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* About and Contact
* Get Paid* Salary Negotiation Guide
* Raise Up! Salary Increase Guide

12Nov/110

What Percent Are You?

If you wonder what percent you are in the Occupy Wall Street parlance,
then check out the calculator from the WSJ below. You'll get a picture
of where you fit.

graphicsweb.wsj/documents/PERCENTMETER1110/

It's probably safe to say we'd all like to be in the top 1% of salary
someday--or at least live like it! So if you want FREE sample salary
negotiation letters, just fill out the form below with the subject
"FREE" and your "%" - e.g. FREE 88.

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Filed under: Finding a Job, Salary Comparison, Salary Negotiation,
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6Oct/110

Is Career Success Measurable by Salary?

How can we measure our career success? What are our benchmarks?
Obviously there are many ways to measure success, postulated here in a
previous post. Each of us has to decide what success looks like, but if
you want to understand if you're on track to your career goal, how do
you know?

There are two ways that I believe supersede any other:
1. Mentors
2. Knowing peer compensation

Mentors can tell you if you're on the right track because they have
been there, done that. They're ahead of you and can help navigate the
right career path. "Fool's gold" will find its way to you throughout
your career--jobs that look good at the time, but ultimately aren't
what you're looking for and lead you astray from your goal. Mentors
help you identify those instances, thus getting you to your goals
faster. Getting great mentors is the trick, however. No one said it was
easy.

The second is even harder. When you know your peer compensation, you
have a sense of whether you're achieving the financial rewards of your
work. Sure you can judge that by what car you drive or the size of your
house--but taking the long term view, those items will equalize. Your
career is about maximizing compensation for the work that leads you
where you want to go. Compensation should ascend commensurate with your
experience and value. When that isn't happening, you should know. Our
salary negotiation guide, Get Paid* can show you how to figure out what
you're worth.

Measuring your career success is more art than science and takes some
diligence. However, knowing your status will help you achieve your
career goals while maximizing your compensation along the way. Best of
luck!

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we'll send them to you right away.

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Tagged as: career, compensation, Jobs, Salary, success No Comments
5Oct/110

Ask For A Raise? I'm Afraid Of My Boss!

negotiation-3

It's very clear that people have questions about when and how they
should or can justify asking for a raise. Money is tight and companies
are often telling employees that they're lucky they have a job. That's
terrible, but happens every day. I recently answered a question on
Yahoo Answers specifically about when a person should ask for a raise
in her situation.

Here's the question:

I was written up for the first time in my life at the beginning of
this year. The probation period lasted through our reviews so I was
denied a raise at that point. Since then, I have done a 360
turn-around with very few mistakes. And, they have added five new
processes to my workload. I am so busy at work I can barely breathe.
I am not the only one who wants a raise either but I have been here
4 years and we were part of a bigger corp when I joined, now we're
separate. (Because we were part of a bigger corp they denied raises
for three years.)

So basically, I've never received any pay increase. My co-workers
make at least a $1.00 more an hour than me and that would
significantly help me.

But, I am afraid of my boss. She is very very very very
very....what's the word, stern? I think a better word choice is
stubborn and stuck-up. She may just tell me "No, Im not going to ask
HR."

That leads me to wonder if I should go straight to HR? But, that
would be breaking the chain of command which I've been taught never
to do, due to my military background.

Thanks for any advice! Emails won't work, she hates when I email
her.

And here's my response:

I recently wrote a blog post about this called The Top 5 Situations
When You Should Ask For A Raise. By your explanation above, you
match 3 of them:
Situation #1: Anytime you get significantly increased
responsibility. If someone leaves your department and you have to
pick up the slack, then you have an opportunity to ask for a raise.
Do NOT ask for a raise right away, though. Show that you can do both
jobs and then ask. You will have a better chance of getting the
raise you want if you prove yourself.

Situation #3: If you're a performer and you haven't had a raise in
more than two review cycles. This situation is tenuous because you
may not have received a raise because of poorer performance. If you
know that you're a strong performer (be honest with yourself), then
you should have confidence in asking for a raise.

Situation #5: When you hear about someone in your same job making
more money than you. This is a political play that often works, but
not always. When you see others who are doing your same job, but
make more than you do and you're a strong performer, you can justify
asking for a raise.

Since you have been on probation in the past, that's a negative--but
it can play for you because you've made such a turnaround. Show the
success of your projects and the how the volume of your workload has
increased. I have some free sample salary negotiation letters that
may help you.

Good luck!

Tagged as: Salary Negotiation No Comments
30Sep/113

Get Top Dollar! Salary Negotiation Guide

They Can't Say No to Your Salary Request

After Using This Guide

You're here because you think you're not getting the salary you
deserve. But salary negotiation is scary. Especially in this economy.
You work hard to get a job or promotion and then you feel screwed by
the company because they low-balled you on money. You're hurt,
confused, and wonder why you're in this situation. Just the thought of
asking for more money puts your stomach in knots. Your inner voice
starts talking: "don't rock the boat" or "you still have a job. A lot
of people don't." But it all comes down to this: you aren't getting as
much as you deserve.

Springraise specializes in helping you get the salary you deserve
through negotiation. We take away the fear and anxiety (terror!) you
feel when you want more money. How do we restore that same confidence
that got you the job or promotion in the first place? By leveling the
playing field with the company. We arm you with the information you
need that makes it so they can't say no to your request. I'm speaking
from experience. I've gotten extraordinary raises (springraises)
throughout my career to the tune of 16%, 35%, 13%, 89%, 33% and even
two huge increase offers of 195% and 123% increase offer (Wow!). I can
help you do the same. Look, on average I've been able to increase my
salary 16% every year for 12 years. Don't take a chance, take the lead
in your salary negotiations. Want proof? The chart below shows you my
career pay.

my_raises-

Get Top Dollar! Salary Negotiation Guide

My salary negotiation guide, Get Top Dollar!, will make you money
throughout your career. Get Top Dollar! gives you COMPLETE examples of
where I've used my PROVEN methods to get extraordinary salary
increases. This is the tiny investment that will pay dividends for the
rest of your career. For the one-time price of $29.99, you'll get
$1,000 or more in increased salary guaranteed or I'll refund you.
Period.

If I walked up to you and said, "Give me $30 and I'll give you $1,000
back," you'd listen. I'm giving you that offer right now. You give me
$29.99 and I'll make you $1,000 or more. Guaranteed. Invest in
yourself. Gain that confidence. Get the money you deserve. Change
your life. Now.

CLICK HERE TO PURCHASE

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This offer is risk free. If you don't get $1,000 in increased salary in
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Note: After your purchase you will be directed to our instant download
page for Get Top Dollar!
Filed under: Salary Negotiation 3 Comments
26Sep/110

Join a Startup? When To Keep Your Day Job

20110505_gm_612mz- Here's a favorite topic of mine....Many
people ask me when should they leave their corporate jobs. I respond,
"if you have to ask, then you need to stay." Becoming an entrepreneur
is incredibly rewarding, but you have to be ready. The pressure is
immense, and the accountability stares you right in the face everyday.

There are two levels of readiness:

1. Commitment
2. Experience

Commitment is the utter will of wanting to be an entrepreneur, having a
passion-driven mission that no one, not even your mother, can talk you
out of. You know what you want. You know it will work. You know it HAS
to be done. Bill Gates had that commitment. How many people do you know
who would drop out of Harvard? That kind of motivation can overcome any
lack in #2.

Experience counts for quite a bit. It builds confidence, a track record
of success that you can always lean on in lean times. Knowing that
you've been stretched beyond your limits and still succeeded makes the
approach to entrepreneurship real. It's not the kind of experience of
telling others what to do without getting your hands dirty. It's the
kind of experience that comes with having to be accountable for results
when you have no help. When the task is so daunting that you have
absolutely no idea how you'll complete it at the outset. But you come
through. You know you can. You've done it before. That's experience.

So when should you stay at your corporate job? When you don't have the
above two items. Some people believe in getting a job in an
entrepreneurial organization to get exposure. If that's your transition
step, then fine, but it's not necessary. You can get the experience you
need at your corporate job.

When you have both experience and commitment, jump ship. Don't wait.
Don't overthink it. You'll save yourself the aggravation of regret
later in life. Ask yourself this question: what's the bigger risk,
depending on yourself, or some dim-witted supervisor whose whim drives
your day? Know when--then take that leap of faith. You'll find, win or
lose, it's worth it.

For winning resume samples, just fill out the contact form below with
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Tagged as: commitment, entrepreneur, experience, Jobs, passion, Salary,
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21Sep/110

Maximizing Salary When Changing Jobs

my_raises- OK, this is one of my secrets that I'm going to share
with you. One thing everyone wants to know is how much of a jump in
compensation should we get when we change jobs? There is a certain art
to this, but there is a process that I use. My father told me when I
was starting out that I shouldn't change jobs unless the offer is 20%
higher than my current compensation.

Salary Increase Benchmark
My father does deals for a living, so I've learned from a pretty good
teacher. In taking his lessons to heart, not accepting what someone
tells me at face value, why take his word that 20% is enough? I didn't.
Over the course of my career, when I've changed jobs, my average
increase in compensation is 30% and on average I've increased my salary
16% per year.

Confidence
Negotiating higher salaries is a function of communication, experience,
and confidence. When we have our story straight and our minimum
compensation threshold defined, there is no losing in the negotiation.
If we are offered what we want, then great. Otherwise we walk. It's
simple.

What people tend to forget when looking for their next career move is
that the company we just interviewed with spent thousands of dollars
just to get us in that chair. That's an investment they're not keen to
lose when they find a candidate they covet. That knowledge immediately
swings negotiations in our favor. Have confidence and get the salary
you deserve!
Tagged as: Jobs, Salaries, Salary, Salary Increase, Salary Negotiation,
Salary Request No Comments
19Sep/110

Control Your Career: Make Sure You Work For You

work for you

Do you know who you work for? I'm not talking about your employer, but
really, who do you work for? When I first got out of college, I worked
for me. When I got out of graduate school, I worked for Sallie Mae.
When I started a family, I worked for them. That being said, a concept
that is extremely important to discuss is career goals.

Every employment choice you make from your first job through retirement
effects your career. Let's be real: you work for money. When you have
money, you work for causes. People who work in lower paying jobs that
have more intrinsic value to them make enough money to sustain
themselves doing what they want to do. That's perfectly
acceptable--enough money is there to work for that cause.

One of the few site "gurus" I've seen that has something fairly good to
say is Susan Heathfield from About. Here's an excerpt from one of
her pieces on the subject:

If you value helping people in need, you can anticipate a particular
salary over the course of your career. As long as your values are
more important than what you are paid, your choice is fine. But, you
cannot set a goal of making a million dollars a year, make a career
choice that pays $40,000 per year, and expect to be happy with your
career decisions and the money you make over time.

Now that makes sense, doesn't it? Most people, however, don't manage or
even start their careers with that concept in mind. We all believe we
should be paid enough to become millionaires no matter what we do. Life
doesn't work that way, so career planning is needed.

Unfortunately, we typically try to maximize value (either compensation
or intrinsic) per job change, rather than maximize long term potential.
Why? Because career planning takes time we don't have--or don't give
ourselves. We don't have time to look at our careers because most of us
are "working for" someone else. Once we realize we need a job change,
we try to get as much money and as high a salary as we can for
something we're qualified to do because we have to feed the kids or pay
the bills. The larger career goal (if there is one) is oftentimes lost
in the necessity of making ends meet.

The best career management advisors coach us to have a long term view
of our careers, to know where we're going and how each step helps us
get there. If we know the goal, we can always find a step that keeps us
on course. If we know we want to work in a field that tends not to
compensate well, we may decide to work for a finite period of time in a
field that does until we're ready to jump. Then, it doesn't matter who
we're "working for" at any particular time if we pursue a change. We
would know our path and know how to achieve our goals.

When you plan your career, no matter what responsibilities you have,
you're always working for you.

****If you want FREE Winning Resumes, just fill out the contact form
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15Sep/111

How to Ask For a Raise-When You Already Got One

negotiation-techniques-8

Here's another Yahoo Answers question that caught my eye and got me to
divulge my thoughts.

I was recently promoted and kept my old pay rate for a while. I did
not want to ask my boss for a raise until I was more adept at my new
position. One day he gave me a 2$ per hour raise. The previous man
before me was on salary and had less experience and less education
than me. I was looking for about a 5$ per hour raise, which would
keep me off salary and still make me much cheaper than the man I am
replacing. I am now pretty good at what I do and I also help the
older employees with most of their tech problems, saving a call to
the expensive IT guy. How do I ask the boss for more pay since he
already hit me with the preemptive raise?

Here was my response:

Having another offer is good, but not necessary. Having received a
pre-emptive raise is good and shows that they recognize that you
should have been paid more. To get to the $5/hour raise you want,
however, you have to do some justifying.
1. Show how your projects have been as successful or more so than
your predecessor. There's a format you can use that I have in my
free salary negotiation letters guide.

2. You should also know what the range is for wages at your position
for both hourly and salaried positions if there are both. Know this
before going in to the discussion w/ your manager or sending the
letter asking for the raise.

3. You have to show what's in it for the manager. How can the
manager look good by actually paying you more? If you figure that
out, then it will go a long way toward you getting what you want.

Overall, you may not get the full $5/hour raise, but you might get
another $1 or $1.50 on top of the $2 you already got. That's a great
negotiation outcome.

Let me know what you think. In my experience, this is a great way to
get more than the raise you received.

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Tagged as: pay raise, Salary, Salary Negotiation, salary raise 1
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14Sep/110

Sharing Salary at Work: Why is Everyone So Afraid?

my_raises

Something happened to me a while back that should never, ever happen
while searching for a job. After going through two days of intense
interviews with a top flight strategy consulting firm, I got a job
offer. No, I'm not saying I shouldn't have received the offer because I
performed well. What happened that shouldn't have is that the
compensation package was $20K more than I expected!

Don't get me wrong, these are the kinds of "should never happens" that
you want to have, but there is no way I or anyone else should be that
far apart in expectation of compensation. I had done my homework. I
used one of the "salary" company's information; it's almost useless for
consultants because of the nature of the business. The range in pay was
about $70,000. Not helpful. I also checked in with my network of
consultants to see what the market was like these days. I was an
analyst with a top firm back in the day and still had a few friends in
the industry. What I found intriguing was that although my friends gave
detailed descriptions of the direction of the consulting industry (full
of needless jargon, I might add) none of them gave me a decent picture
of compensation. They kept it vague, describing "compensation
structures", "percent raises", "payment timing". None of them said, "I
make $X and you'll probably be in a range from $A to $B." That's what I
asked for.

Why wouldn't these friends share their info? Then it dawned on me--when
I was working for a major Fortune 500 company, I never shared my
compensation with my peers. The HR department and managers directly
discouraged me from sharing this information. They set up this "cloud
of secrecy" about revealing compensation to peers. They said things
like, "trust me, you're one of the highest paid at your position," or
"you don't want to cause a stir in morale by sharing your salary with
others on the team," or "your compensation information is proprietary
company information." The last one always made me snicker.

What's the big secret? We all know that some people get paid more than
others. Is this data confidential? Would I be committing corporate
treason by letting my colleagues know how much I made? Absolutely not.
The issue is that the threat of losing your job is a profound motivator
for silence. Companies don't want employees (at any level) to demand
upward pressure on compensation.

The reality is that managers and employees can keep each other
accountable by revealing pay for themselves and team members. Team
productivity can foster healthy competition. Managers can motivate the
team by showing that other performers are compensated for success. That
way, there are no secrets--and people can feel motivated by the
openness rather than threatened by the cloud of secrecy.

Props to GlassDoor for leading the way by publishing all employee
salaries.

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Tagged as: Salary Negotiation, Salary Range, salary sharing No Comments
12Sep/110

Career Changes Change the Plan

CareerChoice

If this article were a movie, it would be entitled, "Not Another Career
Change Article." There are so many advice columns about how to change
careers, it makes me think people all change careers and become
writers. Well, the fact is people change careers an average of two
times during their professional lives. This somewhat surprising fact
begs the question? If we're going to change our careers, why career
plan in the first place?

I asked that exact question to a management panel while in a summer
business leadership program in Washington D.C. between my junior and
senior years of high school. One man's answer changed my life...

"Because if you don't plan to succeed, you're planning not to."

To that point in my life, I hadn't heard the cliche "a failure to plan
is planning to fail," but these two quotes are surprisingly different
in focus. Sure, you have to plan. Plan everything. Things change, of
course, but it's better to know why you're going 'off-plan' than
swerving aimlessly looking for something to hold on to.

But the idea of planning to succeed means that, no matter what you do,
you will be successful. It's not just the planning that's important,
it's the outcome that results from the plan that sets the mind. When
you put this in context of a career change, then you understand why
some people are successful, and others are not. Why some people
seamlessly integrate into new roles, industries, and functions, while
others continue to languish in their comfort zones, pining away for
something else.

Plan to succeed, and you will.

****If you want FREE Winning Resumes, just fill out the contact form
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* What Percent Are You?
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* Ask For A Raise? I'm Afraid Of My Boss!
* Get Top Dollar! Salary Negotiation Guide
* Join a Startup? When To Keep Your Day Job
* Maximizing Salary When Changing Jobs
* Control Your Career: Make Sure You Work For You
* How to Ask For a Raise-When You Already Got One

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* Salary Negotiation Letter on Raise Up! Salary Increase Guide
* Salary Increase Letter on Raise Up! Salary Increase Guide
* Over $900,000 in EXTRA salary springraises! on Get Paid* Salary
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