Daniel R! How much leverage does an internal candidate have for salary
negotiation? I'm assuming this what you meant would you recommend applying to
counsel you have given oh what you recommend applying the counsel you have
given for internal positions yes 100 percent every single one of you should
negotiate your raises and your promotions why would you not why would
you not yes you can be appreciative I would I would apply every single one of
them true story I told the story the other day maybe it was last Thursday on
live office hours I was telling it because I think the day before might
have been Wednesday it was Wednesday the night before I literally had a coaching
session with somebody in my job search boot camp she got in a new job 14 months
prior and was about to get a promotion our names Karen and you know big-time
director and we literally had a coaching session to negotiate the raise so yes
100% used the tactics for sure and the one tip I'm gonna give you daniel cuz
you asked this question is I want you to go through your argument about why
you're awesome and why you deserve more money and all that good stuff
okay go through all of that and really lay it on right you have there's
evidence of your performance and the impact that you've made and you should
be accumulating you should be accumulating all of your accomplishments
just like you were putting your resume together just like you were gonna be
interviewing for a new job with a different employer and then one of the
tactics that I want you to do if you are if if the call is not or if the if the
interaction or the the video session or the call or the in-person meeting is not
going as you would expect and they are not giving in one of the things that you
should do is and I don't know what your position is
but in Karen's case I told her I want you to ask them to envision how they
would have to how they would have to accommodate for handling these
responsibilities if she wasn't doing them and she was in a position that they
probably would have to hire two people to handle truly
especially because the geography she was managing was so diverse and it was in
different countries in different spots in the u.s. now I don't know what you do
but if you took you out of the equation where would that leave them and I don't
mean to say it in a threatening manner just say hey if you had to rebuild the
team for my position what would you do wouldn't it require a person and a
quarter a person in half two people isn't it worth the extra whatever kind
of thing you have no you cannot imagine how penal it is for an employer to lose
somebody they love to lose anybody but to lose somebody they love you've got
the knowledge that walks out the door you got the known commodity that walks
out the door probably somebody they like you've got now to get somebody in the
job who they have to train pay the recruitment process whether they pay a
recruitment fee or whether they pay for the recruiters time internally to now
spend time and energy all the interviewers that have to step in to
interview that pulls them out of their day job and so on I mean this this is
very painful so believe me that that that's usually like throwing a bucket of
cold water on their face so I would I would yes to your answer and yes I would
do that for sure great question can we give Daniel of course Daniel will give
you the you know you can you can have the resume writing master class or you
could have the interview intervention course and in the interview intervention
course there is some tact negotiation tactic stuff in there so enjoy that my
friend that's great Connie Cotter our beloved lovely and talented and really
smart boat camper and leader has a question and it was related to something
that I mentioned yesterday somebody was asking about so here was this here's the
scene somebody was asking about negotiating as an internal candidate
should you negotiate your salary promotion increase bonus all that good
stuff my answer is a resounding yes and I gave you a tactic that said
that said if if if you make your argument you show them what it is that
you've done what you've accomplished how you feel what you're contributing is
helping the value it's creating and all that good stuff and they don't want to
meet you where you want to go one of the best negotiating tactics for an internal
candidate is to ask them to if they could evaluate what it would be worth to
do this job if you weren't out there so what Connie is asking is she said from
yesterday negotiating for an internal promotion or position if I ask my
employer how would you handle these responsibilities if I wasn't doing them
that's not really fair I would not be leaving my job it's not like they have
someone else to replace me or the position would be vacant can you explain
more how this question would not sound threatening so Connie that's a great
great piece of feedback let me let me clarify that so here's how I would
handle this so going back to what I was saying you're an internal candidate
they're giving you a raise or promotion or both or maybe making some additions
to your compensation package whatever it might be if you want to negotiate that
and you go through the process right of showing them that you want to be paid
commensurate with the value you're contributing if you feel like or they
feel like that your argument has fallen short they don't want to budge one of
the best tactics that you can do is to say let's take a look at this from a
different vantage point and the reason and I'm telling you guys the reason you
want to do this is because none of us me you everybody that's ever been born and
as passed on has never had an experience that they were not at the absolute
center of everything gets processed from their vantage point from their history
how they've let their history affect them how they value you the relationship
what you do how much it means to them how little it means to them and all that
good stuff it's
very difficult from people for people to look at it from somebody somebody else's
vantage point because even if they try to do that they still have to process it
with their own history in mind so what you're trying to do is you're trying to
get them to look at your promotion your raise and the value of what you do from
your vantage point with what you know you do okay so if you get to that point
you say - they say to the employer say to your boss say to your management team
whoever it is let's look at this from a different viewpoint if if if you had to
account for these responsibilities I wasn't the one doing them what would how
would you value them how would you accommodate for them how much would you
pay to have these done and they have to be clear on everything that you actually
do how you do it what the effort takes and so on so if you had to find someone
to do this position in these responsibilities how much would you pay
what would you be willing to pay and you you want to try to stay away from the
word I I is a negotiating interrupter okay they stopped listening when they
hear you say I I want I need I see it this way sounds like you're not entirely
sure of everything that gets done or how it gets done let me explain that so it's
something that that you're just trying to get them to look at it from a
different vantage point you could say to them look I'm not leaving but I want to
try to get you to look at it from a different viewpoint so that you
understand everything that gets done how it gets done and the effort that it
takes and ultimately what the impact and the value is and County the other thing
too is that's why the career achievements journal is so important and
I'm not going to go into the career achievement journal I've talked about
this a lot for those of you that are you know that are here with me live or that
are watching this on a replay you can check out the career achievements
journal I'm sure little a link nearby or something up in the
cart or whatever but you have to have that information at your fingertips and
just say to them I'm not I'm not saying I'm going anywhere I just I want you I'm
trying to get you to understand how everything gets done and the value that
I'm creating so that's that's what I'm talking about it is not about you
threatening to leave you certainly don't want to do that you're just asking them
I want you to look at this from a different viewpoint can we look at this
from a different viewpoint you know you can flower it up any way you want to
take the word out of there and go from there but I there's a great question
it's a great follow up and I'm telling you it is a phenomenal tactic because it
will it will get them to focus in on what you do not you that's what you're
trying to do you're trying to take their mind off you and get them looking at
what's actually being done it makes them a little more objective if you if you've
done your homework listen folks you do not deserve the
promotion the raised or whatever if you are not capturing what you're doing
being convincing showing them the value you got to have this stuff on your on
your on the tip of your tongue on the tip of your tongue and by the way I know
Cara's gonna yell at me for this but I'm gonna tell you this anyway
and it's not an announcement we were gonna make until the weekend or next
week but coming up in a few weeks I have a special live event called catapult
your career and it is a big part of you being able to get these kind of
promotions is the 12 steps I'm gonna take you through it's a it'll be out in
a couple of weeks depending on when you're watching this it might already
happened I don't know but uh but that's something you guys might want to try to
attend be on the lookout on your emails for that but anyway that's that's a
great question I hope that helps County and that's really really really a good
tactic for all you internal candidates