Have you ever found yourself pacing back and forth trying to figure out how to get a raise?
You may have wondered:
“When should I ask for a raise?”
“Do I ask for a big salary upfront?”
“Do I start low and work my way up?”
Well if you have, then it’s a good sign. It means you just landed your dream job but you’ve hit a new roadblock. It’s time to negotiate your salary. And if you’re like most people, you’re a little bit afraid. Based on a 2018 survey from Robert Half more than 60% of all new hires don’t even try to negotiate a higher pay.
Part of the reason comes from information that is already out there on the internet. A lot of the advice you hear are from an employee perspective. But I’m going to do something a little different and share some tips with you from a CEO perspective.
You see, as the creator of the High-Ticket Closer program, I teach thousands of people all around the world how to close. It’s a skill my students use to get more people to say yes more often.
And I’m going to teach you how to leverage this skill and close your CEO to get that pay raise you’ve been waiting for.
Tip #1: Use Your Voice, Not Your Words
Most employees are afraid to sit down face to face with their employer to talk about a pay increase. In fact, according to a study from Payscale, people will avoid it for two main reasons. They are either uncomfortable or they don’t want to appear aggressive.
But the real problem is: they lack confidence and self-esteem. Instead of talking, they might just write an email. This option might be an easy escape but it has the opposite effect.
When you send an email to negotiate salary, it’s actually much easier to come across as aggressive. It might not be your intent but when your employer reads your message, they can’t hear you or see you.
They can only read the words in your email. So you might communicate the wrong way.
But by talking with your employer, you can use your emotions, tonality, body language, eye contact to say the same message without the fear of creating a misunderstanding.
You have all the tools you need to negotiate. So make them work for you not against you. But you might be thinking, what if I get nervous? What if I stutter? What if I freeze and don’t know what to say?
It’s normal to feel nervous but what do most people do when they get nervous. If you’re thinking it’s practice – you’re absolutely right! Practice, practice, practice. Lots of practice. Maybe with your friend, your coworker, or your family members.
Now, by the time you go negotiate salary with your employer, you’ve done it dozens of times and you’re ready to go.
Tip #2: Come With Facts, Not Feelings
Have you ever seen a lawyer present a case with nothing but a long list of why he “feels” his client is innocent? Probably not. And you probably never will. Because as you may know, the foundation of a justice system is built off of “facts and evidence” not “feelings”.
And the same applies here when you’re negotiating your salary with your employer. You see, most employees make this mistake. They sit down with their manager or CEO and say:
“I feel like I’ve been around for a long time.”
“I feel like I deserve more pay.”
Feelings don’t work. Your employer doesn’t care about how you feel. When you’re trying to convince them to increase your pay, you’re closing. And like any closing situation, it’s important to answer the question: What’s in it for them?
Why should they care? What have you done? What contributions have you made to the company? This is what employers want to know. Understanding how you feel doesn’t interest them and it doesn’t support your case.
If you want to increase your chances of getting a raise, present your case with facts and show them the numbers. Do your research ahead of time.
Tip #3: Lead With Questions, Not Statements
When you’re presenting your case, you also want to make sure you’re asking questions. Only making statements can feel like you’re justifying. And when you’re justifying, it can be difficult to steer the conversation in your favor.
One of the things I teach all of my students is this: Whoever asks the questions controls the conversation.
You want to gauge how they’re feeling about your requests by asking leading questions, discovery questions and probing questions. This way you’re not erupting into justification mode. Instead it will feel more like a collaborative effort. You’ll feel more in control. Calm and collected.Whoever asks the questions controls the conversation. Click To Tweet
When you’re asking questions, you’re inviting them to help you come up with a solution. And when you’re both on the same page, you’ll have more room for flexibility to make your requests.
Tip #4: Play To Know, Not To Guess
You see, when you’re negotiating your salary, it’s best not to play the guessing game. You’ll be confused. Your employer will be confused. And chances are, you’ll walk out of the conversation without a raise.
Why set yourself up for a bumpy conversation when you can eliminate these problems from the start. One of the best ways to do that is by setting the agenda.
Now what do I mean?
I mean you should set the tone. Let your employer know. Where is this conversation going to go? What are we trying to accomplish? What is the outcome we want from this meeting?
Similar to team meetings, usually whoever is leading the meeting sets the agenda. They’ll layout what they want to accomplish, why they want to accomplish it, and how they plan to accomplish it. This way, there’s a roadmap for everyone to follow and they’ll end the meeting on a good note.
Your meeting with your employer should be led the same way but with a question. Here’s what I would do. I’ll say, “Mr. Employer, you know I’m really excited about joining your company. And I look forward to working with your amazing team. But first, Do you mind if we talk about compensation?” Notice how I ask a question.
“Oh sure. That’s no problem.”
“Based on my research, the market rate for someone with my background and skill sets is X-amount of dollars per year. How do you feel about that?”
“Well you know what, that’s kind of what I’m thinking as well.” Or they might say, “That’s a little bit more than what we’ve budgeted for.” But the point is that you don’t have to guess what they’re thinking. You’ll know.
Tip #5: Don’t Be Needy, It’s Creepy
If you don’t want to leave a bad taste with your employer, then don’t be needy.
That means it shouldn’t be all about you. You don’t want to use words like I want or I need. I often see employees make this mistake. They will go in with only their goals in mind and say things like:
“I need an extra $5,000 annual pay.”
“I want more overtime pay.”
Like I said earlier, your employer doesn’t care about how you feel much less what you want or need. It doesn’t help solve any of their problems and it doesn’t help grow their business.You don’t get higher pay because you demand it. You get higher pay because you deserve it. Click To Tweet
So don’t waste your time.
Most people focus too much on their desires instead of inviting their employer to reach some common ground. They should be saying, “I would be more comfortable with ___.”
And let’s say they want a $5,000 increase in their pay. One way to approach their employer is with a question like, “Is there any flexibility with that?” Or “Would you be comfortable with that?”
The key thing here is to be neutral. When you enter a negotiation with your ego in the way, it’s very easy to become too emotionally attached.
This is why many people are reluctant to talk to their employer about a pay increase. When they’re attached, they can appear pushy or aggressive. So they avoid negotiating all together.
Tip #6: Focus On Value, Not Hours
This next tip is highly overlooked. Far too often people will walk into their employer’s office and expect to get a pay increase because they’ve worked more hours or they’ve worked there for many years. But what they don’t know is this: hours do not equal value.
Now for a lower level job at Wal-Mart, this might be true. But for higher level jobs, your value is not based on how many hours you’ve worked but the results you’ve produced for the company.
So How Do You Become More Valuable?
As an employee, it’s your job to help the company grow in revenue. And when you do that, you’re adding more value. And CEOs who are true visionaries would not hesitate to pay you more because good people are hard to find.
So wouldn’t it be in your best interest to always find ways to upgrade your skills? What more can you bring to the table? How can you help the company grow more?
CEOs are busy people. Even with a team, they’re juggling all sorts of tasks. But one of the things they always focus on is return on investment. That can be in time, money and human capital. In this case, it’s competent high performance employees.
If they’re spending a dollar on an employee, they’ll want to know how much revenue an employee is generating for the company. So if they’re spending $1 and they’re getting a $10 return in revenue, they’d be more than happy to compensate you for a job well done.
In fact, most employees don’t realize they have more power and are more valuable to their boss than they think. And the problem is, they just refuse to ask to be compensated for it. They’re leaving money on the table and don’t even know it. They just guess, and hope, and wonder why they feel under appreciated.
But let’s say you decide to upgrade your skills. You go the extra mile and figure out what your CEO wants, what their vision is, and how you can solve their problems before those problems come up. Imagine the proud look on their face when you are no longer just a valuable employee but instead an invaluable asset to the company.
If you can do that, trust me, pay is never an issue.
Tip #7: Paint A Picture In The CEO’s Mind
Imagine you’re sitting down with your employer to negotiate your salary and all you’re getting is a lot of resistance topped off with a no. They might be thinking it’s not the right time for you get an increase. Perhaps that is the case but don’t give up there.
Turn the conversation around by painting a picture in their mind. Just like how you’d wipe off steam on your foggy bathroom mirror to see yourself better. Help them do the same. Help them gain some clarity and see things your way.
Let me explain with an example. Here’s how you might respond if all you’re getting is a no.
“Mr. Employer, my goal for working at this company is to be your most valuable employee. I don’t want to be an expense. I want to be a revenue generator. And I want you to know that whatever you pay me, I’m going to make 5x, 10x, even 20x in return for the company. I’m here to contribute not mess around…
So can you help me understand. I’m currently making $50,000 a year and my goal is to reach $60,000 a year or even $70,000 a year. Maybe not right away but with your guidance, it might be possible. Can you teach me or tell me what it would take for me to earn up to $70,000 a year? What would be your expectation?”
When you approach the negotiation from this angle, you’re allowing your employer to put down his defenses and be more open with you.
Now, you’re not making the mistake of force feeding them your needs, problems, and feelings. But you’re asking them to help you brainstorm. How can we make this a win-win situation?
Then they might say, “Well you know what, I would expect these things to happen, meet these milestones, and expect these KPIs.”
“Well Mr. Employer let’s just pretend I could do all these things. Would you be comfortable paying me $70,000 a year if I could do all that for you?”
“Yes. Absolutely.” Great! You’ve got a commitment.
“Mr. Employer if I could do all those things you laid out, prove it to you, and exceed your expectations, would you be open to revisit this 90 days from now?”
“Absolutely, Of course.”
From here, you’ve just planted a seed and set the expectation. Again, with this approach, you’re not guessing but you’re opening the doors for opportunities. The opportunity for your success and the company’s success.
As you can see, CEOs are not interested in the typical, employee mindset. If you’re working for a growing company, all they care about is results and how you can help them solve problems before they happen. As a reward, a good CEO will give you the pay you deserve.
Are You Serious About Upgrading Your Skills?
By now, you’ve probably realized how important it is to upgrade your skills.
Many people are scared to approach their CEO about a raise because they lack this one important skill. They can’t convince their employer to give them overtime pay. And after several attempts, they don’t see the point anymore so they run away.
It’s a skill that has been around for ages but isn’t always properly used. Why? Because it’s not just about learning the skill, it’s about how you apply the skill to the right person for the right reason.
This skill is called High-Ticket Closing.
It isn’t rooted in sales and business. But as you saw earlier, it has more to do with “closing” and asking questions with finesse.
It lives in our daily conversations when we’re trying to convince or influence someone to see our point of view.
And like any skill, this is a High-Income Skill you can learn and use for the rest of your life.
So if you’re serious about upgrading your skills and want to learn how to get more people to say yes to you by asking powerful questions so you don’t have to walk out of a negotiation feeling defeated, click here to access day 1 of my free 4-day training series.