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โ๐ฝ How do you handle compensation negotiations for yourself when you are part of the HR team and report up to the HR professionals?
๐ฃ Corinne Irwin, Consultant & Career Coach at PeopleThrive.org:
Anytime Iโve negotiated my salary with my existing supervisor I made sure I had data to support my proposed recommendations. I presented evidence that the options I recommended for myself were fair and based on internal and external data. Iโd usually share external market data to show the competitiveness and reasonability of the new salary. If I was negotiating as part of a promotion I would gather internal data indicating the percentage increase others were receiving and had historically received for promotions, as well as my new roleโs salary band and where peers were within that range and where my recommendation would place me to ensure internal equity.
โ๐ฝ I was added to the leadership meetings and slowly seeing myself integrated into their weekly tasks and responsibilities. Operations Director invited me without formally discussing my journey on this path to a promotion, is it a promotion or a quiet move to give me more without compensation?
Context: Top producing Real Estate Team. Small admin team of 4 including me overseeing a team of about 16 realtors.
๐ฃ Stephanie Lemek, Founder & CEO at The Wounded Workforce:
Iโm a big believer that โclarity is kindnessโ unfortunately, oftentimes we have to get that clarity ourselves. I think the next step here is to ask your leader about the change and the expectations.
You might try broaching the conversation like this โI really appreciate being pulled into the leadership meetings and that you trust me to step up. I would love to better understand the expectations around this- whether it is long term and how any additional duties fit into both my current role and my developmentโ
Many more People Leaders had thoughts and advice on these questions...
๐ Hirefor Partnership: HireFor makes your life easier when it comes to recruiting! I promise you'll want to check it out...
๐ฐ Pay Transparency matters (but it's also difficult). That's why I created this course to help you stay ahead of the curve.
๐ RESOURCE OF THE WEEK
Starting this week, I'll be featuring a resource I love from the Safe Space library that I believe would be helpful to this week's newsletter topic.
Today's feature comes from HR Pro, Jessie Fields! Check it out HERE ๐ค
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๐ซ COMMUNITY CORNER
Helloo Safe Space members! Weโve reserved this corner on the first Friday of each month for your eyes only ๐. Expect to get a TL;DR on key events, convos, and more!
โก๏ธWOAH do we have a lot of brain power this month ๐คฏ
๐ท TGIF vent session Happy Hour โ Jump in TODAY at 4PM EST for spicy convos, hot gossip, and Katy Perry ๐ค
๐ง Mastermind: Decision-Making: Think it Through on May 18 at 3PM EST ๐ป RSVP here to hop on to chat about how to do make company-wide decisions for your organization.
๐ง Mastermind: People Managing People [Part 2/3] on May 23 at 2PM EST ๐ RSVP here to join the convo around setting expectations and getting sh*t done as a manager.
๐ง Mastermind: Elevate Your Personal Brand on May 29 at 1PM EST ๐ RSVP here to delve in deep on developing social media strategies to create your personal brand.
๐ Keep an eye out for a new 3-Part Mastermind series hitting the calendar in May ๐ฅ
๐ Last but not least, gotta shoutout the NEW SAFE SPACE APP ๐ And if you havenโt already, make sure to post your intro in the Hello-Its-Me channel and pin that post to your profile so everyone can always get to know YOU ๐ Donโt know where to start? Check out this A++ intro from Cassidy Edwards ๐
TBH: Paid leave is table stakes for todayโs employees.
Itโs because unfortunately thereโs no federal paid leaveโฆ
But that presents a MAJOR opportunity for employers to show their employees how much they value them.
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Let Cocoon's paid leave cost analysis calculator help!
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