How to use pay transparency to negotiate a better salary

How to use pay transparency to negotiate a better salary

Here's what new salary transparency laws mean for your job hunt

Information is power

Establish a relationship

The tone of the questions themselves is important, too. “You’re looking to establish rapport and establish a relationship that’s going to take you not just through this one negotiation, but a year or two later when you’re asking for a raise or promotion,” Carter said. 

Negotiate on more than salary

Consider what you want out of a job, and remember that companies may have more flexibility on benefits than pay. Perks such as flexibility in hours, remote work, paid time off, mentorship, travel and professional-development conferences can add significant value. 

Skills Session: The Art of Negotiation

Use pay transparency when negotiating a raise

Knowing what others earn can also help if you want to negotiate a pay raise or promotion.

Sixty-eight percent of organizations plan salary increases for all workers in 2023, according to a survey of U.S. corporations by the International Foundation of Employee Benefit Plans. Survey respondents said performance is the greatest factor used to differentiate between worker salary increases. 

Pay transparency laws may make it less likely employees will need to go out on the open market to know their worth.

“A lot of times, employees really don’t have a sense of their market rate,” said Ben Zweig, CEO of Revelio Labs, a workforce intelligence company in New York City. Without posted salary information, the only way employees often find out their value is once they start interviewing and meeting with recruiters.

“That’s very wasteful; it’s very inefficient,” Zweig said. “Certainly firms don’t want employees doing that.”

Moving the conversation forward

Pay transparency may also help negotiations move beyond salary into how an organization should change a job to improve employee satisfaction. Experts say business leaders and hiring managers should understand that employees may put a higher value on fairness than the actual pay.

“Compensation won’t be the ultimate prize for doing well on your job,” Zweig said. 



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