Written By: Jillian Climie.
Do you have a burning question about negotiating your salary? In the article below, we’ve answered three common questions we receive at The Thoughtful Co. If there’s another question you want an answer for, reach out to us at contact@thethoughtfulco.net (or book in a coaching session with us here).
1) Is it okay to negotiate via email, or does it have to be in person?
In most cases, we recommend negotiating in person (or at least over Zoom if you work virtually). Negotiating in person allows you to control the messaging and adapt to the conversation in real time. While negotiating over email can be tempting, tone is often lost in text - which can lead to misinterpretations. This is especially important for women because how we ask for something can be almost as important as what we ask for. Women face the “likeability bias” where we're expected by others to be nice and agreeable. Therefore, positioning your negotiation in a positive light is crucial. For example, you could express excitement about joining the organization or taking on the new role. But don’t forget to follow that up by clearly outlining your strengths and a confident ask. For more support with this, reference our article here.
While having this conversation in person can feel nerve-racking, it’s worth it! Few opportunities allow you to directly impact your take-home pay in such a meaningful way.
2) How long do you have to be at a company before it's okay to negotiate?
There’s no set timeline for when it’s appropriate to bring up compensation. Perhaps you didn’t negotiate when you were hired, and now you’ve realized the role is more demanding or impactful than initially communicated. In this case, it’s helpful to start the conversation around compensation earlier rather than later. Share with your leader what you're thinking, and build your rationale by specifically outlining how your role and impact is larger than anticipated, and that you’d like to work together on a path to get you to that increase.
Another example is you may realize that a significant part of your role (such as sales) isn’t reflected in your current compensation structure (for example, you have no bonus). Whatever the circumstance, it’s worth it to start the conversation. Keep in mind that immediate changes might not be feasible due to budget constraints, especially soon after hiring. However, establishing a pathway to a future increase can prevent frustration and make sure you’re first in line when budget comes up again.
3) Where can I find good market data?
Good market data can be hard to find. At The Thoughtful Co., we maintain a database of hundreds of clients across North America and the UK, covering all aspects of compensation - for example, salary, bonuses, equity, severance, and allowances. If you need personalized insights, book a session with us here.
Beyond that, you can explore publicly disclosed pay ranges for similar roles on LinkedIn or job boards. In some provinces and states, companies are now legally required to share these ranges (for example, British Columbia in Canada, or California in the US). Additionally, industry groups and associations often run compensation surveys in their specific area, so reach out to them directly to see if they share this kind of information. Lastly, leveraging your network can provide invaluable, real-time data. Joining professional organizations or networking groups in your industry is a great way to connect with peers and exchange compensation information. And sharing this knowledge collectively helps elevate all women in the workplace!
Have another question? Send it to contact@thethoughtfulco.net, and we may feature it in a future article.
If you’re preparing to negotiate soon, reach out to The Thoughtful Co. for expert guidance. On average, we help our clients achieve a 25% increase in their compensation packages.
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