跳槽馬如何爭取起薪大升級
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????親愛的安妮：我讀過你寫的關于如何要求加薪的文章，但假如有另外一家你一直非常期待的公司給你發來了工作邀請，但他們給的工資達不到你所期望的水平，你該怎么辦？我所在的是一個高度專業的營銷領域，我是其中一名經驗豐富的管理人員。我調查了同一個城市不同公司類似職位的工資水平，結果發現，（可能的）新雇主給出的工資屬于最低水平。 ????這份工作是一個絕佳的機會，但他們給出的條件僅比我目前的收入略有提高，我相信我應該值更多錢。可我該如何提出加薪要求，又能避免讓自己給人貪婪的印象，進而毀掉這次機會呢？——H.H. ????親愛的H.H.：我猜你一定是通過Salary.com、PayScale.com和JobNob.com這些網站調查了其他公司的工資水平，對吧？這么做自然沒什么問題——只是“網站并不會告訴你一個職位享有的那些福利，”克里斯汀?麥基-羅斯說。麥基-羅斯是獵頭公司Witt/Kieffer圣路易斯辦事處的主理合伙人，曾參加過數百次起薪談判。“不要只盯著工資。對于高管和經驗豐富的管理者而言，福利通常占到總薪酬的30%至40%。” ????她補充道：“薪酬的福利部分非常復雜。看看那些各種各樣的保險，比如人壽保險和傷殘保險，再加上獎金和股票期權，還有汽車補貼和健身俱樂部會員資格等等。求職者們很少會將這些福利的價值考慮在內。”因此，她建議看看全部薪酬內容，而不要僅僅關注工資本身。全部薪酬內容的價值可能遠遠高于你的預期。 ????不過，我們假設你已經做過這樣的調查，結果他們給出的薪酬依然很低。“你當然可以問問原因，”麥基-羅斯說。“但一定要小心。拿著你搜集的那些數據，然后對他們說：‘從這些數據來看，我的市場價值應該是X’，這種做法的基調顯然并不正確，對抗性太強。如果你正在與之談判的那個人是你在新工作中的直接上司，這種做法更不可行。 ????相反，她建議：“你可以這樣說：‘根據我所做的市場調查，我預期的數字更接近X。您能不能告訴我您是如何決定提供Y的呢？’你希望進行真正的談判，而不是對質。”以下是其他四條建議，將幫助你增加獲得理想薪酬的機會： ????1. 明確自己的優先目標。麥基-羅斯要求求職者們做一個列表，包括3個部分：要接受邀請必須獲得的條件；哪些是可選的條件；以及哪些是他們最不關注的，并且為了得到其他東西而愿意放棄的條件。她發現：“列表中的項目，以及各個項目所屬的類別，均因人而異。但在談判之前，你必須得知道自己到底想要什么，需要什么，以及在什么情況下你會放棄。” |
????Dear Annie: I read your column on how to ask for a raise, but I wonder, what can you do if you get a job offer from a company where you really want to work, but the salary they have in mind is less than you think it should be? I'm an experienced manager in a highly specialized area of marketing, and when I researched what comparable positions pay at various companies in the same city, I discovered that the offer my (potentially) new employer has made is at the rock-bottom of the range. ????The job is a terrific opportunity, but I believe I'm worth more than what they're offering, which is barely more than what I'm already making. How do I say this without seeming greedy, and without blowing my chances? — Hesitating to Haggle ????Dear H.H.: I'm assuming you researched what those other jobs pay by looking at sites like Salary.com, PayScale.com, and JobNob.com, right? There's nothing wrong with that -- except that "the websites don't tell you what benefits come with the position," notes Christine Mackey-Ross. As managing partner of the St. Louis office of executive recruiters Witt/Kieffer, she's a veteran of hundreds of starting pay discussions. "It's not just about salary. For executives and seasoned managers, benefits usually make up 30% to 40% of total compensation. ????"The benefits piece of the package can be complicated," she adds, "if you look at various kinds of insurance, including life and disability, plus bonuses and stock options, all the way down to things like car allowances and health club memberships. Very few candidates really take into account the value of all those things." With that in mind, she suggests taking a second look at the whole offer, rather than just salary. It might be worth more than you think. ????But let's suppose you've already done that, and the pay they're offering still looks too low. "You certainly can ask why," says Mackey-Ross. "Just be careful. Going in with the data you've collected and saying, 'According to this, my market value is X' sets the wrong tone. It's too adversarial, especially if you're negotiating with someone you'll be reporting to in the new job." ????Instead, she suggests, "Say something like, 'From the market research I've done, the figure I was expecting was closer to X. Would you mind walking me through how you arrived at Y?' You want this to be a real negotiation, not a confrontation." Four other tips for boosting the odds that you'll get the pay you want: ????1. Know your priorities. Mackey-Ross asks candidates to make a three-column list: What they feel they must have in order to take the offer; what is optional; and what they care least about and would be willing to give up in order to get something else. "The items on this list, and which category they fall into, can vary quite a lot from one person to another," she notes. "But you need to go into the negotiation knowing exactly what you really want, or need, and at what point you're willing to walk away." |
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