How To Talk About Salary With Boss

Whether it is job search or job hopping, salary is a sensitive topic that can not be avoided.

"What is your current salary status?"

"What is your expected salary per month?"

...

This kind of problem is always one of the questions that must be answered in job interviews or interviews. Inexperienced job seekers are likely to accidentally enter the trap designed by the examiners or affect their future earnings or lose their jobs because of improper positioning and improper handling. Although the question of salary depends largely on the boss, individual effort can also affect it to a certain extent. How can it be skillful in dealing with the boss's salary? Zhang Jiexian, director of human resources of minpeng (Shanghai) Limited, and President of China talent network, as a veteran of HR management, have put forward their views and practical value.
Generally speaking, your current salary level is the reference of future employer's "offer". Therefore, most employers will ask the new employees when they interview the new questions, appropriately answering this question is likely to be beneficial to the future salary. Min Rong believes that when a professional personnel manager asks about this problem, the way of comparative art is to avoid positive answers and adopt the "beating around the Bush" method. First, do not rush to quote the "real price" so as not to have any detour or further explanation in the future. Instead, we can explain the current salary structure to the other party briefly. If we can say, "my present income is not only a monthly salary, but also a bonus, a sticker, a car sticker" and so on, and then I will talk about the specific number of some parts.

Zhang Jiexian specifically warned job seekers that quotations must be practical and realistic, and do not expect to "raise their value" by raising their current salaries. Now more and more companies or enterprises will ask job seekers to provide salary certificates, such as wages in the past year, and so on. Under such circumstances, the price of water will probably become self defeating and lose personal credibility.

Accurate positioning, direct expectation, "expected monthly salary" is also one of the answer questions for job seekers, and it is also a headache for them. Min Rong thought that when asked about this question during the interview, the job seeker had better weigh himself first, whether the other person was probing you or really entered substantive negotiations. Some personnel managers will take this problem as a means to inspect the recruits. The best way to deal with this situation is to use some diplomatic words, such as answering: "salary is not my primary consideration, but what I value more is the prospect of your company" and so on. If there are several rounds of interviews, the two sides have entered the substantive stage of negotiations. At this point, we should seize the opportunity to tactfully express their expectations. If we are muddy and secretive, we will miss the opportunity.

So how do you reasonably position your salary expectations? To achieve accurate positioning, first of all, we need to know more about the market and the environment. Only when the prosperity of a certain stage of the city or industry directly affects the salary and remuneration of employees. Then put forward reasonable expectations on this basis. Min Rong said that according to the current market situation, job seekers who have 3-6 years' working experience are generally increasing about 20% after their job hopping. In the past, the IT industry's technical personnel jumped 50% or more 100% times per slot, which has been rare in the past two years.

Zhang Jiexian also put forward similar views. He said that some people quit the job after leaving the current wage situation, asking for money is not desirable. First of all, job seekers need not worry about losing their "asking price" below the company's "offer". Regular units will not be greedy for such petty advantages. On the one hand, such companies have a clear and complete remuneration system. Unconventional random changes will only lead to imbalances in the salary structure of the organization, thus affecting the orderly management of the whole organization. On the other hand, if you are an excellent company, the company will also give you a competitive salary from the perspective of talent retention and motivation. Secondly, if your prospective employer finds that your expectations are far higher than the current salary level, it is likely to cause him dissatisfaction.

In addition, Zhang Jiexian also specifically reminded job seekers, when the expected value, it is best to convert into annual salary. Because the structure of salary and welfare of different companies may be very different, especially the other welfare benefits which are different from monthly fixed wages, so the income can only be covered by annual salary. In particular, the non cash part must be clearly stated, otherwise it will probably suffer losses.

If the salary is increased, can the salary be raised to the boss voluntarily if he is dissatisfied with his salary? Are there any skills? This is a problem that puzzles a lot of people. Min Rong believes that if employees are more confident in their performance, and after thorough investigation, know that their salary is low in the same position of their peers or companies, they can take the initiative to propose a raise to the boss, but it must be in time, place and occasion.

The best time to raise pay is usually conducted by the general company at the end of each year. According to the assessment results, positions, salaries and other adjustments will be made at the beginning of the second year. Therefore, after the assessment results come out, if their performance is good, and after comparing with other employees reasonably, we find that there is room for increasing salary, then we can raise salary to our boss with performance as capital, so it is more likely to succeed.
Taking a chance to talk about the salary increase in full understanding of salary, and full confidence in performance, and at the same time, if there is a "back road", we can find a chance to compare leisure with the boss, such as company activities and festivals. In a relaxed atmosphere, we can give the boss an informal hint. However, such a way needs to take a certain risk. So we must grasp the sense of propriety and find the right time. Otherwise, we may not steal rice.

In addition, we must adapt to the boss's "work first and raise salary later" without merit. Taboo is to compare the salaries of other employees with their own, so as to ask the boss for a raise, which is absolutely undesirable. General companies have similar rules of "don't ask about the salaries of other employees". So don't make such a big mistake. You can get fired even if you don't get a raise.

According to the results of the national payroll survey published in the first half of 2002, no matter which unit answered the question of "being satisfied with the current salary", the respondents who answered "generally not satisfied" reached more than 55%. The answer was "yes, I am very satisfied" only 0.98%, which is in sharp contrast to the view that "too little, and I pay too much difference" accounted for 21.85% of the total. It seems that the remuneration problem is always the "pain" of the migrant workers. The number of people who provoke the "wage war" to the boss is very few. The key lies in how you fight and what to fight. Some of the above experiences hope to give you some inspiration.