How to Get the Pay You Deserve (Finally!) at Your Current or New Job

One reason you’re not getting paid what you’re worth is you haven’t been asking for it. Maybe you wait too long to ask. (Has it been more than 18 months since your last review?)

Or you’re nervous to negotiate causing you to ask for—or accept—too little. So your salary falls short of what’s possible and what you deserve. These are common negotiating behaviors among women. But it doesn’t have to be that way for you any more.

Your Prescription for Confidence
Pay Raise WorkbookAre you wondering what exactly you’re supposed to do and say to get your next pay raise? The Essential Pay Raise Workbook for Women is a step-by-step negotiation guide—available for immediate download. Learn more or grab a free chapter.
Ask for More at a NEW Job

A new job is one of the best routes to higher employee pay. Remember, the first salary offer is not the employer’s best offer. Job candidates are expected to negotiate. Many women don’t.

Why? Because of their discomfort with the negotiation process. So they accept the first low-end-of-the-range offer, losing thousands of dollars of earning power in the near-term, and for years to come.

You can do better than that. But you have to learn and practice salary negotiation strategies way ahead of time. Start with self-learning; there are lots of worthy books on negotiation.

I’ve listed a few on the Resources page. Look and pick one.

Do You Need Negotiation Coaching?

I coach women who are unsure about how to start the pay raise conversation with their current manager, or how to negotiate salary with a hiring manager.

You’ve read the salary articles and books. You’ve talked to your spouse or friends. You’ve got the how-to facts. But you’re still struggling with uncertainty and you’re nervous about negotiating the pay you want, right?

When the stakes are high and a do-it-yourself approach doesn’t cut it for you, salary negotiation coaching is a career investment that pays for itself many times over.

Get started here.

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