Did you miss the May 5 Salary Negotiation workshop? Here's a recap!

On May 5, the Graduate Division hosted a salary negotiation workshop led by Lisa Gates, co-founder of SheNegotiates. Along with role-playing exercises and audience Q&A, Lisa discussed how to relate your aptitude and experience to others in negotiating salaries and promotions, including negotiation tactics and frameworks.

First things first, it is important to enter a negotiation meeting knowing your superpower. What is your value proposition? What are you bringing to the table that makes you an asset to this company or organization? This worksheet can help you ​transform your accomplishments into superpowers.

Some principles of negotiation strategy include:

• There's always room to negotiate an offer. Don't feel uncomfortable negotiating your salary. All employers expect you'll negotiate salary and/or benefits and aspects of the job and appreciate it when you do.
• Do your research beforehand. Begin by knowing exactly what you want and rank your priorities. Salary isn't the only thing on the table; you can also negotiate things that don't cost the employer any money. For example, do you want more flexible hours or to be able to work from home? How about improved benefits, bonuses, flex time, rotations, securing office equipment or staff? When you approach with your counter-offer, be able to list the things you'd like to discuss.
• Slow it down. It's rare that you'll need to respond to an offer immediately, so take a moment to consider your options and how you'd like to respond. Don't say the first thing to pop into your head.
• Body language is key. Avoid crossing your arms and legs when speaking with someone in person, and lean in slightly towards that person, to appear more engaging and positive. When possible, sit on the same side or directly across from the other person.
• On a related note, match your partner's conversational style and tempo.
• Know your resources beforehand. When interviewing or considering an offer, ask the company "where would I gather resources/people to accomplish... ?" It's important to know where you can turn to in that company.
• Learn about the company's promotional pathway and employee development. During the interview, an important question to ask is, "how does your company grow and develop their employees?" Note how frequently and easily employees receive promotions or raises, and how often employees can expect performance reviews. This is especially important for jobs where you're told a specific salary is expected for all entry-level/early employees.
• Avoid single-issue negotiations. When it's time to negotiate, respond with all salary and benefit demands at once. It's easier for people to reject a single request than several.
• Frame your negotiation for mutual benefit. Create perspective around your request by describing how you would help the company. How are your superpowers an invaluable skill?

An important preparation for entering negotiations is brainstorming objection and response scripts. Be able to counter expected responses with your script ideas.

Be sure to always conduct negotiations in person or over the phone. Even if your offer is emailed to you, don't respond by email. Conclude your counter-offer with an additional persuasive statement or argument for your ask.

After you've accepted an offer, these negotiation strategies should be called upon throughout your career! According to Lisa, it's important to continue to negotiate promotions or raises. For organizations without a clear promotion pathway, employees should consider asking for raises, bonuses, or promotions at the following times: every 6-12 months; when taking on new responsibilities; when given a new job title. Employees are also encouraged to continue to ask for professional development support throughout their career, whether it's attending workshops or gaining a new skill or certification. (If you're lucky, your company may pay for some of these costs - especially if you can show how it would directly benefit them.)

If you're considering switching to a new organization, you'll undoubtedly be asked at some point about current salary. Lisa offered the following responses to some standard questions to position yourself better:

• How much are you making now? "Right now, I'm making $X, but it's under market value by Y%. To move to a new company, I'd need a salary range of A to B."

• What are your salary expectations? Give a broader range that are a step above your current salary range (e.g. if you're making in the mid-60s, say your expectations are in the 70s).

Want more tips? The SheNegotiates website has tons of resources including a negotiation preparation worksheet, exercises to communicate your value, and steps on how to research your market value.