navigating negotiations

✍🏽 How do you handle compensation negotiations for yourself when you are part of the HR team and report up to the HR professionals?

📣 Corinne Irwin, Consultant & Career Coach at PeopleThrive.org:

Anytime I’ve negotiated my salary with my existing supervisor I made sure I had data to support my proposed recommendations. I presented evidence that the options I recommended for myself were fair and based on internal and external data. I’d usually share external market data to show the competitiveness and reasonability of the new salary. If I was negotiating as part of a promotion I would gather internal data indicating the percentage increase others were receiving and had historically received for promotions, as well as my new role’s salary band and where peers were within that range and where my recommendation would place me to ensure internal equity.

✍🏽 I was added to the leadership meetings and slowly seeing myself integrated into their weekly tasks and responsibilities. Operations Director invited me without formally discussing my journey on this path to a promotion, is it a promotion or a quiet move to give me more without compensation?

Context: Top producing Real Estate Team. Small admin team of 4 including me overseeing a team of about 16 realtors.

📣 Stephanie Lemek, Founder & CEO at The Wounded Workforce:

I’m a big believer that ‘clarity is kindness’ unfortunately, oftentimes we have to get that clarity ourselves. I think the next step here is to ask your leader about the change and the expectations. You might try broaching the conversation like this “I really appreciate being pulled into the leadership meetings and that you trust me to step up. I would love to better understand the expectations around this- whether it is long term and how any additional duties fit into both my current role and my development”

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