(k) account after leaving a job is a process that makes sure you don’t lose this money.401(k) rollovers consist of transferring funds from an employer-sponsored retirement savings account to an individual account or new employer’s 401(k) plan. This financial strategy allows individuals to consolidate their retirement savings, providing greater control, less fees, investment flexibility, and potential for growth. You may actually be able to retire up to 4 years sooner just by reducing your 401(k) fees alone.&nbsp;

Rollovers are especially important for individuals who <a href="https://www.cnbc.com/2022/05/12/25-year-old-went-from-40k-to-115k-in-3-yearsher-negotiation-trick.html">change jobs frequently</a>, as they enable a seamless transition of retirement funds without incurring taxes or penalties, while also preserving a tax-advantaged status.<h2>401(k) Rollover Options and Rules</h2>When considering a 401(k) rollover, there are several options and rules to keep in mind. If you’re rolling over a traditional 401(k) account, you have the option to transfer those funds into another qualified retirement account, such as an Individual Retirement Account (IRA), a Roth Individual Retirement Account (Roth IRA) for rolling over Roth 401(k) accounts, or a new employer's 401(k) plan.&nbsp;Rollovers to a traditional IRA or a new employer's traditional 401(k) plan usually have no immediate tax consequences. The same goes for rolling over Roth 401(k) accounts into a Roth IRA. However, if you're moving funds from a traditional 401(k) to a Roth IRA or Roth 401(k), that is considered a Roth conversion and you'll need to pay income taxes on the converted amount.Generally, you have 60 days from the time you receive a distribution from your old 401(k) to complete the rollover if you do an indirect rollover. If you fail to do so, the distribution might be subject to taxes and penalties.

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The rules and options can vary, so it's essential to understand your specific circumstances and consult with professionals who can provide personalized advice based on your financial goals and needs. The professionals at <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize </a>are a great place to start (and it’s completely free).<h2>How to Roll Over Your 401(k)</h2>To start your 401(k) rollover using Capitalize, <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">select the “Get Started” button on the Capitalize website</a>. From there you’ll be asked to provide a few details about your old retirement account and where you’d like to roll it over.With Capitalize, you can successfully transfer your old retirement account into an IRA that you control, not your old employer. It’s usually most common to rollover your old 401(k) to an IRA instead of a new employer’s plan. IRAs generally come with more flexibility for investment options and less fees than employer-sponsored 401(k) plans.

capitalize screenshot to initiate 401k rollover

If you don’t have any details about your old account, there is an option to select in which Capitalize will find your account for you. This is honestly my favorite Capitalize feature and has helped me find and rollover 3 lost 401(k)s of mine.

Once you locate your old 401(k), choose an IRA that best fits your needs for your rollover. This can be an existing IRA that you have, or a completely new one. If you don’t know where to begin with finding where to open an IRA at, Capitalize will also give you a few of their own suggestions based on what’s most important to you.

After all of the information is submitted, Capitalize takes it from there. Their team will begin processing your rollover, including all paperwork and communicating with your retirement account provider(s). They also don’t miss a beat in making sure the status is promptly communicated back to you, with up-to-date widgets for each rollover that are updated in real-time on the Capitalize dashboard.

capitalize screenshot of old 401k rollover status

Once the process is complete, Capitalize will notify you for any additional action needed on your part and you’re done!

capitalize screenshot of a completed 401k rollover notification

<h2>How Job Hopping Might Actually Help You Save More for Retirement</h2>Job hopping seems like a term that would reflect workers in a negative light. But that’s far from the truth.In today’s context, the term could potentially open up hiring managers to negative bias towards candidates with less than 1 year at a job listed on their resume. Realistically, job hopping represents people standing up for what they deserve and taking action. Their employers would dump them in a second in the name of profits. So, why can’t we do what’s best for our own finances? One of the ways job hoppers do this is by taking advantage of 401(k) matching benefits at each job that helps them to save significantly more, especially when moving to a job that has a better match.Then on top of that, they save more money on fees from making sure they rollover their old 401(k)s to an IRA using <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize</a>, which could potentially help them retire even sooner!If you want to learn more about 401(k) rollovers and how to get started with your own today, check out <a href="https://www.hicapitalize.com/welcome/?utm_source=STS&amp;utm_medium=email&amp;utm_campaign=q32023">Capitalize </a>and initiate your first rollover for free. With 1,000+ 5-star reviews on TrustPilot, you really can’t go wrong.

That’s it for this week! I hope you enjoyed this resource on a wealth building tool that often gets overlooked. Until next time, stay awesome, stay strong, and keep advocating for yourself! I’m Daniella, writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Need help negotiating? Our free <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac">Salary Negotiation Guide</a> has scripts and tips to get you a higher salary at your current (or new) job.&nbsp;&nbsp;Explore thousands of individually reported, contextual salaries across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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A Guide to 401(k) Rollovers

Your gender shouldn’t have anything to do with how much you get paid. It also shouldn’t have anything to do with how much you’re able to negotiate for. However, we unfortunately live in a world where discrimination happens and that discrimination can even lead to long-term financial impact.The <a href="https://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/#:~:text=The%20gender%20pay%20gap%20%E2%80%93%20the,every%20dollar%20earned%20by%20men.">gender pay gap</a> shows that women earn 82 cents for every dollar earned by men. Additionally, transgender women earn 60 cents, and transgender men and non-binary folks earn 70 cents for every dollar a cisgender man earns, according to the <a href="https://www.hrc.org/resources/the-wage-gap-among-lgbtq-workers-in-the-united-states">Human Rights Campaign</a>. These can lead to thousands and even millions of dollars less earned over the lifetime of their careers.&nbsp;

<a href="https://www.gsb.stanford.edu/faculty-research/faculty/margaret-neale">Margaret Neale</a>, a professor at Stanford, did an interesting analysis that shows that not negotiating is equivalent to working an additional 8 years. This shows that <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating salary</a> is absolutely important for not only your financial well-being, but also your professional success in your career trajectory.&nbsp;Negotiations themselves can’t solve <a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">pay discrimination</a>, the gender pay gap, and wealth gap in America - but they are still important. No matter your gender, you should have that skill in your back pocket ready to go at any time.&nbsp;This is why we spoke with Kathryn Valentine, the CEO of<a href="https://worthmorestrategies.com/"> Worthmore Strategies</a>, a consulting firm focused on advancing women in the workplace, to dig into negotiating regardless of your gender.&nbsp;

Key points:<ul><li>There are gender stereotypes that play into negotiations.</li><li>A collaborative mindset combined with effective language during negotiations can increase your chances of success.</li><li>It isn’t your fault that a company is discriminating against you in negotiations based on gender. It’s the company’s fault.</li></ul><h2>Is there a gender gap in salary negotiations?</h2>No, there is actually not a gap between which gender negotiates more. That happens to be a myth. But there is a gap between how different genders are treated in certain situations due to gender stereotypes.

Kathryn dug into research from <a href="https://www.cmu.edu/dietrich/sds/people/faculty/linda-babcock.html">Linda Babcock</a>, a professor at Carnegie Mellon, on the topic that sheds some light into the progress of negotiations over time. “Back in the early 2000s, men were negotiating about 7 times as often as women. The good news is there has been a lot of media attention and education on that in the past 20 years and recent research by Lee and Kray showed that men and women are negotiating at equal rates, but women are only successful half as often.”&nbsp;A big factor that holds people back from successful negotiations or <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">asking for a raise</a> is the fear of backlash. “New research by <a href="https://projects.iq.harvard.edu/hbowles/home">Hannah Riley Bowles</a>, a professor at Harvard, shows that the risk of backlash is highest in gender non-congruent negotiations, for example, when men negotiate flexibility or women negotiate pay.” Fears of backlash can even lead to workers thinking that they could possibly <a href="https://www.salarytransparentstreet.com/resource-hub/can-you-lose-a-job-offer-by-negotiating-salary">lose a job offer by negotiating salary</a>.Knowing how to get around those fears, manage risks, and find strategies that work the best for you is key for a successful negotiation.&nbsp;<h2>Strategies for a Successful Negotiation</h2>Thanks to <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> spreading across the country, several companies now list salary ranges on job postings. These numbers can help immensely to set expectations when talking about pay.Before diving into any negotiation, first determine what your market salary would be. Use our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-market-research-guide">Market Research Guide</a> to help with that.&nbsp;Once you have that number, determine the absolute lowest you’re willing to accept a job for and the highest you can go based on your market rate. This will help you determine an estimated salary range when negotiating.During any negotiation, it’s important to know what you can and can’t negotiate for. Things like salary, signing bonus, and commissions are all acceptable things to negotiate for. Benefits like flexibility, remote work, additional training, retirement savings and even vacation days are all <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiable benefits</a>.

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When thinking of what you want to negotiate for, Kathryn recommends asking yourself what it is you truly want, “Ask yourself: what can I ask for that will help me be more successful? Less stressed? Happier?”. Once you know exactly what it is you want, ask for these relationally.<h2>Examples of Effective Language</h2>Kathryn gives a great example <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation script</a> for some effective language to use when negotiating, “For example, ‘As you know, last year I delivered 10% over my annual target. I think I can hit 15% this year, but to fully focus. I recently came across this benchmarking study and was surprised to see the average in my role is 10% higher than my current pay, even though I’m a top performer. How can we close that gap?’”.

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Another strategy that Kathryn recommends is to approach negotiations with a collaborative mindset. “Instead of approaching a negotiation as me vs. you, go in with an ‘us vs. the problem’ mindset. The problem is anything that prevents you from delivering the highest impact at the lowest stress level. Those things are a problem for the employee and the employer.”“Approaching the negotiation as something we can solve together increases chances of success and reduces the risk of backlash. For example, in a job offer negotiation you could say something like, ‘Given my background, I can deliver in this role. However, I do have another offer for a 20% higher salary. I've really enjoyed getting to know you and this company and I want to be here. Can you help me close that gap so I can join your team and start contributing here?’”<h2>Things That Are Out of Your Control</h2>As we know with every negotiation, there are things out of your control and toxicity in company culture that you should be aware of. If something doesn’t feel right to you during any negotiation, know when to walk away.

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Kathryn shares what she would do in a situation where it isn’t a good fit. “We know that combative (or assertive) negotiations is a gender-stacked situation in which women are set up to fail because it triggers societal gender norms that result in backlash. So whenever I'm negotiating with someone who refuses to discuss these topics collaboratively, I get wary. Is this someone I really want to work with?”&nbsp;I echo what Kathryn said but would add that transgender and gender nonconforming folks may feel this backlash as well.<h2>It’s Not You, It’s Them.</h2>Negotiating salary is one of the most important skills you need in your career, regardless of your gender. It’s always in your best interest to do so and if a company ever makes you feel like your gender is the problem in those negotiations, it’s not you – it’s them. Know when to walk away.

<a href="https://hbr.org/search?term=kathryn%20valentine&amp;search_type=search-all">Kathryn Valentine</a> is the CEO&nbsp; of Worthmore Strategies, a consulting firm focused on advancing women in the workplace. She has spoken at Harvard, Wharton, and Darden business schools, and her work has been featured in  <a href="https://hbr.org/2022/10/3-negotiation-myths-still-harming-womens-careers">Harvard Business Review</a>, the <a href="https://f1v3ff69.r.us-east-1.awstrack.me/L0/https:%2F%2Fwww.wsj.com%2Farticles%2Fyou-found-out-your-co-worker-makes-more-can-you-ask-for-a-raise-11670128550/1/01000184ea35b281-a129ff62-f1ed-4c74-865a-29b6eb928748-000000/DY3R0_XjdmMGYZl4FF7KaSRzZzo=299">Wall Street Journal</a>, <a href="https://www.fastcompany.com/90683849/want-to-prevent-burnout-try-negotiating?partner=feedburner&amp;utm_source=feedburner&amp;utm_medium=feed&amp;utm_campaign=feedburner+fastcompany&amp;utm_content=feedburner">Fast Company</a>, <a href="https://www.forbes.com/sites/jenniferpalumbo/2021/12/29/how-women-can-negotiate-a-raise-and-advocate-for-their-careers/?sh=2f0b156e1e78">Forbes</a> and <a href="https://www.businessinsider.com/personal-finance/gender-pay-gap-2022-3">Business Insider</a>. You can download her free list of <a href="https://view.flodesk.com/pages/5fd8ba0b7f6569a396ccbbd2">75 Things Women Can Negotiate</a>.<h2>Are you being underpaid? Find out with our free quiz 👇</h2>&nbsp;

That wraps it up for this week. Until then, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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How to Get Paid More Regardless of Your Gender

There are many reasons why a layoff happens. Your employer could be downsizing, restructuring, or going through other operational changes. We’ve seen lots of layoffs recently with technology companies, but it can happen within any company!

How Much Do Software Engineers Make? Reactions to AI, Layoffs and More! The Break Room Episode 5

So, what can you even do when you get laid off?&nbsp;Layoffs are emotional and you’ll need some time to process, but it’s important to stay professional throughout the process. Sit with those emotions and feel your feelings, but don’t stay there.&nbsp;Follow these steps for what to do next.Key points:<ul><li>There are laws in place that protect workers’ rights in a layoff.</li><li>Get all of the details about your layoff in writing before you sign anything.</li><li>You may be entitled to a severance package, continuation of benefits, and unemployment.</li><li>Revisit your finances and adjust your budget to account for the loss of income.</li><li>Prepare a few things to re-enter the job market with, such as recommendation letters, resume and LinkedIn updates, and connect with your professional network.</li><li>Take it day-by-day as you handle the aftermath of your layoff and search for a new job.</li></ul>

&nbsp;<h2>Know Your Rights &amp; Revisit Your Contract</h2>Yes, employees have rights – even during a layoff! We reached out to retired employment attorney, <a href="https://delyannethemoneycoach.com/">Delyanne Barros</a>, to help us get a little more acquainted with what rights you may or may not have.&nbsp;After hearing the unsavory news of your layoff, expect a meeting request from human resources. It’s most likely to go over the details of the layoff and to ask for your signature.&nbsp;Barros says that employees should not sign anything before talking to an attorney. “Many employers will try to pressure you to sign a severance agreement or waiver on the spot. The best thing to do is to take it with you and say that you need to look it over carefully and that you will promptly get back to them,” says Barros.

Barros recommends that employees get familiar with the <a href="https://www.dol.gov/agencies/eta/layoffs/warn">Worker Adjustment and Retraining Notification (WARN) Act</a>. “Most states in the US are at-will states which means that an employer can fire for any reason or none at all. However, there are specific laws that apply to certain employers when conducting mass layoffs. The WARN Act requires employers with 100 or more employees to provide 60 days notice of any mass layoffs.”&nbsp;To find whether an employer has issued a WARN notice or not, a simple google search can help. ”An employee can look up whether their employer has issued a WARN notice by googling ‘Warn notice’ plus their state. Many states also have mini-WARN Acts that provide additional protections for employees at smaller companies,” she says.Employees’ rights outside of the WARN Act can get a little tricky, but Barros says to check your employment contract to see if it outlines any specific benefits in case of a layoff, and to reach out to the <a href="https://www.nela.org/">National Employment Lawyers Association (NELA)</a> to find an employment lawyer to work with.<h2>Request a “Layoff Letter”</h2>Your company can supply a confirmation letter, or “layoff letter”, that states that your position is being terminated. Ask them to include reasons for the layoff, the effective date of termination, date of your last paycheck, and details about any severance package or benefits that you’re entitled to.Having this letter gives you official documentation of your layoff, which may come in handy when applying for unemployment benefits and future job searches. It may be necessary if there are any disputes or legal issues related to the layoff.<h2>Understand Your Severance Package</h2>

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If you’re entitled to a severance package, lucky you! That will be your lifeline after your final paycheck – so don’t overlook it. It’s best to review all the details with a member of human resources so you fully understand your severance package and if it’s fair or not.Negotiation is the name of the game with severances. Just like <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating salary during a job offer</a>, severance packages can also be negotiated. Barros says this is where an employment lawyer also comes in handy, but many people hesitate to reach out to one because they think they’re only useful when planning to sue an employer. “However, I coached many clients behind-the-scenes during severance negotiations or negotiated on their behalf if they preferred it,” she says.Barros advises employees to “consult with an employment attorney in their state before they engage in severance negotiations. Most attorneys will offer a free consultation and may provide some guidance during that meeting.”Employees wanting to speak with an employment lawyer should check <a href="https://exchange.nela.org/memberdirectory/findalawyer">NELA’s referral directory</a> online.&nbsp;<h2>Ask About Benefits</h2>You should always negotiate. Layoffs are no exception. Similar to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiating benefits</a> during a job offer, go over your current benefits with human resources to see if compensation is warranted.&nbsp;Even if your benefit information is included in the layoff letter, discuss the specifics with human resources so you don’t have any unexpected surprises later on. Ask about health coverage changes, including the official end date of your employer-sponsored health plan and how to sign up for <a href="https://www.dol.gov/general/topic/health-plans/cobra">Continuation of Health Coverage (COBRA)</a>.&nbsp;But what about unused paid time off? You can absolutely get compensated for those if the company is able to include it.<h2>Look At Options to Continue Healthcare Coverage</h2>Depending on your employer, you may be able to sign up for COBRA to continue your health coverage. The time period for the coverage continuation usually falls around 18 months, but you’ll have to pay the full premium in addition to administration fees.

gif of larry david on snl saying "universal health care doesn't sound too crazy now, does it?"

Another option is looking at alternative health insurance options on the <a href="https://www.healthcare.gov/">Healthcare Marketplace</a>, or joining your spouse’s health plan.&nbsp;<h2>Review Your 401(k) &amp; Prepare for a 401(k) Rollover</h2>Your 401(k) is 100% yours and won’t go anywhere when you’re laid off. Employers will either keep it where it is, or transfer it to another 401(k) provider or Individual Retirement Account (IRA) of their choosing.&nbsp;This is where <a href="https://www.salarytransparentstreet.com/resource-hub/401k-rollovers">401(k) rollovers</a> come in. It’s a good idea to rollover your 401(k) after your last day of employment so you aren’t at the mercy of the company’s choices. When rolling over a 401(k), there’s the option of transferring it to an IRA of your choosing. We recommend <a href="https://www.hicapitalize.com/?utm_source=STS&amp;utm_medium=email">Capitalize </a>to easily do this for you for free - which is one less headache for you.

&nbsp;<h2>Ask Your Boss for a Letter of Recommendation</h2>You need as many resources on your side as possible when you reenter the job market. This is where your boss can help!

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Set up a quick 1-on-1 with your boss during your last weeks or months at your job to see if they can write a letter of recommendation for you and if you can use them as a reference. Another option is asking them if they can fill out a recommendation for you on LinkedIn to help your profile attract recruiters.<h2>File for Unemployment Benefits</h2>Unemployment benefits are available to laid off employees if your employer contributed to the state’s unemployment insurance program. Payments from unemployment benefits, and its duration, will depend on your state.&nbsp;Visit the U.S. Department of Labor website to find your state and <a href="https://www.dol.gov/general/topic/unemployment-insurance">file for unemployment benefits</a>.<h2>Revisit Your Finances &amp; Adjust Your Budget</h2>Now that you’ve lost your primary source of income, it’s time to review your finances. Log into your different accounts including your checking, savings, and any investment accounts to take stock of your current financial situation.&nbsp;Re-adjust your budget and cut any expenses you can. If you’ve saved an emergency fund, determine how much of it you want to use and how you can rework your budget to accommodate it.<h2>Update Your Resume &amp; LinkedIn</h2>

It’s probably been awhile since you’ve updated your resume and LinkedIn. Many of us forget about them the longer we stay at one job. It’s time to update and revamp both to help you stand out when applying for jobs.Add information about your most recent job to your resume. Update it to include not only what you did, but also include the impact and results of your contributions. Then update your information on LinkedIn, including your past role and the skills used in that role. It’s also helpful to add keywords in your LinkedIn headline and select that you’re “Open to work” on your profile.<h2>Tap Into Your Network</h2>Your network is one of the most valuable resources when searching for a new job. Reach out to past colleagues on LinkedIn or other platforms, and any recruiters you’ve had contact with in the past.If you’re in any local networking groups, such as a women’s networking group or alumni organization, reconnect with them and see what events are happening near you or virtually. Online groups, such as career-focused communities on social media, can also be helpful when building a professional network.<h2>Really Think About Where You Want to Go From Here</h2>

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Before diving head first back into a job search, ask yourself what you really want to do from this point on. Do you want to work for a company in the same sector? Do you want the same role?&nbsp;Also think about how much you want to get paid and what sort of benefits you’re looking for in your next job. Our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> and free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> can help when setting your market salary range.&nbsp;However, most people need a new job immediately to replace the loss of their primary income – especially when they don’t have an emergency fund to fall back on. You might have to charge right into a job search. If this is you, still think about what you really want to do. That next job isn’t going to be forever and if you find something better down the line, don’t be afraid to take it!<h2>Take Care of What Matters Most – Yourself</h2>Job hunting is exhausting. Take it day-by-day and know that you aren’t alone. It’s important to have some sort of structure in your days with a daily routine. Add some much-needed self care and set realistic expectations in your job search to promote a positive outlook.&nbsp;Please, please, please ask for help if you need it, whether that’s spending time with your friends to free your mind, working with a life or career coach, or reaching out to a mental health professional. There are people out there that can help you through this.That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ hello@salarytransparentstreet.comFor more Salary Transparent Street resources:<ul><li>Want to join the movement? Explore thousands of individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

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What To Do When You Get Laid Off

What do you do and how much do you make?&nbsp;People have been asking me the first part of that question ever since I graduated college. However, the second part of that question is still seen as taboo and even “tacky” by many in our society. Salary transparency is here to challenge that idea to create a more equitable world of work.&nbsp;Salary transparency is when a company or individual openly shares their compensation. On a company level, its transparent pay policies that include listing salaries on job listings and publishing salaries internally to employees.&nbsp;On an individual level, it’s people discussing their pay with each other&nbsp; – whether that’s sharing it with friends, family, colleagues, officially within their organization, or online to end the gatekeeping culture around compensation. Because the secrecy around what we make at work only hurts the worker, not the company who’s profiting off of underpaid employees.This is why salary transparency is so important in our ever evolving world of work as we seek to close the gender pay gap – as well as other pay gaps including the racial pay gap, disability pay gap, age pay gap, and LGBTQ+ pay gap – and increase diversity and equal opportunities at work.&nbsp;

<h2>The Rise of Salary Transparency&nbsp;</h2>In the United States, the concept of salary transparency dates back to the early 20th century, when unions began demanding greater transparency around pay and benefits. Unions have historically been strong advocates for salary transparency, as it allows workers to negotiate better wages, benefits, and helps to keep employers accountable.In <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-government-jobs">government and public sector jobs</a>, salary transparency has also been the norm for many years. Many federal and state government agencies are required to make some form of wage information publicly available under laws like the&nbsp;<a href="https://home.treasury.gov/footer/freedom-of-information-act#:~:text=The%20Freedom%20of%20Information%20Act%20(FOIA)%20gives%20any%20person%20the,information%20found%20in%20the%20FOIA.">Freedom of Information Act (FOIA)&nbsp;</a>and state open records law.The private sector however, has just started to build momentum in a growing movement towards greater salary transparency. The rise of the internet, social media, and pages like our very own Salary Transparent Street fuels this rise with growing online communities and access to more transparent salary information.&nbsp;<a href="https://nypost.com/2023/03/10/i-found-a-listing-for-my-job-at-a-much-higher-salary-so-i-reapplied/">Employees&nbsp;</a>are now finding out that they were being underpaid at their jobs, including Salary Transparent Street’s founder, Hannah Williams, who found out she was making $20,000 less than her market rate&nbsp;which <a href="https://www.salarytransparentstreet.com/resource-hub/why-i-started-salary-transparent-street">inspired her to start STS</a>.&nbsp;

Take our free quiz to find out if you're underpaid! 👇

&nbsp;<h2>The Evolution of Pay Transparency Laws</h2>It’s perfectly legal to discuss our pay with each other as employees and employers can’t legally prohibit employees from sharing that information. Remember that the next time you read a company policy that says otherwise.Under Executive Order 11246, employees have the right to discuss their pay with other employees and applicants. It states that an employee “cannot be disciplined, harassed, demoted, terminated, denied employment, or otherwise discriminated against because you exercised this right,” according to the&nbsp;<a href="https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/factsheets/FACT_PayTransparency-Sept16_ENGESQA508c.pdf">U.S. Department of Labor</a>.Congress also passed the&nbsp;<a href="https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act">National Labor Relations Act</a>&nbsp;(NLRA) in 1935 that provides employees at private-sector companies the right to seek better working conditions and representation without the fear of retaliation. However, public-sector employees are excluded, which are any state employees, local and federal government workers, agricultural and domestic workers, independent contractors, and workers who are employed by a parent or spouse. Air and rail carrier employees are covered under the&nbsp;<a href="https://railroads.dot.gov/sites/fra.dot.gov/files/fra_net/1647/Railway%20Labor%20Act%20Overview.pdf">Railway Labor Act</a>.Additionally, there are currently 15 states that have enacted salary transparency laws that require disclosure of pay ranges. You can view all of these states and the pay transparency laws for each using our <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">Pay Transparency Law Tracker</a>.These states include:&nbsp;<ul><li>California</li><li>Colorado</li><li>Connecticut</li><li>Hawaii</li><li>Illinois</li><li>Maryland</li><li>Massachusetts</li><li>Minnesota</li><li>Nevada</li><li>New Jersey</li><li>New York</li><li>Rhode Island</li><li>Vermont</li><li>Washington</li><li>Washington D.C.</li></ul>The differing laws vary in definition from state to state. For example, Colorado requires employers to include in job listings “a general description of all of the benefits and other compensation to be offered to the hired applicant,” along with the hourly or salary compensation/range for their position. Meanwhile, California requires employers to provide the pay scale in the job posting, but not information about “tangible benefits.”13 other states are now considering <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a>, with legislation being introduced in Alaska, Connecticut, Delaware, Indiana, Iowa, Kentucky, Maine, Missouri, Montana, New York, Oregon, Pennsylvania, and West Virginia.&nbsp;

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<h2>Benefits of Salary Transparency</h2>Pay transparency has several benefits for both the employee and employer.For instance, it helps to attract and retain talent for companies while improving employees’ job satisfaction, trust, and increasing productivity. It also helps to improve the reputation of companies and builds a culture of openness with profound long-term effects.&nbsp;<a href="https://www.cnbc.com/2023/03/19/ways-hr-is-thinking-about-attracting-and-retaining-gen-z-talent.html">Gen Z candidates</a>&nbsp;now expect transparency, and companies could lose out on top talent by not providing it.&nbsp;Salary transparency encourages fair &amp; equal pay while closing several different pay gaps. The most recent significant impact of salary transparency has been its ability to&nbsp;<a href="https://qz.com/work/2118866/the-pros-and-cons-of-salary-transparency">close the gender pay gap by 45%</a>&nbsp;in transparent organizations, according to a study at the University of Utah’s business school. It's also helpful for folks to land some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">highest-paying jobs without a college degree</a>.While there are several benefits of salary transparency, it also has its drawbacks. An&nbsp;<a href="https://hbr.org/2022/08/research-the-unintended-consequences-of-pay-transparency">unintended consequence</a>&nbsp;of transparent pay information is that it compresses pay and narrows the pay gap between employees at different levels of an organization or within a specific job category.&nbsp;Wage compression happens in two ways; salaries of lower-paid employees are raised to become more equitable with those of higher-paid employees, or when salaries of higher-paid employees are reduced to become more equitable with those of lower-paid employees. The second case is typically for higher-earning employees who have been historically cisgender white men that’ve out-earned other groups for decades 👀.

Corporate Bro gif with the words E-QUI-TY

<h2>How Companies Can Embrace Salary Transparency&nbsp;</h2>Achieving full salary transparency and pay equity will take more than the efforts of workers to break the stigma around talking about money. Three things have to come together to make this work – community, corporate, and congress. Congress and community are starting to do their part, with partial responsibility now shifting to corporate America.Even though there are no federal laws requiring private employers to disclose compensation information (yet), there are ways they can start embracing salary transparency sooner than later.A few ways corporations can start building equitable policies around pay include:<ul><li>Conducting a pay audit &amp; using data to set salary ranges:&nbsp;A pay analysis can help ensure pay equity internally for employees. This might include an audit on current compensation across organizations and referring to updated market and competitor pay data to compare to and update pay ranges.&nbsp;</li><li>Creating a pay transparency policy:&nbsp;Take into account applicable laws, company culture, and company reputation as you design a pay transparency policy that best fits. Will you need to share pay ranges on job listings and decide how to publish pay data internally to employees? How will you communicate these appropriately both externally and internally? Rolling the policy out in phases may be more beneficial to management than rolling it out all at once.&nbsp;</li><li>Preparing managers:&nbsp;Managers are going to be a big part of how a company communicates pay transparency policies to current and potential employees. This may especially change <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">how negotiations work</a> with management and they may be less able to grant personal requests in negotiations as their salaries and benefits are more standardized per each position.</li><li>Publishing the pay information internally:&nbsp;This is corporate marketing 101. The way that a corporation decides to communicate how they are publishing salary information internally will have an effect on how it’s received by their employees and potential employees.</li><li>Adjusting &amp; adapting:&nbsp;As you build and publish new pay transparency policies, it will take some time to adapt with the varying personalities and opinions on pay transparency within an organization. Keeping an open line of communication with employees and management about the changes and allowing them to feel like they are a part of decisions being made will help create the most successful outcome.</li></ul>

Gif with a person saying pay what you owe me plus 20% for the inconvenience

<h2>Salary Transparency is The Future of Work</h2>Salary transparency is good for both the employer and employee, challenging both to create environments where they can succeed and grow. Now with over half of America enacting and thinking about pay transparency laws, the movement continues to grow.&nbsp;(AD) Do you know if you’re fairly paid?&nbsp;Fill out this&nbsp;<a href="https://payscale.pxf.io/c/3976832/1542560/16772">short salary survey</a>&nbsp;from Payscale to get a free salary and benefits report, and learn how you compare in your overall market. You'll also get career path predictions, see companies hiring for your role, and find out what skills can help you get ahead.* Disclaimer * to add at the end: This is an affiliate link, which means we may receive a commission, at no extra cost to you, if you click through the link and make a purchase from one of our partners.&nbsp;Need help researching your market rate?? Download our&nbsp;<a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">free Market Research Guide</a>.Subscribe to&nbsp;<a href="https://view.flodesk.com/pages/629773b2f0870d83de7c7fc7">our weekly newsletter&nbsp;</a>for important recaps on the state of work culture, insightful interviews from successful professionals, and resources to help you navigate and advance in your career.Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Send us an email ➡️ hello@salarytransparentstreet.com&nbsp;

The Importance of Salary Transparency

Performance reviews may seem super uncomfortable, but they’re a great opportunity to potentially make your job easier while increasing your income.&nbsp;Annual review season is the perfect time to show how much you’ve grown in your role and how you’d like to shift in your current position to better align with your career goals. Not only that, but you get the chance to get on the same page as your manager about any miscommunications, misunderstandings, and expectations.This is also the best time to <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">ask for a raise</a>. Organizations predict a 4.5% average base pay increase in 2024, according to PayScale’s <a href="https://www.payscale.com/research-and-insights/cbpr/">2024 Compensation Best Practices Report (CBPR)</a>.

tyra banks making a face at the camera saying "ooh"

A raise can significantly impact your finances in all the best ways but how you go about asking for that raise may determine if you actually get one or not. This is why we love performance review season – it’s the perfect time to potentially raise your income!&nbsp;Key takeaways:<ul><li>Preparation starts with understanding your job description, the evaluation criteria, goals set for the year, and how you’ve grown in your role over that time.</li><li>Highlight your achievements in a result-based format and the actions you took to receive them.</li><li>Show how your contributions directly impacted the business.</li><li>Don’t miss out on this opportunity to talk about promotion opportunities and salary adjustments.</li><li>Continue to track your accomplishments and keep an open line of communication with your manager following the review.</li></ul>

<h2>1. Review Your Job Description</h2>It’s helpful to go back to your original job description and see how it’s changed over time. If you don’t have this handy, ask the human resources department at your company for a copy of the original job description.&nbsp;Review this description and cross-reference it with your current role. Understand your role and responsibilities, then compare that with what you’ve done over the past year. Think about the projects you worked on, any new responsibilities that were added to your workload, and any way your job might’ve changed.

friends gif of joey thinking and pointing

<h2>2. Understand The Evaluation Criteria and Expectations</h2>To fully understand how you’ll be assessed, first review the evaluation criteria. This may be presented in an internal portal to make comments on and submit before the official review. Revisit individual and team objectives as you think about your recent accomplishments and how they fit into those.“Make sure you’re clear on the goals that were set for the year, and reflect on whether your behaviors aligned with expectations and where you exceeded them,” says Edel Holliday-Quinn, former Senior Human Resources Chief Leadership Psychologist at the Centre for Leadership Psychology.<h2>3. Reflect on Goals and Achievements</h2>There are various communication gaps we experience at work, especially with our leadership. We may often hold back communicating when we can’t handle the increasing responsibilities in our role or when we’re at the top of our game because we figure that management has already noticed. Because of this, you may lose sight of certain goals while also shrinking your achievements.Reflect on any specific accomplishments, projects, and goals you’ve met since the last review. Even if you don’t think they’re a big deal, they are. Don’t leave anything out.&nbsp;<h2>4. Showcase Your Achievements</h2>Think of how you’d like to present these achievements in your review to accurately show the quality of your performance.&nbsp;Just like you would highlight your accomplishments on your resume and in an interview, you’ll do the same in your performance review.

kylie saying "it's the highlight of my career"

“Always be concise. Instead of listing tasks, tie your goals and achievements directly to outcomes and use specific examples and metrics wherever possible,” says Dovilė Gelčinskaitė, Senior Talent Manager at Omnisend.&nbsp;For example, one of your accomplishments might be something along the lines of, “I spearheaded a last-minute project with an aggressive due date, which the team was able to launch on time and helped the program reach its metric goals of a 30% decrease in reported incidents and defects for the quarter.”Other examples of results you could include:&nbsp;<ul><li>Success metrics from ticketing or project tracking software</li><li>Reporting dashboards for product sales</li><li>Productivity stats for you and your team</li><li>A completed advertisement&nbsp;</li><li>Marketing campaign performance metrics</li></ul>Feedback from others that you work with cross-functionally may also help. “Include testimonials or input from key individuals who relied on your work,” Holliday-Quinn adds.<h2>5. Identify Strengths, Areas for Improvement, and Updated Goals</h2>Be ready to discuss what you excel at and what you’re working to improve. Maybe you’re often the one who speaks up more than others in meetings, identifying a strength of strong communication. But you may also need improvement in your time management skills when your role requires that a majority of your time is spent in meetings. Your goals may reflect that theme as you discuss these different areas with your manager.When looking at these strengths and weaknesses and how they played a part in this year’s objectives, also prepare suggestions for future objectives or skills you'd like to develop.<h2>6. Prepare Questions</h2>Your performance review isn’t only for talking about the past year. It also includes what to work on going forward. Use this time to take advantage of how you can grow through this conversation. Ask about career growth opportunities, feedback, or support for professional development.&nbsp;Example questions:<ul><li>What areas do you think I excel in, and where could I improve?</li><li>What opportunities are available for career advancement or skill development in the coming year?</li><li>What are the key goals or priorities for my role/team this year, and how can I best contribute to achieving them?</li><li>With the growth I’ve had in this role and the results I’ve delivered, can we revisit my salary to better match my contributions?</li></ul>

This is also where you can ask for a raise! You’ve already given them all the data they need for why you deserve one. Our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a>,<a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts"> salary negotiation scripts</a> and free <a href="https://view.flodesk.com/pages/64c03066207ff6fa282b6bac?referrer=https%3A%2F%2Fwww.google.com%2F">Salary Negotiation Guide </a>will help you make sure you don’t leave any money on the table.<h2>What’s next?</h2>Once everything is prepared, rehearse how to present your achievements, discuss challenges, and <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">talk about pay</a>. And don’t get too hung up on the scoring part of the evaluation.&nbsp;“Recognise that scoring above the standard benchmark is often challenging,” Holliday-Quinn says, “Benchmark systems are designed to identify and reward exceptional performance. Meeting the standard benchmark is still an achievement, so don’t undervalue that.”Following your review, establish a way to have an open line of communication for on-going periodic reviews and feedback throughout the year, such as bi-weekly or monthly one-on-one meetings. Continue to track your accomplishments throughout this time in a Google spreadsheet or anything that you can quickly and easily access.

Reviews are a two-way street, just like an interview. There are two people here, and at the end of the day they both want the same things – a smooth meeting with clear takeaways and more money in their pockets.Don’t forget to browse our other resources as you navigate your career, including finding your <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">market rate</a>, <a href="https://www.salarytransparentstreet.com/resource-hub/job-interview-questions-and-answers">interview questions and answers</a> to prepare for, <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a> and <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-myths">myths</a>, <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">how to ask for a raise</a>, guides to the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">highest-paying jobs</a>, and more!That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you land a higher-paying job, let us know! Send us an email ➡️ hello@salarytransparentstreet.comFor more Salary Transparent Street resources:<ul><li>Want to join the movement? Explore thousands of individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

Desktop cover image with a green background and 2 people discussing a performance review with title text overlay that reads "how to prepare for a performance review"

Cover image with a green background and 2 people discussing a performance review with title text overlay that reads "how to prepare for a performance review"

How to Prepare for a Performance Review in 6 Steps

The growing competition in the job market is pushing applicants to find any way they can to stand out. There may be hundreds of applicants for a single job, especially for <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">higher-paying jobs</a>.<a href="https://www.jobvite.com/blog/recruiting-funnel/">Jobvite</a>, a talent acquisition technology company, found from their customer data that only 8.4% of applicants are called for a job interview. Don’t let that number scare you though! They also found that of those who get called for an interview, 36.2% of them are selected to receive offers.How you prepare for that interview could make or break your chances of getting a job offer. This is why it’s important to research and practice some of the most common job interview questions and answers out there.

What’s your least favorite job interview question? Brooklyn, NY 📍#interviewquestions

Key Points:<ul><li>We’ve gathered these top questions from interviewing those in our community (like the video above), and job sites like Glassdoor and Indeed.</li><li>Not all job interview questions will be the same for everyone. What you’re asked in an interview depends on the role and interviewer.&nbsp;</li><li>These common job interview questions are a mix of what you might get asked from both HR and your hiring manager.</li><li>Most job interviews include general, behavioral, and situational questions.</li><li>The example answers provided are for guidance and should be modified to fit your situation.</li><li>No job interview answer is the absolute right answer. There are several different ways to answer any of these questions. What’s most important is how you convey your experience, expertise, and why you’re the best fit for the job.</li><li>You don’t need to memorize your answers word-for-word but instead practice them with someone to get used to how the conversation may flow.&nbsp;</li><li>It’s recommended to find your market salary range for the position before your interview, so you’re prepared for any salary-related questions.</li><li>Use our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> to get access to thousands of reported salaries and job data from our community.</li></ul>

&nbsp;<h2>Top 10 Most Common Job Interview Questions, Answers, &amp; Examples</h2>What’s the perfect way to land a job? A killer resume, a unignorable <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-write-a-cover-letter">cover letter</a>, and finally, a smooth job interview where the hiring manager falls in love with you (in a professional way).&nbsp;

If only you could read the mind of the interviewer, you would never have to fret over another job interview again. You can dream, can’t you? Well, while you’re dreaming, let’s kick your job interview preparation into high gear.&nbsp;The most common types of job interview questions are standard/traditional questions and behavioral questions. Other popular types are situational questions, competency-based questions, technical questions, and cultural-fit questions.Use this list of the most popular job interview questions and examples of possible answers to help prepare for your next interview.<h2>1. Can you tell me a bit about yourself?</h2>This is the #1 most common job interview question out there and many job interviews will start with this question. Think of your answer as “the hook” of a good story. 30% of interviewers will make up their minds about a candidate in the first 5 minutes of an interview, according to <a href="https://www.hirevue.com/blog/hiring/the-impact-of-first-impressions-on-hiring-a-data-science-perspective">HireVue</a>. When an interviewer asks you to tell them a little bit about yourself and your background, they don’t mean your entire life story. They want to hear your career story – with a good hook.

Start your story with the early days of your career and education, and add some personal notes from your background so you don’t sound like a job-wanting AI. Include how and why you wanted to pursue the specific career you have. From there, briefly talk about your work experience in ways that mirror what you would do in this job position, making you appear naturally as the best fit for the job.&nbsp;Don’t leave out any of the good details either. Mention your accomplishments and anything else that makes you the obvious choice for the job.Answer example: “Before I had 11 years of IT experience under my belt, I started playing with website development in high school. From there, I knew I wanted to do something in the technology field. After graduating with a bachelor’s degree in computer science, I started my career with an internship as a web engineer working for a small web development startup company. The expertise learned in these early years set me up for my next positions as a programmer and systems analyst working in both retail and government sectors, learning how to develop for and support custom enterprise systems. That early startup experience mixed with my corporate experience led me to working for a well-known financial technology company as a software engineer, and later was promoted to a lead reliability engineer. I love learning about new technologies and ways to challenge myself as I grow in my career, and make it a priority to invest time into continually building my skills to stay ahead of the curve.”<h2>2. Why are you looking for a new position?</h2>

Be careful with this question! Avoid responding with any sarcasm, such as, “because I need money,” or, “because I need a job”. Sure, the answer to this question is obvious. We all work jobs because we need money, but the interviewer is looking for a specific answer.&nbsp;They may be looking for red flags like if you were recently fired and why. Another possibility is they want to see how committed you are to your career growth. They want to see what motivates you and the respect you have for your current or past roles.Either way, keep it light. You don’t want to end up talking bad about your current or previous employer, nor bring negativity to the overall mood of the interview.Answer example: “I don’t believe I’m being challenged enough in my current role. Although I enjoy working for that company and with my <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">fellow coworkers</a>, I feel like I am getting stagnant in my career. I am looking for other opportunities to grow my expertise and start the next chapter in my career path.”If you’re looking for a new position because you were let go and don’t currently have a job, describe that in a brief way like the following examples show. You may have to tweak these to match your own situation.Answer example: “I was let go from my most recent role due to budget constraints and left on good terms.”Answer example: “I was <a href="https://www.salarytransparentstreet.com/resource-hub/what-to-do-when-you-get-laid-off">recently laid off </a>from my most recent position due to the company outsourcing my department. I stayed on to help with that transition and left on good terms.”<h2>3. What are your salary expectations?</h2>When asked what your salary expectations are for a job, there is more than one way to answer. It’s also your first step to negotiating your salary by setting those initial expectations. But you can’t set those expectations without knowing your own market salary range.It’s best if you can get the interviewer to provide their budget first but either way, you should have your market rate in your back pocket in case they push for it. This is where our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> and <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> come in handy. Use this guide and salary data to help you in your research and see what matches up with your own experience and skill set.&nbsp;

&nbsp;Answer example: “I have an expected range in mind based on my market rate, but it's too early in the interview process for me to gauge the full scope of this position. Would you mind sharing the budget for this role?” – The founder of Salary Transparent Street, Hannah Williams, got a $25,000 <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-ask-for-a-raise">raise</a> from using a <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation script</a> like this!If an interviewer asks for your current or last salary, there are <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> in 36 states that may get them in trouble.&nbsp;

You can deflect the answer respectfully. Or you can reframe your answer to express your market salary and expectations.&nbsp;Answer example: “Before we discuss salary, can you please tell me more about the role and what it fully entails?”

Highest Salaries We Interviewed In 2023 | Salary Transparent Street Compilation

<h2>4. What professional achievement are you most proud of?</h2>When an interviewer asks this, they don’t only want to know what the achievement was. They also want to know what you did, what the result was for the company, and why it’s the one you’re most proud of. If you don’t cover this in your initial answer, they will most likely follow up with those points.The STAR Interview method is perfect for answering behavioral questions like this. STAR stands for Situation, Task, Action, and Result and it’s a specific format to help fully convey your contributions.Answer example:Situation: "In my previous role as a marketing manager at ABC Company, we saw declining engagement with our email marketing campaigns, which was impacting our overall sales."Task: "I was tasked with updating our email marketing strategy to increase engagement and drive more sales. The goal was to achieve a 15% increase in open rates and a 10% increase in click-through rates within six months."Action: "I started by analyzing our current email campaigns to identify gaps and areas for improvement. I then segmented our email list based on customer behavior and preferences to ensure more personalized content and redesigned the email templates to be more visually appealing and mobile-friendly. I also implemented A/B testing for subject lines and call-to-action buttons to determine what resonated best with our audience. This was all while working closely with the content team to create relevant content that addressed the needs and interests of our subscribers."Result: "As a result, we saw a significant improvement in our email marketing performance. Our open rates increased by 20%, our click-through rates by 15%, and 20% increase in sales. This also strengthened our relationship with our customers by providing them with more relevant and engaging content."<h2>5. What are your strengths and weaknesses?</h2>

For this question, identify one or more of your strengths and weaknesses, and provide clear examples of each. Bonus points if you can provide examples that align with the required skills of the position.The weaknesses you want to mention should be realistic but don’t make you look bad. Don’t mention that you have trouble waking up on time, but do mention a subtle weakness like communication with an example of what you’ve done to improve that skill.Answer example:&nbsp;Strengths: "One of my key strengths is my strong troubleshooting skills and the ability to communicate effectively how to implement solutions based on that troubleshooting data. Communication is one of the most important skills in any role, for a lack of communication can be what deadlocks a project. For example, when I was faced with an enterprise-wide system outage, I had to troubleshoot the issue and find a solution quickly. I also had to communicate my progress in parallel to working on the problem itself, keeping all stakeholders in the loop so they can make sure there is a constant stream of communication also going out to clients. Because of this, the team was able to implement a solution that same day and there was no financial impact.&nbsp;Weaknesses: "An area of weakness I have is my tendency to be overly detail-oriented in my communication to higher-level stakeholders. Adding too much low-level information about an issue can cause misunderstandings and overly complicate things, which has happened to me many times during system outages. To address this, my communication includes simplified high-level detail that goes out to a high-level audience, while still keeping those detailed notes for the technical team and for record. This approach has helped to maintain a better understanding between cross-functional teams.”<h2>6. Can you describe a challenge you've faced at work and how you handled it?</h2>This is another behavioral question perfect for using the STAR method to answer. Describe what the situation was that posed a challenge, what your task and goal was, actions you took, and the end-result from those actions.Answer example:&nbsp;Situation: "In my previous role as a project manager at EFG Company, we were tasked with launching a new product line within a tight deadline of three months."Task: "My responsibility was to coordinate the efforts of the marketing, design, and production teams to ensure we met the launch date without compromising quality."Action: "I started by setting clear milestones and deadlines for each team and implemented weekly progress meetings to track our status. I also introduced a shared project management tool that improved asynchronous communication and collaboration among the team. When we faced delays from the design team, I set up brainstorming sessions to identify solutions and reallocated resources to maintain our timeline."Result: "As a result, we successfully launched the product line on time. The launch led to a 15% increase in quarterly sales and positive feedback from both customers and stakeholders."

<h2>7. Why do you want to work here?</h2>With this question the interviewer wants to see what you know about the company and how much research you did about the role. They also want to know your intentions for working there and if you’re someone that they can rely on to fulfill the requirements of the role.Answer example: “I’ve done a lot of research on the company and have used their software in many of my past jobs. Their values also align well with my own. I think that when you work for a company that you believe in and want to grow with, that adds to your job satisfaction and overall quality of life. When you’re in that type of alignment, your career path can evolve in some amazing ways. I also think this specific role perfectly matches up with my experience, expertise, and my future career goals.”<h2>8. Are there any other companies you’re interviewing with or considering?</h2>Companies want to gauge their applicants job search progress to help with their own hiring process. This is one of those questions that helps them see if there will be any competition for them when hiring you. If you have multiple companies you’re interviewing for or have offers from, feel free to say that you’re keeping your options open. And if you don’t, that’s okay to share too.

Answer example: "Yes, I’m currently exploring a few opportunities with other companies in the industry that align with my career goals and professional interests. However, I am particularly excited about this position with your company because of [specific reasons related to the company, such as its projects, culture, values, etc.].”If you don’t have any others you’re interviewing for, the following example will do.Answer example: “Not yet since I only recently started applying to a few roles. However, I am particularly excited about this position with your company because of [specific reasons related to the company, such as its projects, culture, values, etc.].”<h2>9. Why should we hire you?</h2>This question is similar to #7, “Why do you want to work here," but focuses more on you rather than what's appealing about the company or role. The interviewer wants to know what you can bring to the company if you were to be hired.Briefly explain how your contributions will add business value to the company. What results do you expect to yield and how will those help advance the company? Your answer will also come in handy when <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating salary</a>.Answer example: “My specific skill set and experience perfectly aligns with the requirements for this role. I’ve worked as an associate for 3 years, a manager for 4 years, and over the past 2 years I have served as a regional director. I’ve also worked in several different sectors, creating the perfect combination to be able to adapt to different situations and see solutions to problems that others may not. These sort of unique advantages could help the company grow in new ways as I do alongside it.”

<h2>10. Do you have any questions for us?</h2>This is the most fun question to answer! You get to interview the interviewer, find out more about the role that wasn’t discussed, ask about salary expectations if they weren’t discussed, and ask about other things to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate like benefits</a>.&nbsp;Make sure you have at least one or two questions ready to go for this section of the interview.

Answer examples:<ul><li>Can you tell me more about the day-to-day responsibilities of this job?</li><li>What are the most immediate projects that need to be addressed?</li><li>How do you measure success in this role?</li><li>What does a typical day look like for someone in this position?</li><li>Can you describe the team I would be working with?</li><li>How would you describe the company culture?</li><li>How does the company support professional development and career growth?</li><li>What opportunities for advancement are available within the company?</li><li>What is the salary range for the position?</li><li>What benefits does the company offer for this role?</li><li>What are the next steps in the interview process?</li><li>Is there any additional information I can provide to assist with the decision-making process?</li><li>Who should I follow up with if I have any further questions?</li></ul><h2>Bonus Interview Questions</h2>The above list of the most common interview questions and answers only scratches the surface. Some interviewers may ask entirely different questions from others, even within the same industry.There are a few additional key questions I’ve seen through years of interviewing for several different roles. These include both behavioral and situational questions.<ul><li>Walk me through the process of how you do X. (X could be anything like “writing an article," “fixing a code defect," “managing a project," etc)</li><li>Tell me about a time you had to deliver on multiple competing priorities. What did you do, and what were the results?</li><li>When do you try to push through and solve a problem on your own, and when do you involve others on your team?</li><li>Describe a situation when you disagreed with someone at work. What did you do, and what was the result?</li></ul>Don’t limit yourself to these questions and also think of a few technical questions they may ask you (especially if you're applying for <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">trade jobs</a>). A helpful way to think of other possible questions is to look at the job description. From there, you can determine if you need to prepare answers for any additional questions.<h2>Practice With a Partner</h2>You can prepare all the answers to possible job interview questions you want, but don’t get stuck in trying to memorize them all. It’ll be more helpful to practice your answers conversationally with someone else. This way, you won’t sound like a robot and your responses will be more sincere.

You can also use your practice partner as someone to talk about any fears you have. Maybe they can provide a perspective that will help you better navigate the interview.The more you practice, the better you’ll get and the less you’ll dread the day of your interview. Once that day comes around, it will feel more natural and your interview will go much better when you aren’t stuck in your head the whole time.&nbsp;You got this!! We believe in you.That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you improve your negotiation skills, let us know! Send us an email ➡️ hello@salarytransparentstreet.comFor more Salary Transparent Street resources:<ul><li>Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!</li><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

10 Most Common Job Interview Questions and Answers (With Examples)

It's perfectly normal to ask for a pay bump, especially if you've taken on more duties, gained more experience, or if your salary needs to be adjusted to match the market. But many don't know how to ask for a raise to begin with.According to a <a href="https://www.onepoll.us/the-average-american-employee-hasnt-received-a-raise-in-three-years/">survey by OnePoll</a>, the average American hasn’t received a raise in 3 years. Those who have, received an average of 3% yearly – which doesn’t even keep up with inflation.

Don’t let your fear of asking for a raise hold you back from earning more. It isn’t like you’re asking for a favor. Raises are how employers show recognition and make sure their employees are paid fairly as their responsibilities increase. They want to retain good talent and talent usually sticks around with a <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">high-paying job</a>.Asking for a raise is similar to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-salary-offer">negotiating a salary offer</a>. There are several things to consider and steps to follow. In this article, we’ll dig into how to ask for a raise, when to do it, and what to say.Key Points:<ul><li>It’s normal to ask for a raise. You won’t get fired for it.</li><li>Know when to ask for a raise and time it wisely. The best time tends to be before employee review cycles.</li><li>Be polite when asking for a raise. Negotiations aren’t fights, they’re discussions with compromises.&nbsp;</li><li>Do market research to know how much to ask for using our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a>.</li><li>Build a “brag sheet” of your responsibilities and accomplishments to back up your raise request.</li><li>Know what to say (and what to not say) when discussing a raise with your manager.</li><li>Draft a rough script of what to say during the meeting and practice it with another person.</li></ul>

&nbsp;<h2>1. Know when to ask for a raise.</h2>When you ask for a raise matters a lot. Timing is crucial, considering budget fluctuations, performance evaluations, and the company's raise schedule. If you're new, it's best to wait at least six months before bringing up a raise.

Before asking, think about the current financial health of the company and the best times of the year to ask. Employers usually hold annual or quarterly <a href="https://www.salarytransparentstreet.com/resource-hub/how-to-prepare-for-a-performance-review">performance reviews </a>with their employees, and if you have one approaching then your employer may already be preparing for a raise discussion.Employee reviews may have set raises the company gives out depending on if the employee gets “meets expectations” or “above expectations” such as 3%, 4%, 5%, and so on depending on your company’s budget. Know how to handle these discussions to negotiate a higher raise.&nbsp;For instance, if you receive a satisfactory review that only comes with a 3% raise, use your accomplishments and any recent increases of responsibility to push for more. If available, refer to the company's and team's business objectives for the year and show your manager a few ways you've met or exceeded expectations for those objectives.Another good time of the year to ask for a raise is the end of the fiscal year, which is a 12-month accounting period in which budgets are set, including salary adjustments such as raises. It may or may not align with the calendar year, so you will have to check what those dates are at your job.However, you don’t have to wait for employee reviews or a specific time of the year to ask for a raise. You should mention it frequently and check in on your goals to meet the expectations of a raise on a quarterly basis.<h2>2. How much of a raise should I ask for?</h2>When determining how much to ask for, consider your performance, achievements, and market value. It's often recommended to request a raise in the range of 5% to 15% of your current salary, but the specific amount will depend on your individual circumstances, your market rate, and the overall context of the request.&nbsp;If you don’t know your market rate, use our free<a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47"> Market Research Guide</a> to calculate what that is. This involves researching typical salary ranges for your position, level of experience, location, and other factors. Our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> can help you with that part. &nbsp;

Underpaid? Here’s how to find your market rate using pay transparency laws! #salarytransparentstreet

Other tools to use for salary research include Glassdoor and Payscale. Once you find your market rate, adjust for your experience, role, and responsibilities and be prepared to present that data as you negotiate your salary.You can also <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">discuss salary with coworkers</a> about their experience with negotiating raises at the company so you know what to expect. Thanks to <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> across the United States, this is totally legal and your employer can’t retaliate against you for doing so.<h2>3. How to Set Up The Meeting With Your Manager</h2>It's important to be polite and professional in your approach when setting up a meeting with your manager to discuss a potential raise. Start by sending an email to schedule the meeting, clearly stating the purpose and desired outcome.&nbsp;Express your appreciation for their time and offer flexibility in scheduling. Provide a brief overview of the topics you'd like to discuss, including your performance, achievements, and reasons for requesting a raise. Don’t forget to schedule the meeting at a time when your manager is likely to be available and when you can have a focused and uninterrupted conversation.<h2>4. How to Ask For a Raise via Email: Template &amp; Example</h2>See below for an email template to use for your raise request, along with an example email using a real-life scenario with the position title of Digital Marketing Analyst.

Email template:Subject: Request for Salary ReviewDear [Manager's Name],I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a [Position Title] at [Company Name]. I am proud of the work I’ve been able to contribute along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past [time period], I’ve had the opportunity to take on additional responsibilities and projects, such as [name 1 new responsibility] and [name 1 big project that you recently completed]. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Highlight specific achievements and projects you have successfully completed.</li><li>Additional Responsibilities: Describe any additional tasks or duties you have taken on since your last salary review.</li><li>Market Research: Provide data or references to support your claim that your current salary is below market standards for your role.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.&nbsp;Thank you for considering my request and I look forward to our meeting.Sincerely,[Your Name]

Real-Life Email Example:Subject: Request for Salary ReviewDear Linda,I hope you’re doing well! I am extremely thankful for having the opportunity to learn and grow in my role as a Digital Marketing Analyst at ABC Company. I am proud of the work I’ve been able to contribute, along with the team. As I continue to grow in my role and acquire new skills and responsibilities, I would like to take the time to discuss my performance and contributions, and request a salary review.Over the past year, I’ve had the opportunity to take on additional responsibilities and projects, such as implementing a new social media advertising strategy and leading the development of our content marketing calendar. I believe that my efforts have contributed positively to the team and our company's goals.I’ve taken the initiative to research industry standards for my position, and based on my findings, I would like to request a salary adjustment to align with market rates. I am confident that my skills, experience, and achievements warrant this adjustment.I have outlined some key points below to support my request:<ul><li>Accomplishments: Successfully increased website traffic by 30% through SEO optimization and content marketing initiatives.</li><li>Additional Responsibilities: Took on an additional role of managing our influencer marketing partnerships, resulting in a 25% increase in brand visibility and engagement.</li><li>Market Research: According to recent data from industry reports and job postings, the average salary for Digital Marketing Analysts with similar experience and qualifications is $80,000.</li></ul>Could we schedule a meeting within the next few weeks to discuss this further? I understand your time is limited, so let me know which week works the best for you and I can find a time on the calendar that works best for the both of us. I am also willing to provide any additional information or documentation you may require.Thank you for considering my request, and I look forward to our meeting.Sincerely,Stephanie<h2>5. Prepare for the meeting.</h2>

Before your meeting with your manager, refer to the accomplishments, additional responsibilities, and market research that you included in your email. Then, expand on any other accomplishments that weren’t mentioned.&nbsp;A great way to do this is to create a brag sheet that includes all your “wins”. It’s best to note these throughout the year on a spreadsheet or in your notes app on your phone. But if you haven’t been doing that, go through your old emails and past projects (and their results) to gather what you’ve done.&nbsp;It’s also helpful to look for emails with testimonials from colleagues and management praising you. Save any emails with praise to a specific folder in Outlook for easy retrieval.From there, think about what you’ll say in the meeting and how to say it.<h2>6. Draft a rough script and practice, practice, practice.</h2>Another way to prepare for the meeting with your manager is to create a conversational script of what you want to say and how you’ll say it.&nbsp;The script may go something like this:Employee: Thank you for taking the time to meet with me, [Manager's Name]. I appreciate the opportunity to discuss my performance and potential salary adjustments.Manager: Of course, [Your Name]. What specifically did you want to discuss regarding your performance and compensation?Employee: Over the past year, I've taken on additional responsibilities and projects, such as [mention specific examples]. I believe these contributions have positively impacted our team and the company's goals. Considering industry standards, similar positions recently posted on the company’s website, my experience, skills, &amp; market rate, I believe a salary of [$X] makes the most sense moving forward.Manager: I see. Your contributions have definitely been valuable to the team. Let me look into the salary data you've provided and consider how it aligns with our budget and company policies.Employee: I understand and look forward to your response.Manager: Thank you for your understanding. Let me review the information you've provided and follow up with you soon.Employee: Thank you, [Manager's Name]. I appreciate your time and support.This conversation may differ depending on your unique situation and why you’re asking for a raise. To build confidence as you prepare, rehearse with another person to get acclimated to how the conversation may flow. Recording yourself to note your body language and speech patterns can also be a helpful way to prepare.For more scripts to use when negotiating salary, raises, and benefits, use our <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-scripts">salary negotiation scripts</a>.<h2>7. Crush the meeting.</h2>

Come into the meeting with an open mind. You’ll have better luck negotiating if you’re clear and direct without being defensive. Negotiations aren’t fights, they’re discussions.Think of why your manager would want to give you a raise. How long have you been there? How have your responsibilities increased or changed since you were hired? When your job description changes, your pay should reflect that. All of these factors should be considered during this conversation.This is where you present your accomplishments and explain their business value. This is basically anything you’ve contributed that you can show how it positively affected the business (use that brag sheet!).&nbsp;For example, one of your accomplishments could be: “I’ve been leading several projects to correct website defects, which resulted in an increase in website traffic that eventually led to more product purchases. In these projects, I am taking on additional responsibilities that would normally be under a more senior position.” This shows how your contributions directly affected their profits&nbsp;<h2>8. What happens if the answer is “no”?</h2>The worst thing they can say is no. Right? But, what do you do when your request is rejected? If you don’t get the raise you hoped for, you might be able to compromise with your employer and <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate for additional benefits</a> like flexwork and more vacation time.If the answer is something along the lines of a “maybe”, be patient because it’s likely your manager has to revisit the team’s budget or get approval for your request.&nbsp;<h2>9. Send a follow up email after the meeting thanking your manager for their time.</h2>Your manager's time is probably limited and there are many things they might forget throughout the work day. Sending a followup email after the meeting that thanks them for their time and recaps key points will keep your request on the top of their mind.

Include your accomplishments in key points to make it easier for your manager if they have to get approval. Also link to your market research data that you referred to in the meeting.&nbsp; Managers love when their employees help make their job easier in ways like this.<h2>What Not to Say When Asking for a Pay Raise</h2>Now that we’ve covered all the things that you should say when asking for a raise, let’s cover what NOT to say.Avoid any of these statements if you want your raise request to be taken seriously:<ul><li>"I've been here longer than most people, so I should get a raise."</li><li>“I deserve a raise.”</li><li>"I heard [colleague's name] got a raise, so I should too."</li><li>"I'm struggling financially and need more money."</li><li>"I'll quit if I don't get a raise."</li><li>"I know the company is doing well financially, so why haven't I received a raise yet?"</li></ul><h2>Why You Should Always Negotiate</h2>Asking for a raise can sometimes mean the difference between a $85k and <a href="https://www.salarytransparentstreet.com/resource-hub/100k-salary-cities">$100k salary</a>. Imagine what you could do with that money!&nbsp;Negotiations are nothing to be scared of. These are standard procedures with employers, so make good use of them.

This is why <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">salary transparency is so important</a>. It gives you both the data and confidence to navigate negotiations, and get paid what you deserve.&nbsp;<h2>Are you underpaid? Find out with our free quiz 👇</h2>&nbsp;

Want to learn more about how pay discrimination shows up in everyday work-life? Read our weekly Salary Transparent Street newsletter to stay up to date on all things compensation, money, and getting paid what you’re worth.

For more Salary Transparent Street resources:

Do you know if you're being underpaid? Take our free quiz to find out!
Need help determining your market rate? Download our free Market Research Guide to learn what you should be making.
Explore over 5,000+ individually reported salaries nationwide across all industries in our Salary Database!
Follow us on TikTok, Instagram, Facebook, YouTube and LinkedIn for daily pay transparency interviews and career news you can use! 
Send us an email ➡️ hello@salarytransparentstreet.com

Want to join the movement? Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!That wraps it up for this week. Until next time, stay awesome, stay strong, and keep advocating for yourself no matter what! I’m Daniella, a writer, engineer, and creator of <a href="https://iliketodabble.com/">I Like to Dabble </a>and <a href="https://iliketodabble.com/remote-work-bestie/">Remote Work Bestie</a> - my blog and podcast for leveling up your money, career, and side hustles. I’m extremely passionate about workers' rights and financial freedom, so it’s a pleasure to be able to bring you this type of content through the <a href="https://www.salarytransparentstreet.com/resource-hub">Salary Transparent Street blog</a> (thank you for the opportunity, Hannah!) You can also follow me on <a href="https://www.instagram.com/iliketodabbleblog/">Instagram</a>, <a href="https://www.tiktok.com/@iliketodabble">TikTok</a>, <a href="https://www.linkedin.com/in/daniellamarquez/">Linkedin</a>, and <a href="https://twitter.com/iliketodabble">Twitter</a>. Chat soon!If this guide helps you to get a raise, let us know! Send us an email ➡️ <a href="mailto:hello@salarytransparentstreet.com">hello@salarytransparentstreet.com</a>For more Salary Transparent Street resources:<ul><li>Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!</li><li>Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.</li><li>Need help negotiating your salary? Download our free <a href="https://www.salarytransparentstreet.com/resource-hub/free-salary-negotiation-guide">Salary Negotiation Guide</a>!</li><li>Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!</li><li>Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!</li></ul>

green featured image with title text and a dollar bill with arrows

How to Ask for a Raise (With Examples and Scripts)

Negotiating your salary can sometimes be the difference between a $80k and <a href="https://www.salarytransparentstreet.com/resource-hub/100k-salary-cities">$100k salary</a>.&nbsp;Companies have profited for years off of job candidates &amp; employees being scared to talk about pay and negotiate. Even though those same employers expect people to negotiate salary in a job offer, they often quote the lower end of the salary range in their budget knowing most candidates won’t try and ask for more.

<a href="https://www.salarytransparentstreet.com/resource-hub/pay-discrimination">Pay discrimination</a> and wage gaps can often be linked to the way different demographics approach negotiating salary. For instance, 42% of women say they don’t feel comfortable asking for higher pay vs. only 33% of men, according to a recent survey done by <a href="https://www.pewresearch.org/short-reads/2023/04/05/when-negotiating-starting-salaries-most-us-women-and-men-dont-ask-for-higher-pay/">Pew Research Center</a>. However, when looking at <a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation">gender and negotiation</a>, it's also been shown that women tend to negotiate just as much as men do.It’s important to note that the responsibility of closing the pay gap and paying workers fairly is not on the worker. That falls on companies – something that the <a href="https://www.salarytransparentstreet.com/resource-hub/the-importance-of-salary-transparency">salary transparency movement</a> is nudging them to do.Regardless of who has more power in addressing these disparities, learning to negotiate salary is an invaluable skill to have. There are people out there who land some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-jobs-without-a-degree">highest-paying jobs without a college degree</a> (including some of the <a href="https://www.salarytransparentstreet.com/resource-hub/highest-paying-trade-jobs">highest-paying trade jobs</a>). One way they got there is by negotiating.

&nbsp;Key points:<ul><li>Negotiations are partnerships, not a fight that you have to win. Focus on ways you can meet in the middle to come to an agreement.</li><li>Over 70% of employers are willing to negotiate salary.</li><li>Researching your market rate and building a “brag sheet” can help build confidence when walking into negotiations.</li><li>There are pay transparency laws in each state that may affect your salary discussions.</li><li>You don’t have to accept a job offer right away. Ask for some time to review the offer so you can appropriately respond.</li><li>Search publicly shared salaries in your field on our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>.</li></ul>

&nbsp;<h2>How to Prepare to Negotiate a Salary Offer</h2>The worst way to walk into a salary negotiation is being unprepared. Not all negotiations are cut and dry. It isn’t as simple as just asking for more money. You’ll need to show evidence and data to back up your request and show your value, as well as be able to communicate effectively why you should be compensated as such.&nbsp;Forget <a href="https://www.salarytransparentstreet.com/resource-hub/salary-negotiation-myths">negotiation myths</a> that play in the back of your mind. They’re self-sabotaging anyway. 73% of employers are actually willing to negotiate salary with you during the initial job offer, according to research by <a href="https://resources.careerbuilder.com/news-research/73-of-employers-would-negotiate-salary-55-of-workers-don-t-ask#:~:text=According%20to%20new%20CareerBuilder%20research,when%20offered%20a%20new%20position.">CareerBuilder</a>. Don’t be fooled – they’re prepared for when you ask for more and it’s their job to try to come to an agreement.Being prepared for salary negotiations not only increases your chances of having your requests fulfilled, but it also boosts confidence so you can continue to advocate for yourself throughout your career.Here are a few steps you can take to prepare.<h2>1. Review Job Descriptions</h2>It’s best to start with reviewing different job descriptions of the positions you’re applying for, in addition to your current job. Understand the roles, responsibilities, and required qualifications to gauge the level of expertise and experience expected by employers.

<h2>2. Research Your Market Rate</h2>Determining your market rate involves researching how much you should be making according to your job title, unique skills, years of experience, location, education, and other relevant professional factors.&nbsp;Other elements to take into consideration are:<ul><li>What is the level of the position you’re applying for?</li><li>Are there any preferables that are listed in the job description that make you a more unique candidate?</li><li>Are there any on-call duties listed? Remember: you don’t work extra hours for free.</li><li>Is the role a hybrid role of several different duties that isn’t normally included in that type of position and because of it, the role is more demanding?</li></ul>

<h2>Tools to Use</h2>Using tools like our <a href="https://link.mail.beehiiv.com/ls/click?upn=zv0OIymeN4PLIGdIdZnih3jFGmiW-2FGSoxGGMGlser-2BwOguwBMTEgQJsY4qhH3rAAPOe2EDDI00UIy4ZEFawHABGe497xisoasZBHn5AtyhCIEK4-2Bddj3wOvg-2F16F7gbxhODfEdzWqqbwNdN7v7k8k1bj40e4E0fPXKKrIyryk3K8EoiBmFtN-2Fdy-2FV-2FrKejf3j45vCaxaI7ve0nvhRHVB11JGdFIa49aT7MScN5eU1dBeuEU5ox2tDx-2BpybJHW9oQDGXBZxpcY9zxgN2ZNBQ8iNvMW3h4MizQT-2BjBgPiefF9dD9LKrkH2tInX-2BTIx0SUSUNtAsRV5e0BHUDDAnFg-2FwDL4ymaFAiZLuh1bebye6X9gv53JUjfiK-2FG5KsvzvDU2h-2BxByzFaL1Gv9L6uVmo-2BNvRxG2-2FXSeY-2FS07LIEyTNj2J-2B96yaE2IxrTZvlSb10lC4Su80C2fFc3JE7ilaPSxK62Hvtn1Xh9hfwET7GPlB46aZW8DFkNP7ntMbSkc5a-2Bb8M3KRQGej9Kgj9UY-2BjjNYO9JE8MPshT20BYXhNqoecn3hdktrdgV8s7NvkdEb8t6Dgh72ii306aloofOY2nUJEfUxJ4-2FUThWsp-2FacWm74eD02GB75o8F24AAoj7lxMnx12HcnIaKO9kmZosvtvzeNY6OxPd4EGvU1J071feIQNo5XGb7bU2DtErElkOwMHjs-2Bfa2YRNTwrtohpUbnj9rAf-2BkpMKeEmtnRThVHZIwbLyaMz3okzZpfMvEZVB1ltuNGItqpV4ds-2FrAzRjmSGMjEJ9AROXnFmqr4E-2BS6Glo8vWCDt4ptqh87AIGbVkMne8rKmLBqlIvgJAqYlhPMBIP9VxOni2hNZo70xEcMRgUnYrz-2FHuv0S1rJ42-2B-2F3GhDQ-2Bx-2FSmXH-2FuYQSNO3bqEEcksTmAxJHBiQhmWhJc8YoWXkPs-3DHngR_e-2FZz2TLfiAVe-2FKyTwnKoPmSWDbgl6CfX1faZKhVNwddssNFki5EKYzS82J-2BO2Pyn-2BiPHMJYI2i8dWArze612NznX8V-2BEeqN2Jg6R5igUjFYgNx7sBYR0qc-2BHCeQFI1Z9pkY6BklfFnppiI1SZQhvllxP5JCKmMb6WcfLgwAbC1QSKrppXtVJUMQOqzs76zWOOHoyVe6aRAxRxg50czKwGJk-2BbLZq5fTpaoe0GKHrPwIUE1OLaR9jx9rLJwWUowy2x1k4NbgBrkhjQNoNF0WFN0s06-2F97H6RvYEv4FUth6Im09y2Ui8LtjQCuUnaaV2L3RFrltJ-2BmAu87sZTlENdrCqg7-2FrqlTvdk0bkcntcM8FbHVJjNI-2BSSZEKd-2F-2BNo-2BdcTaFftwpuquOW8ffBayNp6kmh-2Bn5uHH0Fax4pmvNyi4DXn3kGQpHtNdSYxiP03-2Fs8-2F">Market Research Guide</a> and <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a> can give you a rough starting point of what your lowest and highest salary would be -a.k.a. your market salary range. Other tools to use include <a href="https://indeedhi.re/42dWSF9">Indeed</a>, <a href="https://www.payscale.com/research/US/Job">Payscale</a>, and <a href="https://www.salary.com/">Salary.com</a>. Then calculate the average and median of your data to get your expected salary rate.&nbsp;From there, you can then gain additional insights from your network. This is where the best research is going to come from – <a href="https://www.salarytransparentstreet.com/resource-hub/discussing-salary-with-coworkers">talking about salary with coworkers</a> and other people you know. People like your friends, family, people in your network on Linkedin, past colleagues or bosses, or anyone you think will be comfortable with having that conversation. You’ll have to share with them why you’re asking and be prepared to share your salary as well.Other tools to gather salary data:<ul><li>Use our anonymous<a href="https://www.salarytransparentstreet.com/salary-database"> Salary Database</a> of 7,000+ individual recorded salaries.</li><li>Watch our <a href="https://link.mail.beehiiv.com/ls/click?upn=zv0OIymeN4PLIGdIdZnih3jFGmiW-2FGSoxGGMGlser-2BwOguwBMTEgQJsY4qhH3rAAy6A2RB2WanBYqhZ-2BWR6zhMWkx1-2FPeh6hHCywtXO5-2FZhIcWne8HcGCzQfLygNx-2FHUtSlRCOIYEkGLDvvO5gWQoHBofvrkJbCdHpMDJNpVI-2FjYuwtwKn52IksF-2F7j2oYgSint9TAjbwFs3ESjdvEaxaXs2qDLM9dqGcJehaB2yFSJ8DqKWn5iHEaXJz9rZTyC5S7DSs859-2FRfcGWWNPMvdP8fGEOHB-2FCDk4e4uAiA9E6CSKjGc7Il7F3INOOJnGpCPu8Ytl97tHafFAFOzX8D708Rb9B373C-2BmVqVxRhtuiHouU-2BZuZMKfzC1uRjk588pG-2FRqyXLj0iTUMKj2CnLtlqtOLX2tpov1fLeyqZX5olDjOdYw8kNdvVkgoP0HMri0Ia355U-2BvD79tlC6NnY7Nl8YwTvepG8E3BtLGxJc77L3n4kFECnQxmoCfz4mOhWXLqKTbQhuUSuUxvBExitRqkzNPANQ4TlZEzLL8xV6iHN-2FRbLQR2YRYrsZqur-2BGtZSkJ5IA02XHg-2Fnpzlt7OYfCG-2Fd5Ft8YO0kg4KwKFSFx5BtXi1OEznsIpV0psyUI4JWU2i5Y6tAeR4-2FvGX2uKT2uNR0-2FausMTUE2dJPRFasQDFpzfSnO7WByDuLf-2FaEeubgklSqccPY-2BOslaKaqnCzempR5D14iqL3ktMbDelxgYqRN-2FMlf49JJff7oiNkUI8yM2FIrSwu7i7g4qT9zD-2FLjwaiO5iZSCJH0NKT8zYiU1eBWZHk07Ux7n-2FxhcxO6OQtYuYHBu2hJdWYHWOnwrnLeW-2FWRtxmQ-2Bc9CMGwjbdctBMz1Fdb4ub9hSVGgk-2FN-2FY6Upc2w4F0EVWb-2BRm1m0UAj85rtcwZxv-2FU8VndAafW2ATbBeo-3Dmrdb_e-2FZz2TLfiAVe-2FKyTwnKoPmSWDbgl6CfX1faZKhVNwddssNFki5EKYzS82J-2BO2Pyn-2BiPHMJYI2i8dWArze612NznX8V-2BEeqN2Jg6R5igUjFYgNx7sBYR0qc-2BHCeQFI1Z9pkY6BklfFnppiI1SZQhvllxP5JCKmMb6WcfLgwAbC1QSKrppXtVJUMQOqzs76zWOOHoyVe6aRAxRxg50czKwGJk-2BbLZq5fTpaoe0GKHrPwIUE1OLaR9jx9rLJwWUowy2x1k4NbgBrkhjQNoNF0WFN0s06-2F97H6RvYEv4FUth6IkFjJ4H48iiSEZ4XTnxSHQJq0lWTpMMW00aOvxnS93I6WuMJoonHKf4G5QjA4SXHfKSk-2BKYlUsRAuQrfHiPbrBF2xmoUL3Ejl0gpop0rwUwpaDcRk-2Fj4mCf-2B5DQAB6Ip40CXahht4nOcg8zEJvG8NGx">YouTube</a> for interviews with real people about what they do and how much they make.</li></ul>

<h2>3. Know Your Boundaries</h2>Once you get to know your expected salary a little better, you’ll be able to set better boundaries around your salary, benefits, and what is expected from you in your new role. Think about your absolute “musts” for you to be able to accept a job offer.Determine your absolute lowest salary you’re willing to accept and quote a salary range above that in the case that they negotiate it down. Then think about other things you need in order to thrive in your new role like remote work, health benefits, a 401(k), or anything else that you need included in your total compensation for you to accept that offer.

<h2>4. Practice, Practice, Practice</h2>Once you’ve gathered all the necessary data and you’re preparing to talk about salary with the recruiter or hiring manager, it’s time to practice. Talking about money and pay is awkward for everyone. Practicing those conversations and what you’re going to say will help make them a little easier.Building a “brag sheet” of all your accomplishments can also help give you more confidence in these discussions. This is basically a spreadsheet or document where you brain dump everything you’ve ever done or accomplished in your career. Then pick a few that you can apply directly to the role to show your unique value and why you should be paid appropriately.&nbsp;

<h2>How to Negotiate Salary: The Nitty Gritty</h2>The salary negotiation process can start at any stage, whether that’s with the salary range posted in the job description, in the introductory interview, or upon receiving a job offer.<h2>When is it appropriate to bring up salary expectations?</h2>If the job posting doesn’t list a salary range, bring up salary expectations as soon as you can.&nbsp;An appropriate time to do this could be towards the end of an introductory interview when the recruiter or hiring manager asks you if you have any questions. You can simply respond with “What is the salary range for this position?” This is so your time isn’t wasted on several stages of interviews only to find out that the salary is half of what your market salary is.

<h2>Compensation Isn’t Only Salary</h2>The total compensation package is more than just your salary. Total compensation includes your salary, bonus, and anything that falls under employee benefits like health insurance, retirement plan matching, and education stipends.When talking about salary expectations with the recruiter or hiring manager, you can also ask what benefits they offer. Usually companies list their benefits on the careers section of their website or in the actual job postings themselves, but some don’t. When you ask about benefits, you can even ask for their benefit packet and they’ll most likely be fine with sending that to you. This way, you'll also be prepared to <a href="https://www.salarytransparentstreet.com/resource-hub/negotiate-benefits">negotiate your benefits</a> along with your salary.<h2>Know Your Rights</h2>Look up your location on the <a href="https://my.visme.co/view/8roxdkrq-pay-transparency-law-map">Salary Transparent Street Interactive Map</a> to see if your state, city, or county has any <a href="https://www.salarytransparentstreet.com/resource-hub/pay-transparency-laws">pay transparency laws</a> that protect you in negotiations. For instance, if you’re in the state of Washington and a hiring manager asks you in an interview what you made at your last job, you don’t have to answer that question. That question is actually illegal in Washington, as well as 20 other states.However, if they ask you to provide your expected salary, you can provide them a range.

<h2>Negotiating Salary In The Job Offer Stage</h2>Alright, you’re on the home stretch to the finish line of your job search and receive a job offer. Congratulations! But you don’t have to accept an offer on the spot. Whether they present the job offer to you over the phone or over email, ask if you can have 24 to 48 hours to review the offer. If you can do this in an email, that’s most ideal.Once you’re ready to accept or want to negotiate for more in the job offer, use this format in your response:<ol><li>Thank them for the offer</li><li>Let them know how excited you are to accept the position</li><li>Share that the only concerns you have is with the proposed salary</li></ol>Then you can say something along the lines of: "Based on the market rate for the role, my expected salary based on my location, skills, education, and years of experience is $X." Emphasize your value, skills, &amp; expertise that best match the company’s goals, and use your research and brag sheet to back it up.

<h2>Frequently Asked Questions</h2><h2>How much should I ask for?</h2>It depends on your market rate, which is how much you should be paid for the work you do. This rate is determined using your job title, relevant education and skills, location, and any other relevant professional factors. Use our <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Free Market Research Guide</a> to help find your market salary range to use in negotiations.&nbsp;<h2>What are negotiation mistakes I should avoid?</h2>There are 3 mistakes that should be avoided at all costs; not being prepared, not doing your research, and not being clear.<h2>Final Thoughts</h2>Negotiating and advocating for yourself as much as you can may help you <a href="https://www.salarytransparentstreet.com/resource-hub/gender-and-negotiation">get paid more</a>, but it won’t protect you from employers saying no or passing on you as a candidate. When an employer can’t budge on salary, consider negotiating for other things like remote work, more paid time off, or other benefits that are important to you.&nbsp;Employers can also pass on candidates because they’re going for the cheapest talent possible. In that case, you probably don’t want that job anyway.Stand firm, hold your ground, and keep going. We’re rooting for you!Follow us on <a href="https://www.tiktok.com/@salarytransparentstreet">TikTok</a>, <a href="https://www.instagram.com/salarytransparentstreet/">Instagram</a>, <a href="https://www.facebook.com/salarytransparentstreet">Facebook</a>, <a href="https://www.youtube.com/salarytransparentstreet">YouTube </a>and <a href="https://www.linkedin.com/company/salarytransparentstreet/">LinkedIn </a>for daily pay transparency interviews and career news you can use!Do you know if you're being underpaid? <a href="https://salarytransparentstreet.beehiiv.com/p/underpaid-quiz">Take our free quiz</a> to find out!Explore over 5,000+ individually reported salaries nationwide across all industries in our <a href="https://www.salarytransparentstreet.com/salary-database">Salary Database</a>!Need help determining your market rate? Download our free <a href="https://view.flodesk.com/pages/626ccc8e1e8046b220253e47">Market Research Guide</a> to learn what you should be making.Subscribe to our <a href="https://salarytransparentstreet.beehiiv.com/subscribe">weekly newsletter</a> for news updates, professional deep dives, learning opportunities, and more!Send us an email ➡️ hello@salarytransparentstreet.com

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