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How to Hire a Digital Marketing Agency: 3 Easy Steps to Help you Find the Right Agency
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Let’s face it: asking for more money makes most of us about as comfortable as a koala in a bathtub. We’d rather eat Vegemite straight from the jar than have “the talk” with our boss. But here’s the uncomfortable truth: if you don’t ask, you don’t get. And in today’s rapidly evolving job market, not advocating for your worth is like leaving money on the table – and then setting that table on fire.
But fear not, intrepid career navigators. It isn’t your standard “10 Tips for a How to Negotiate a Raise” fluff piece. We’re diving deep into the psychology, strategy, and execution of getting paid what you’re worth.
By the end of this article, you’ll be ready to march into your boss’s office with the confidence of a caffeine-fuelled wallaby. (Okay, maybe not quite that energetic, but you get the idea.)
Here’s where most people go wrong right out of the gate: they think negotiating a raise is about them. “I’ve been here for X years.” “I work really hard.” “I need more money for [insert life event].” Newsflash: your company doesn’t care about your mortgage, growing family, or burning desire for a trip to Bali.
Harsh? Maybe. True? Absolutely.
The first and most crucial mindset shift is this: a successful salary negotiation is about demonstrating value, not personal need or entitlement.
Think of it this way: your company is investing in you. They’re not a charity (unless, well, they actually are a charity, in which case, different conversation). They want to know what return they’re getting on that investment. Your job is to show them that by investing more in you, they’ll get even more in return.
It means aligning your worth with company objectives. Did you streamline a process that saved the company thousands? Did you bring in a big client that increased revenue? Did you mentor junior staff, improving overall team performance? These are the things that matter.
The conversation needs to shift from “I want” to “I provide.” It’s not about deserving more; it’s about earning more.
But here’s where it gets really interesting: something magical happens once you make this shift. You stop feeling like you’re begging for scraps and start feeling like you’re proposing a mutually beneficial business arrangement because that’s exactly what you’re doing.
Now that we’ve got your head in the right space let’s talk about the unsexy but absolutely crucial part of negotiating a raise: preparation.
You wouldn’t go into a boxing match without training and shouldn’t go into a salary negotiation without doing homework. Here’s what you need to do:
But here’s the kicker: preparation isn’t just about arming yourself with information. It’s about building your confidence. When you walk into that negotiation knowing you’ve done your homework, you’re not just hoping for the best – expecting success.
“Wait for the right moment,” they say. Well, I’ve got news for you: the perfect moment is about as real as drop bears. (For our non-Aussie readers, that’s not real at all.)
The truth is that salary negotiation timing is more and less important than you think. Here’s what I mean:
It’s less important because you shouldn’t wait for some mythical perfect alignment of the stars to ask for your worth. If you’ve been consistently adding value and have the evidence to back it up, there’s no need to wait for your annual review or for your boss to be in an especially good mood.
However, timing is more important in a strategic sense. Consider:
The key is to be proactive, not reactive. Don’t wait for the “right time” – create it.
Alright, you’ve done your prep work, you’ve timed it right, and now you’re sitting across from your boss. What do you say? More importantly, what do you not say?
First, let’s talk about what not to say:
These are all non-starters. Remember our mindset shift? It’s not about you; it’s about the value you bring.
Now, here’s how to structure the conversation:
Remember, this is a conversation, not a confrontation. You aim to collaborate with your boss to reach a mutually beneficial outcome.
Here’s where it gets really interesting. What if your boss says they can’t increase your base salary? Don’t pack up and leave just yet. There’s more to compensation than just the number on your paycheck.
Consider negotiating for:
The art of the counteroffer comes into play here. If your boss can’t meet your initial request, be prepared with alternative proposals. “I understand that a 15% raise might not be possible right now. Could we discuss a 7% raise now with a performance-based bonus structure?”
But what if the answer is still no? It is where you need to be prepared to walk away – not necessarily from your job but from the negotiation. “I understand your position. Given that we can’t agree now when would be a good time to revisit this conversation?”
Remember, negotiation is rarely a one-and-done deal. It’s an ongoing process.
Congratulations! You’ve had the conversation. But whether you got a yes or a no, your work isn’t done.
If you got a yes:
If you got a no:
Regardless of the outcome, use this as a learning experience. What went well? What could you improve on for next time? Trust me, there will be a next time.
Here’s the truth: negotiating a raise isn’t a one-time event. It’s an ongoing part of managing your career. Each negotiation builds your skills and confidence for the next one.
Remember, you’re not just negotiating for a number on a paycheck. You’re advocating for your professional worth, setting the stage for future opportunities, and yes, ensuring you can afford that smashed avo on toast without sacrificing your dreams of homeownership. (We had to slip in an Aussie millennial reference somewhere, didn’t we?)
So, take a deep breath. You’ve got this. Armed with the right mindset, solid preparation, and a clear understanding of your value, you’re ready to have that conversation. And who knows? You might just surprise yourself with how good you are at it.
Now, go forth and negotiate. Your future self (and your bank account) will thank you.
First, don’t take it at face value. “No budget” often means “not in the current budget.” Your job is to make a case for why the budget should be adjusted. If it’s truly a hard no, explore other forms of compensation like bonuses, additional leave, or professional development opportunities. Remember, “no” is often the beginning of a negotiation, not the end.
Only if you want to sabotage yourself faster than a kangaroo on a trampoline, your personal financial situation is irrelevant to your professional value. Keep the focus on your contributions to the company and the value you bring. Your mortgage, your wedding, or your burning desire for a new jet ski are not your employer’s problem.
There’s no one-size-fits-all answer, but a good rule of thumb is to have the conversation annually if you’re consistently exceeding expectations. However, if you’ve recently taken on significant new responsibilities or achieved something major, don’t wait for an arbitrary date on the calendar.
Up until working with Casey, we had only had poor to mediocre experiences outsourcing work to agencies. Casey & the team at CJ&CO are the exception to the rule.
Communication was beyond great, his understanding of our vision was phenomenal, and instead of needing babysitting like the other agencies we worked with, he was not only completely dependable but also gave us sound suggestions on how to get better results, at the risk of us not needing him for the initial job we requested (absolute gem).
This has truly been the first time we worked with someone outside of our business that quickly grasped our vision, and that I could completely forget about and would still deliver above expectations.
I honestly can't wait to work in many more projects together!
Disclaimer
*The information this blog provides is for general informational purposes only and is not intended as financial or professional advice. The information may not reflect current developments and may be changed or updated without notice. Any opinions expressed on this blog are the author’s own and do not necessarily reflect the views of the author’s employer or any other organization. You should not act or rely on any information contained in this blog without first seeking the advice of a professional. No representation or warranty, express or implied, is made as to the accuracy or completeness of the information contained in this blog. The author and affiliated parties assume no liability for any errors or omissions.