Talking about money can cause discomfort and even a freeze. Many of us avoid the subject, treating it as taboo. But why do we react this way? After all, the main reason we work is to earn a living.

Why Are We Afraid to Talk About Salary?

We often fear that our request will come across as arrogant, or that we will be seen as undervalued. But discussing salary matters not only for us but for the employer too. After all, we all work for money.

Preparing to Discuss Salary

Before you go to an interview or discuss pay with your manager, it is important to analyze your value on the job market. Understanding your professional level and your contribution to the company will help you carry the conversation with confidence.

Understanding the Hiring Process

In the early stages, you will most likely be talking to a recruiter who has a certain salary range for the vacancy. Your task is to land within that range. But how do you do it?

How to Start the Conversation About Money

When a recruiter asks about your desired salary, it is important to be ready for the question. Name the amount you realistically expect, taking your experience and competencies into account. Start with a figure that works for you with some margin to spare, and go over the details later in your conversation with the hiring manager.

How to Back Up Your Requests

Be specific in your requests. Explain why you believe your experience, skills and contribution to the company deserve a certain amount. Show that you understand what the company does and are ready to solve its problems.

How Much Exactly Should You Ask For?

  1. Changing jobs within the same industry or specialization: When moving to a similar position at another company, the raise can range from 10% to 20% of your current salary. If the move comes with a promotion (for example, from junior to senior specialist), the raise can reach 20%-30% or even more.
  2. A promotion within the company: With an internal promotion, the raise is usually between 10% and 25%. However, this depends heavily on company policy, the size of the promotion and the additional responsibility that falls on the employee.
  3. Changing careers: When you switch professions completely and move into a new industry, your salary may go up or down. It all depends on how in demand the new profession is and how much initial training the candidate has. If the change happens within one industry (for example, a marketer decides to become a data analyst), the raise may be minimal or absent altogether until you gain the necessary experience.
  4. Other factors that affect the raise: location, the size and reputation of the company, skills and experience.

Exercises for Practicing Money Negotiations

  1. Role play “The Interview”: Participants split into two groups: “employers” and “candidates.” The “candidates” prepare for questions about salary, and the “employers” ask them. After the role play, participants swap roles.
  2. Market analysis: Participants research the job market to determine the average salary for their profession. They then use this information in role plays or discussions.
  3. The “Convince Me” drill: Participants imagine they are selling their services or products. The task is to convince the “buyer” that their price is justified.
  4. The “Negotiating With a Colleague” exercise: Two participants imagine they are colleagues discussing how to split a bonus. The goal is to agree on a fair split.
  5. The “Answering the Salary Question” drill: Participants practice answering the question about their financial expectations, using different strategies and arguments.
  6. The “Compromise” exercise: Participants work in pairs and try to agree on a salary, each with their own limits and requirements.
  7. The “Making the Case for Your Value” drill: Participants prepare a short presentation arguing why their skills, experience and contribution to the company deserve a certain amount.
  8. The “Responding to a No” exercise: Participants practice responding to refusals or objections from the employer about the proposed salary.
  9. Analyzing real cases: Participants analyze real stories of salary negotiations and discuss the mistakes and the winning strategies.
  10. The “Self-Assessment” drill: Participants evaluate their professional achievements and experience to better understand their market value.