How should we discuss salary and benefits?

How to negotiate salary and benefits with your boss is a problem that every workplace person will encounter. So, how to discuss salary and benefits? The following is what I have compiled for you. I hope it will be helpful to everyone. How to talk about salary and benefits Part 1

Method 1. Get straight to the point

In the workplace, if your boss is a reasonable boss, then you are considered to have a salary and benefits! They are very welcome My subordinates should speak freely and truthfully when they have something to say. Because this straightforward expression helps effective communication between superiors and subordinates, thereby reducing the risks of personnel management.

TIPS: This kind of boss is not afraid of you clamoring for a raise, they are just afraid that you will be unreasonable and waste his time. So when you talk to this kind of BOSS about a salary increase, you must have a strong reason to prove to him that you are recruited by a famous company and "it is worth giving you a salary increase"!

Case Sharing

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During an employee dinner, Mr. A accidentally learned that Mr. B, who was in the same department as him and had similar work content, received a salary that was completely different from his own. "In terms of ability, performance, and experience, Mr. B is no match for me! Besides, I joined the job half a year earlier than her?! Apart from being inferior to Mr. B in terms of academic qualifications, how am I inferior to her?!" The more I think about it, the more I feel aggrieved. Mr. A, in a rage, ran to his boss to argue with him regardless. In view of the company's "back-to-back" system that "employees are not allowed to inquire about salary at will", Mr. A did not directly take issue with Mr. B. Instead, he went straight to the point - "Boss, I want you to give me a raise!" After that, Mr. A listed out a lot of reasons why "he deserves a raise or promotion"!

< p> After hearing this, the boss smiled and said: "Okay! You are very courageous. Just because of your daring character, I will give you a salary increase! However, this is my recognition of your previous work! Please double your salary in the future. Work hard and the company will not treat you badly!” In the end, Mr. A got the salary he wanted!

Case Comments

When asking for a salary increase, if you are It really works! If your ability and performance are superior to those of other colleagues, then you might as well say it loudly.

But if you just "feel good about yourself", it is still recommended not to take this risk. Otherwise, it will be a disgrace, and it will leave a "good impression" on the boss that he is "not good at work and unambiguous when asking for money".

Method 2. Action to attack the heart

More bosses in the workplace believe in the principle of "well said, not as good as well done". For a boss like this who is cautious and "practical", talking about money directly is just asking for trouble. You need to use your actual actions to impress him, stimulate him with unexpected surprise results, and make the boss finally want to give you a salary increase from the bottom of his heart.

Case Sharing

Mr. A has ranked among the best in the department’s performance appraisals many times in a row, but his salary has not been increased! After reviewing his past work style, Mr. A found that I usually only focus on finishing the errands in my hands, but I never take the initiative to think that I can do more! So, Mr. A found the problem and tried to make the following changes:

(1) Do your job seriously and do your best. So good that BOSS thought it was a surprise!

(2) Enthusiastically help colleagues and assist them in completing the project progress

(3) Work overtime appropriately

The new quarter During the department performance appraisal, colleagues and supervisors all made a "qualitative leap" in their evaluations of Ms. A! The boss also naturally had "a panoramic view" of Ms. A's recent efforts, and soon she got a salary increase as she wished.

Case Comments

When your boss is a "clear-minded" boss, you only need to concentrate on your work and strive for performance diligently. You can easily win the favor of such bosses.

As for the messy and subtle relationships that have emerged around the workplace, and the intrigues and intrigues, you don’t have to worry about it!

Method 3. Use retreat to advance

Boss Everyone knows one thing: the lower the employee cost, the higher their vested profits! Similarly, they also understand that using a lot of money to attract an excellent employee to make their career even more powerful is far better than hiring a few more cheap laborers. It’s a bargain! But as the saying goes, there is no businessman, and the richer the person, the more stingy he is. So if you have a money-obsessed boss with an unattractive business model, you need to give him a "kick-in" at the right time to prevent them from pretending to be confused all the way and reluctant to part with the little money in their pockets!

Case Sharing

Although Mr. A is the sales manager and business backbone of the company and has worked hard for the company for many years, like other employees, the base salary is always the "interview salary negotiated" when he first joined the company. A few years later, although Ms. A’s salary is higher than that of her peers, it pales in comparison to the profits she generates for the company and is extremely disproportionate.

Ms. A later revealed what she was thinking at the time: I was not satisfied with my current salary. There were only two options in front of me, either to change jobs or ask my boss for a salary increase.

However, the kind-hearted Mr. A finally couldn't talk to her boss about a salary increase, so she chose to submit her resignation quickly and prepared to find another job! The boss of the chicken thief naturally knew what he wanted. How could he let go of the elite talents he had cultivated for many years?! The next day, BOSS took the initiative to negotiate a generous salary with Mr. A.

Case Comments

First of all, you need to confirm whether you are qualified - you can go to the boss to "beat the drum" and threaten to resign and change jobs. Otherwise, it may be counterproductive. Not only will you not be able to get the salary increase you want, but you will end up with a "sexy" appearance, which will make your future career development on thin ice.

Secondly, based on the principle of "how much work you get, how much work you do", once you want to talk to your boss about a salary increase, first weigh the double workload after the salary increase - your Can your body and strength bear it?! If not, forget it as soon as possible!

Salary Negotiation Skills: Where to start with a salary increase

If you want to increase your salary? Of course, you can’t just walk up to your boss and say, “Hey! Did you hear that?! I! I want a raise!” Raising salary is also a technical job that requires wisdom. Let’s talk about “how to follow up” The boss is talking about a salary increase."

(1) Talk about contribution:

a. List your work content

b. Contribution to the company and team

c . The time and energy invested in work

d. Privately paid for training and further education courses to improve performance

e. My deep feelings for the company and my heart Loyalty that sucks your lungs out

(2) Discuss the salary levels for equivalent positions in the market:

List the current salary levels for equivalent positions in the market. For example:

"The starting price for my position on the market is about 8,000 yuan, but look at my current salary, which is only 6,500 yuan! It's so embarrassing to tell you, boss!"

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In addition to tactfully expressing your dissatisfaction with the current salary, you can also ask your boss for advice: "Boss, where do I still need to improve and improve? What aspects are not enough to satisfy you? You can Say! As long as it allows me to increase my salary in the future and get the average market salary, I am willing to change it!"

Tips: When negotiating salary with the boss, don't glare or look forceful. He said in a tone of voice: "If you don't give me a salary increase, I will change my job." Such an approach will only make the boss feel that you are threatening him, right?! You must know that when people are threatened, they will instinctively develop a defensive and repulsive mentality. Even if your threat succeeds, the boss will temporarily agree to you Even if you ask for a salary increase, there is no guarantee that she will give you some shoes to fill in your future work.

How could I just find an excuse to cut your salary?

Look at the problem from the boss’s perspective when asking for a salary increase

The boss is agreeing to a raise for his subordinates Before making a salary increase request, you usually do the following three thinking actions:

(1) Does the employee who makes the salary increase request really deserve a salary increase?!

(2) After giving this employee a salary increase alone, will it affect the balance of the company's internal (or department) structure?!

　(3) After giving you a salary increase, the company's (or department's) vested profits will decrease How much?! How much will the operating costs of the company (or department) increase?! Can the new profits and new performance created after your salary increase allow the company (or department) to earn more money to offset the operating costs? !

Asking for a salary increase and finding the right time to increase the salary.

Salary increase is also a technical job, which 100% requires skills! It cannot be said anytime and anywhere, and it cannot be said casually. Just say whatever you want. You must find the right time to talk to your boss about a salary increase, such as:

(1) A period when the company’s performance increases significantly

(2) Your department successfully completed the company’s

(3) You have just done an outstanding job in securing a major customer or important CASE

TIPS: Avoid situations when your boss is preparing to "go out for a meeting" or "has official business" Talk about it while you are there.” At this time, the boss probably has no time to be distracted, let alone talk to you.

Reasonable range of salary increase

When you talk to your boss about a salary increase, the boss is likely to ask you: "How much do you want to increase?" Have you thought about this question? What if you don’t know how much you are worth?! Or you are obsessed with money and want to ask for a high price. Then I advise you to think better of it and go talk to the boss about money.

How to position your own salary range?

(1) Understand the current market salary level of the position through the Internet, newspapers, magazines, etc.

Currently Domestic wage surveys in this area still have major limitations. Many so-called salary and benefits surveys are questionable in their reliability due to restrictions on survey methods, regions, and industries. Therefore, the figures exchanged through this channel can only be used as a reference.

(2) Use your personal connections to obtain salary data for this position in other industries

(3) If you are talking about a salary increase, the company’s market is going up all the way, and If you are in a popular major (the demand for personnel is tight), then you can increase the salary increase appropriately (asking for a higher and more aggressive price). If you are talking about a salary increase when the company's performance is poor, you'd better weigh it yourself.

TIPS:

Generally speaking, a relatively reasonable salary increase suggestion is: try to increase the salary by 5% first, and then ask for a 5% increase after half a year. If the boss disagrees, you may be able to negotiate for compensation through other means, such as bonuses, vacations, transportation expenses, etc.

What should you do after a successful salary increase?

Once the boss happily agrees and fulfills his promise to give you a salary increase, in addition to the verbal thanks that should be given, he should also express his gratitude in real words. Give back to your boss with your work performance and make him feel that "his efforts are worth it" instead of "being taken advantage of by spending money blindly".

In addition, if your boss gives you a salary increase in a non-public manner, then please try to keep a low profile and don't tell the world about it. After all, the salary system of many companies is "back-to-back". The practice of publicizing and vigorously promoting the salary system can easily lead to jealousy and criticism from colleagues, which is really inappropriate.

After you get a salary increase, you can choose to celebrate with your family, let your relatives and friends witness your growth, and you can also use this to encourage yourself.

What should you do if your application for a salary increase is rejected?

If your boss rejects your application for a salary increase for various reasons, the professional approach is to keep your emotions and anger in check. Let the boss and colleagues not see that you are prepared to get emotional at all.

The way to go is to work as usual and in peace and quiet! If you are really unhappy, you can consider turning your request for a salary increase into vacation, cutting workload, applying for internal transfer... and other means to solve it.

If your boss has different views on your work ability, you can also continue to negotiate with your boss and ask him to set a clear business standard for you, leaving a gap between you and your boss. The buffer period for "salary increase inspection".

Usually, if the boss can categorically refuse a salary increase, he will definitely have a back-up plan! So, don’t think that’s the end of the story. The next work must be extremely careful and careful, and there must be no mistakes or mistakes.

If you are really angry and feel that the salary and benefits you receive are extremely out of proportion to your efforts, then don’t say anything and just change jobs quickly! How to talk about salary and benefits Part 2

Be good at asking questions

Applicants have certain skills in negotiating salary. The first step is to understand the salary range that the other party can offer. The key here is to be good at asking questions, let the other party talk more, and know enough information yourself. After several rounds of interviews, the interviewer will ask the applicant: "Do you have any other questions you want to know?" The applicant can ask: "Large companies like yours have their own salary system. Could you please "Would you like to give a brief introduction?" The interviewer will usually give a brief introduction. If the introduction is not too detailed, he can also ask: "What is the position of your company's salary level in the same industry? In addition to salary, what kind of bonuses are there?" , benefits and training opportunities? What is the salary increase after the probation period?" From the other party's answers, you can have a good idea by comparing it with the market conditions. The second step is to propose your expected salary based on the above information. If you are still not sure about the salary you want to raise, you can also throw the question to the other party: "I would like to ask a question. Based on my current experience, academic qualifications and your understanding of my interview, in the company's salary system, about What level can it reach?" The other party will reveal to you the salary level they are prepared to offer.

Using roundabout tactics to seek a higher salary

If you are not satisfied with the salary standard offered by the company, you can try to use an exploratory and negotiated tone to strive for a higher salary: such as " I think the most important thing at work is to be happy to work together, and salary is secondary. However, my original monthly salary was xx yuan. If I change jobs, I hope I can make some progress. If it doesn’t make it too difficult for you, do you think this salary can be earned? A little improvement?" At this time, it depends on whether the other party's tone can be relaxed. If so, you can give reasons why you are worth a higher price. If the other party is resolute, you can try to shorten the probation period in a roundabout way, for example: "I am relatively confident in myself. Do you think you can get the full salary directly in one step, or shorten the 3-month probation period?" For 1 month? ”

Strive for extra “salary”

In addition to formal wages, many companies will generate some bonuses, benefits and other additional wages. In this regard, candidates Be brave and fight for it. Applicants should pay attention to what they say and accept when they feel good, and don't make excessive demands. Otherwise, if you ask the other party to make an exception, the other party will evaluate you with higher requirements when you come in, and may even fail to honor the promise you made. To be on the safe side, it is best for the applicant to ask the other party to state the salary, trial period, working hours, etc. on the acceptance letter, so as to avoid future disputes based on unsubstantiated claims.

In short, a good salary depends on power, but doing more research and paying more attention to this information, so that you have an understanding of the approximate salary of this position before the interview, will make you more successful. You don't have to set unrealistic demands that are too high or too low and lose the job you already have. Also, the key to negotiating salary is to fully demonstrate your strength. If the company recognizes your strength, then if the salary you want is not too high, you will succeed in most cases. How to Negotiate Salary and Benefits Part 3

The issue of salary is a very important and sensitive issue in the interview, and it is also an issue that both parties in the interview will inevitably talk about. Influenced by traditional Chinese concepts, people in the past were hesitant to talk about this issue and were too shy to speak up. As the exchange of talents and labor becomes increasingly market-oriented and universal, people are able to talk about salary issues more and more frankly and straightforwardly.

In essence, discussing salary is a bargaining between the supply and demand sides of talent, but it is different from the naked bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the appropriateness and skills has a great impact on the success of job hunting. Since salary is directly related to the vital interests of job seekers, they are naturally particularly concerned about it.

However, it's important to seize the opportunity to discuss salary during the interview process. In this regard, job seekers should pay special attention to: First of all, do not discuss salary directly. Although both parties in the interview will not shy away from talking about the salary issue, if the job seeker goes straight to this topic from the beginning, it is easy to give the impression that you are too concerned about money, which will greatly reduce the interviewer's first impression of you.

Secondly, it is best to let the interviewer talk about this issue first. According to the general recruitment procedures, after the interviewer has a preliminary impression of the applicant's ability, work attitude, etc., he will take the initiative to introduce the company's salary and benefits to the applicant or ask the applicant "What is your expected salary?" . At this time, job seekers can naturally put forward their requirements. In addition, job seekers should try to be "targeted" when making salary requirements. Because if the salary offered is too low, people may be suspected of lacking ability; if the salary offered is too high, the opportunity to compete may be lost.

According to the author’s experience, job seekers may determine their “psychological value” based on the following references:

1. Personal abilities, academic qualifications, qualifications, etc. Many recruiting units generally leave a certain amount of leeway when determining salary policies so that they can flexibly adjust according to the different situations of job seekers. In fact, "high" and "low" salary are relative. For recruiting units, the key is to make "people" worth their money.

2. Market level. Although many units currently do not "clearly mark prices" when recruiting, an important basis for them when formulating salary policies is the salary level of the industry and market. Job seekers can learn about the general market situation through some channels. Currently, there are regular or irregular reports and analyzes in recruitment newspapers, talent and labor markets, etc. Of course, relatives and friends are also very good channels for collecting information.

3. The job seeker’s current income level. When changing jobs from the current company to a new company, job seekers always hope to get more salary than before. This is also human nature. Therefore, job seekers may determine the corresponding "psychological price" bottom line based on their current income level. If job seekers care deeply about the job they are applying for, they need to have some flexibility when discussing salary. Because, even if the salary conditions you offer exceed the interviewer's budget, if they are satisfied with your abilities, they may ask you: "We are temporarily unable to meet your salary requirements. We will give you ×××× "Do you accept?" If you accept, you may get the job right away.

Also pay special attention to:

Compare carefully: Determine your market value based on your own network, and list your requirements in detail, such as salary, insurance, job title, Vacation, etc.; just talk about the range: for example, the required salary is between 3,000 and 5,000 yuan, aiming for the median

Strategic consideration: If you fail to get what you need in the first interview, propose the future after the interview Demand for a salary increase. Figure out what the ideal situation is and what conditions are acceptable. Ask for what you want, but be prepared to give in on less important issues;

Be proactive: bring all the important points to the table from the start, remembering that both you and the employer are trying to get the best out of this time Obtain satisfactory results in negotiations; be calm and calm: buy yourself time to think about it in detail, show your interest to others, and tell the other party that you will give a reply within one day;

Salary terms: Negotiate everything clearly Terms of employment - basic responsibilities, salary and various remarks. How to discuss salary and benefits Part 4

1. Don’t talk about salary as soon as you meet

During the interview, HR should avoid talking about salary at the beginning. Because it is necessary to accumulate sufficient understanding of the applicant during the interview process, and it is also necessary for the applicant to have a certain degree of understanding of the company and the position. Otherwise, when the communication between the two parties is not enough, blindly stating the salary figure will destroy the negotiation. possibility.

During the conversation, HR can understand which side has the upper hand. If the applicant has very good conditions, then the company must be more generous in salary; on the contrary, if the applicant is only one of the possible candidates with equivalent conditions, the company can lower the salary and delay the time to discuss salary. Opportunities for information and reflection.

2. Do not directly ask the other party about their desired salary

Some HRs often directly ask candidates what salary they hope for during recruitment. In fact, this gives the candidates the power to make an offer, and often It is more detrimental to the enterprise. Especially when the applicant talks about his ideal salary, but the company has no way to meet his expectations, it will have a negative impact.

On the contrary, if the company knows after asking how much the applicant’s current or previous job salary is, even if it adds the salary he hopes to receive now, the company will have a more reasonable reference standard. If the applicant's current salary is lower than the company's predetermined maximum salary value, the company can adjust the salary to attract applicants based on the degree of participation of the applicant; if the applicant's current salary is higher than the company's predetermined maximum salary value , HR can focus its persuasion on other advantages of the position.

3. Only tell the lower limit and middle value of the salary range

Some companies like to announce the salary range of the position at the beginning, such as in the recruitment advertisement. This approach is bad for business. Generally, the upper limit of the salary range should be retained, and only the lower limit and middle value of the salary range should be told to the applicant. In addition, you also need to talk about what makes the company competitive and attractive in terms of salary.

Just like doing marketing, you must be good at telling the other party the selling points of the company's salary. For example, if all kinds of insurances are complete, an internal stock bonus system is implemented, and large companies allow candidates to have more stable and long-term income, etc., try to avoid showing the company's trump card from the beginning.

Only the lower limit and the middle value are discussed. On the one hand, it can help companies screen out candidates who have excessive salary expectations. On the other hand, it retains room for negotiation and encounters candidates with rich experience or excellent conditions. Or, there is still room for flexibility for upward adjustment.

4. Consider the upper and lower limits of the specific salary

Before discussing salary with the applicant, the company should first consider the value of the position to the company and the salary the company is willing to pay. Only then can we find candidates who meet the company's salary expectations. Otherwise, when an applicant appears who has too high salary expectations, the company may get into unrealistic discussions with the applicant, which will end up being fruitless.

Therefore, before the interview, the company must determine the maximum salary limit for the position. Because companies must take into account their financial capabilities and the fairness of internal salaries, this upper limit cannot be broken even if the best employees of the company's largest competitors apply for jobs, otherwise employee salaries may become a burden. Moreover, if the company gives applicants a salary that exceeds the upper limit, when other employees know about it, it will also cause dissatisfaction, thus affecting the employees' emotions.

5. Know yourself and the enemy and master salary information

During the salary negotiation process, as an enterprise, you must know yourself and the enemy. To know one's best friend is to understand the salary structure and current situation of one's own company, and to know one's enemy is to know the applicant's real salary and his previous salary, and at the same time know the average social salary of similar talents, and even the salary of his social relationships (classmates, relatives and friends, etc.) treatment.

On the basis of investigating and understanding comprehensive information, companies have the initiative to negotiate salary. Negotiating with applicants in this way can lower the psychological expectations of applicants and enable them to proactively lower salary requirements.

6. The salary standard must be discussed clearly

It is not easy to get candidates to be open and honest about their salary requirements. Many people are afraid that if they tell their current or expected salary, they may be disgraced. Losing their advantage in the application process, companies will look for candidates with lower salary requirements but similar conditions.

However, discussing salary is a key part of the application. If the applicant avoids this question or the answer is unclear, HR is recommended to tell the applicant: "We currently have a vacancy, and we must know if you are Possible candidates, I don’t want to waste your time, nor the company’s time.”

In addition, HR can test the possibility of salary through questioning to avoid possible embarrassment for both parties. For example, "If the company gives you a salary of 5,000 yuan, is it possible that this will match your expectations?" On the other hand, you can also ask the applicant to think about acceptance in a hypothetical way before officially confirming the salary to reduce the surprise of both parties.

7. Don’t ignore other rewards

The rewards of a position are not only reflected in salary. When the company and the applicant have different views on salary, the company can quantify other benefits. to reduce differences between the two parties. For example, the HR manager can analyze to the applicant that although the basic salary of the position is lower than the applicant's expectation, the company's commission and year-end bonus are higher than those of ordinary companies. He can find a way to let the applicant see a good situation without increasing the salary. The true value of the role to enhance its attractiveness to candidates.

In addition, HR managers can listen carefully to the applicants and understand what other conditions they value, so as to try to meet their requirements. For some applicants, flexible commuting hours, vacations, training opportunities, etc., although not direct salary remuneration, may be an important reference for them to decide whether to accept a job.

8. Psychological warfare to lower the other party’s expectations

No matter how urgently needed the talent is, you cannot rush it during the salary negotiation stage and make full use of the latitude of time to solve the problem. When the salary expectations of talents are much higher than the salary level of your own company, don't give up easily. If necessary, you should also try some difficult tests.

There was a manager who took a fancy to an excellent talent and wanted to hire him. However, the applicant’s asking price was high and his self-confidence was too high. So during the negotiation process, he asked a few tough questions in the professional field. As a result, the applicant did not answer well, so his self-confidence dropped sharply, and the salary was quickly negotiated. Therefore, salary negotiation is a psychological war, but also a war of endurance and wisdom.

9. Be sincere when negotiating salary

The goal of salary negotiation is not to lower the salary to the lowest, but to find the most suitable employee for the company. If a company uses too many tricks when talking about salary, for example, misleading applicants about the huge salary increase in the future, just to get the applicants in the door first. In this way, even if the candidates reluctantly accept the low salary at the time, they will leave because the salary does not meet their needs.

Although companies have temporarily saved some money, they will pay a higher price in the future. If the applicant's current salary is much higher than the company's scheduled maximum salary, HR should inform the applicant honestly immediately to avoid wasting both parties' time.

When a company honestly tells an applicant that although the company really wants to hire him, it really cannot pay such a high salary, sometimes the applicant will even automatically give up on the salary because he likes the job content and other reasons. concession. This honest approach can give companies a greater chance of acquiring talent at low wages than finding other excuses to reject applicants after hearing their high prices.

10. Promote the company and attract people with your career

When talking to applicants, the HR manager should guide the applicants to read the company's website and relevant brochures, and introduce the company's management Team, introduce the culture of the company; in addition, introduce the development trends of the industry in which the company operates, introduce the development history, current situation, future direction and development strategy of the company under the background of this large industry; and combine the applicant's own characteristics to provide candidates with Make a concise and promising career plan to satisfy the candidate's desire for growth.

At the same time, based on the actual situation of the candidates, we actively and positively guide the candidates to work together and experience the joy of corporate growth. Positive future-style concept guidance will increase the company's attractiveness to candidates and offset candidates' expectations for real salary. But when doing this kind of operation, it is taboo to talk nonsense.

11. Indulging in lust, deliberately lowering the method

There is another trick called: "Deliberately lowering the method", which is specially designed to deal with those job seekers who ask for a lot of money. He wants 5,000. I think he It’s only worth 3,500, so I would say: Our company can only provide 2,500. At this time, those people are often forced to reveal their lowest prices.

In fact, after working in HR for a long time, you basically know how much the other person is worth. After he shows his bottom line, it will be much easier for you to negotiate with him. If he agrees to this salary, I will use point 5, which is "pay a little more" to deal with him. As an HR, it is not advisable to try your best to lower the salary of job seekers, because if you want to retain him for a long time, you must treat him fairly. Otherwise, even if he comes to the company, he will be in Cao Ying but his heart is in Han, and he will have to leave sooner or later.

12. Probationary period and regular salary, settled in one go

Another point is that you must negotiate probationary salary and regular salary with the job seeker. Some HRs only negotiate probationary salary. It is not advisable to talk about negotiating after you become a regular employee. You have to give everyone a clear goal. Moreover, at the end of the trial period, the company and the individual usually have different opinions on themselves. If the negotiation fails at this time, it will be detrimental to both parties. A loss.