Learn more about moneyandinvestments with this collection
How to close the deal
How to handle objections
How to present your value to your employer
"You should always link individual performance to departmental goals, and then to overall company goals and how what you've done directly impacted each." -- Adam Ochstein
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MORE IDEAS ON THIS
Consider using the 'gentle startup' techni...
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If you led training, introduced new procedures, or became a trustworthy person during a year with tumultuous office politics, you should include that in your discussion.
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Don't forget to follow up over email.
Mention your excitement to continue making great contributions to the company. Spell out all changes to your compensation package and when they will take effect.
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Take an inventory of your unique selling proposition.
Present the unique skills and achievements you bring, particularly ones that are in shortage industry-wide.
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It's important to have goals that you can use to measure your success.
Make sure you and your supervisor both understand how success looks in your organization and what is expected.
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... if you've been at the company for less than a year.
If your responsibilities are dramatically different from what was outlined in the interview process, you might be eligible for a raise.
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Don't discuss your own needs during a salary negotiation.
It is not your employer's interest, their personal interest, to actually really truly care for that, and it's not necessarily going to make them open up the pockets of that company to pay you for that.
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"If you were to leave your company tomorrow, would there be any meaningful disruption to the business? If the answer is no, you don't have any leverage to get a raise." -- Jason Nazar
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... based on how you've quantifiably exceeded your goals.
Find the numbers that prove your contribution to the workplace. Data should comprise the bulk of your salary negotiation because it's hard proof of how valuable you are to the company.
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Other curated ideas on this topic:
1. Develop CLEAR goals together with your team members.
2. Write them down in a single page.
3. Review them daily
Note:
Before you set goals for your product managers, you need to understand why you are doing it. There are a number of reasons to set goals for people in your company, but not all of them can be applied to product managers, like:
If you have a zeal to achieve success then you should have clear and realistic goals. Get to know yourself what you want to do with your goal. Why do you want to achieve it? It is psychologically proven that if an individual has a clue what they want to do with their life or what their goal is, t...
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