if you more Money to earn If you want to, you should take action and not just wait patiently. Only Courage, away with the inhibitions!

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False modesty is out of place

Unfortunately feel themselves many People uncomfortable with salary negotiations and unsure how to get the best for themselves. The basic problem is: Many people don't trust themselves anymore, especially in times of crisis salary to demand: you don't want to upset anyone, you don't want to appear greedy. Or they have Anxiety before termination. They'd rather wait until you Executive by itself on the Idea you will have to pay more.

But many bosses even appreciate it Employeeswho are campaigning for more salaries. This shows that they are career-conscious and motivated. On the other hand, if you don't ask for a salary for a long time, you give the impression that you don't have the confidence to do anything or that you want to quit soon. Therefore, the following applies: take action yourself – even if the boss is initially “No” says about the salary increase.

Negotiate well: preparation is important

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Salary negotiation is therefore a crucial moment in every employee’s career. It's the opportunity to recognize the value of your work and receive fair compensation for your skills and experience.

Overall, better salary negotiations are possible if you prepare well, emphasize your achievements and present convincing arguments. Be confident, but also ready to negotiate and alternatives Solutions to find. With the right ones Strategies and a positive attitude you can get the salary you deserve and your career Set .

10 tips for the decisive salary negotiation

In the overview below, we will share with you some proven strategies and tips to have better salary negotiations and get the salary you deserve.

  1. Preparation is key: A successful salary negotiation requires thorough preparation. Start by researching the market value of your position and your skills. Find out about the current salary ranges in your industry and region. Use online resources, salary reports and networks to get an accurate picture. The better informed you are about the value of your work, the more confident you can go into the negotiation.
  1. Emphasize your achievements: One of the most effective strategies when negotiating salary is to highlight your achievements and achievements. Make a list of your professional achievements, projects, goals you have achieved and how you have contributed to the company's success. Present this information during the negotiation to reinforce your value to the company. Show that you add value and that appropriate compensation is warranted.
  1. Set yourself clear goals: Before you go into the negotiation, set clear goals for the salary you want to achieve. Be realistic but also ambitious. Think about your financial goals and how much you expect for your work. When you have a clear view of your goals, you can argue and negotiate better.
  1. Timing is important: Choose the right time to negotiate your salary. Ideally, you should do this during the annual performance review meeting or before signing a new employment contract. Avoid negotiating during a stressful time for the company or after a bad period of business. Choose a time when the company is open to salary discussions and your arguments are better heard.
  1. Present your arguments convincingly: During the negotiation it is important to present your arguments convincingly. Talk about your achievements, your skills and the added value you bring to the company. Use concrete examples and numbers to support your arguments. Be confident, but also respectful and professional. Actively listen and respond to the other side's arguments.
  1. Think beyond salary: Salary is not everything. Also think about other perks and benefits that might be important to you. These can be flexible working hours, further training opportunities, additional vacation days or a company pension plan. These additional benefits can increase the overall value of your employment contract and strengthen your negotiating position.
  1. Be prepared to negotiate: Salary negotiations are usually a give and take process. Be prepared to compromise and find alternative solutions. If the company is unable to pay your desired salary, you can look for other options, such as a performance bonus or a bonus for achieving goals. Be flexible and open to different options.
  1. Practice negotiation: Negotiating a salary can be nerve-wracking, especially if you're not used to it. Therefore, practice in advance with a friend or family member. Simulate the negotiation situation and get feedback. This will help you refine your arguments, improve your body language and increase your confidence.
  1. Stay positive and professional: During the negotiation it is important to remain positive and professional. Avoid negative comments about the company or your superiors. Instead, focus on your achievements and the value you bring. Remain polite and respectful, even if the negotiation becomes difficult. A positive and professional attitude can make all the difference.
  1. Think long term: Finally, it is important to think long-term. Successful salary negotiation is an important step, but it is also important to continually demonstrate your achievements and develop yourself. Set clear goals for your career and continually work to achieve them. Through continuous learning and growth, you can further strengthen your negotiating position in the future.

If the boss says "no" anyway

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But sometimes the boss sticks to his “no” despite all the negotiating skills. You have now pulled out all the stops, prepared yourself optimally, referred to brilliant achievements - and the boss is still shaking with it Head. So was that it? All the trouble for nothing? It doesn't have to be!

What these employees tend to overlook: When bosses say “no,” that doesn’t mean “no.” It’s called “Negotiate with me.” And this is exactly where you have to start with the right strategy.

Get out of the victim role

But many employees then fast the feeling that they can't do anything anyway and they give up on their demands instead of staying firm and following up. But even qualified employees are more likely to settle for a lower, more secure salary satisfied instead of risking getting less for less performance. Have more confidence in your own abilities!

The “victim role” may be comfortable, but it is simply bad to negotiate from this position. Rather, courage is now required again - and skill: because optimal preparation also includes anticipating the boss's objections in advance, being prepared for them - and having the appropriate counterarguments ready.

3 examples of optimal counterarguments

But what can suitable counterarguments look like? We give 3 rhetorical examples:

  1. The boss says: “We must reduce costs” – You say: “It is clear to me that we must reduce costs in order to increase returns. But I have already increased the return with my additional performance”
  2. The boss says: “The order situation is so bad” – You say: “Thank you for addressing the company’s financial situation. As far as I know, this is extremely good. Together with my proven additional performance, this is reason enough to meet my salary requirements”
  3. The boss says: “There are 20 others at the door who want your job” – you say: “I would like to talk objectively about the topic – are you ready for that?”

Demand alternatives to more salary

But if the boss sticks to his no despite all the tactical moves. final, actual, irrevocable? Then there are replacement benefits - and these are often more lucrative in net terms than more salary. The range of options extends from a bonus at the end of the year or a project to company cars and benefits in kind to privileges such as office keys or company parking space.

More and more Companys offer their employees alternative salary models and additional benefits in order to motivate them, retain them and their individual needs needs to fulfill. These salary alternatives can offer both financial and non-financial benefits.

6 exciting salary alternatives

In the overview below, we will examine some of the most popular salary alternatives and highlight their advantages and disadvantages.

  1. Performance-related bonuses: A good option is performance-related pay or bonuses. Performance-related bonuses are one of the most common salary alternatives. They are based on the individual performance of the employee or the success of the company. These bonuses can take the form of annual or quarterly payouts and serve as an incentive for employees to achieve their goals and do good work. Performance-related bonuses can include both financial and non-financial rewards, such as travel or gift vouchers. The advantage of this salary alternative is that it motivates employees and gives them the feeling that their performance is recognized. However, it can also lead to increased competition and increased stress levels as employees compete for bonuses.
  1. Stock options: Stock options are another popular salary alternative, especially in startups and technology companies. Employees are given the opportunity to purchase company shares at a specific price. If the share price rises, employees can sell their shares at a higher price and thus benefit from the increase in value. Stock options offer employees the opportunity to participate in the company's success and have a financial interest in its growth. However, stock options come with some risk as the stock price can also fall and employees may not get the expected profit.
  1. Flexible working time models: Flexible working time models are a non-financial salary alternative that is becoming increasingly popular. Companies offer their employees the opportunity to organize their working hours flexibly, be it through flextime, part-time work or home office. This flexibility allows employees to better balance their work with their personal lives and meet their individual needs. Flexible working time models can lead to a better work-life balance and increase employee satisfaction and productivity. However, they also require good self-organization and communication to ensure the work is done effectively.
  1. Additional vacation days: Additional vacation days are another non-financial salary alternative offered by companies. Employees are given the opportunity to take additional days off to meet their personal needs or simply take a break. Additional vacation days can help reduce the stress of work and improve work-life balance. They can also serve as a reward for good performance or long-term service. However, granting additional vacation days may result in increased workload for remaining employees if there are not enough resources to handle the work.
  1. Further training opportunities: Further training opportunities are a salary alternative that offers both financial and non-financial benefits. Companies offer their employees the opportunity to develop professionally and learn new skills. This can be done through internal training, external courses or financing further training measures. Further training opportunities enable employees to advance their careers and expand their skills. They can also help increase employee retention as employees feel valued and supported. However, training opportunities require some investment from the company and may require employees to be temporarily absent while they attend training or courses.
  1. Employer-funded pension: The company pension plan is a financial salary alternative that enables employees to make provisions for their future. Companies offer their employees the opportunity to pay part of their salary into a company pension plan, which is then paid out at a later date, for example after retirement. Company pension schemes offer employees financial security and enable them to make provisions for their retirement. It can also offer tax advantages. However, the company pension scheme depends on the conditions of the company and can vary depending on the company and country.

Conclusion: There are many options for more salary

There are many other salary alternatives that companies may offer, such as employee stock ownership programs, health and wellness benefits, company cars, or bonus programs. The Choice The right salary alternative depends on individual needs and priorities of the employee. It's important to weigh the pros and cons of each salary alternative and determine which best fits your goals and values.

Overall, salary alternatives offer employees the opportunity to customize their compensation and meet their needs. They can help strengthen employee retention and motivation and a positive Creating a working environment. Companies should consider the needs of their employees and develop flexible compensation models to attract and retain talented employees.


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