You want to get promoted in Workforce Management. How do you negotiate your salary effectively?

Workforce Management (WFM) is a skill that involves planning, scheduling, and managing the human resources of an organization. It can help optimize productivity, efficiency, and customer satisfaction. If you have been working hard in WFM and want to advance your career, you may be looking for a promotion. But how do you negotiate your salary effectively when you get the opportunity? Here are some tips to help you prepare, communicate, and close the deal.

1 Know your value

Before you enter any salary negotiation, you need to know your value. This means researching the market rate for your role, level, and location, as well as the specific skills and achievements that make you stand out. You can use online tools, industry reports, or network with peers to gather this information. You should also review your performance reviews, feedback, and recognition to highlight your contributions and impact on the organization. Having a clear and realistic range of what you are worth will help you set your expectations and justify your request.

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Ashiq Miandad

Assistant Vice President - HRBP | Transformational HR Leader | Talent Management, Employee Experience & Total Rewards Expert | HR Business Partner | GCC Specialist | Award-Winning HR Professional
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Negotiating salary effectively from an HR standpoint involves research, transparency, and flexibility. Begin by understanding industry standards and the candidate's qualifications. Clearly communicate the company's salary structure and be transparent about the budget constraints. Engage in open dialogue, emphasizing the value the candidate brings to the organization. Be flexible and explore non-monetary benefits if salary constraints exist. Maintain a positive and collaborative tone throughout the negotiation process, aiming for a mutually beneficial agreement. Consider the candidate's overall fit within the company culture and their potential for long-term contributions when finalizing the offer.

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2 Choose the right time

Timing is crucial when it comes to salary negotiation. You don't want to ask for a raise when the company is struggling financially, facing a crisis, or undergoing major changes. You also don't want to wait too long and miss the window of opportunity. The best time to negotiate your salary is when you have a strong track record of results, when you have taken on additional responsibilities or projects, or when you have received a positive evaluation or praise. You should also align your request with the company's budget cycle, performance review cycle, or promotion cycle, if applicable.

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Nayan Kankadiya

UKG(Kronos) and Boomi Certified Senior Consultant @Deloitte || UKG Pro WFM || Boomi Integration Developer || UKG Pro People Center/Pay || HCM and Analytics Enthusiast
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In most of the company, annual hike and promotion cycle are already predefined, so we need to perform throughout the year. And that work and recognition should be documented properly on performance managememt tool like Workday or SAP SF in a given time period before the appraisal. So, for most of the company actual time we need to follow is the appraisal cycle.

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3 Prepare your pitch

Once you have decided to negotiate your salary, you need to prepare your pitch. Your pitch should be concise, confident, and persuasive. It should include three main elements: your current situation, your desired outcome, and your rationale. Your current situation should describe your role, responsibilities, and achievements in WFM. Your desired outcome should state your salary range and any other benefits or perks you are seeking. Your rationale should explain why you deserve the raise, based on your value, performance, and market data. You should also anticipate and prepare for possible objections, questions, or counteroffers from your manager or employer.

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Nayan Kankadiya

UKG(Kronos) and Boomi Certified Senior Consultant @Deloitte || UKG Pro WFM || Boomi Integration Developer || UKG Pro People Center/Pay || HCM and Analytics Enthusiast
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If companies conducting promotion interview or reflection/feedback sessions with leadership, then we need to prepare ourselves for presenting work we have done, recognition we have received (specially from client), certification we have compleletd and other milestone we have achieve which impact the business in a positive manner. Also, we should have documented all these well in adavance and be prepared for the cross questioning.

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4 Communicate effectively

The next step is to communicate your pitch effectively. You should choose the appropriate channel, tone, and style for your negotiation. Depending on your relationship with your manager or employer, you may prefer to have a face-to-face meeting, a phone call, or an email exchange. You should also be respectful, professional, and positive throughout the process. You should avoid ultimatums, threats, or comparisons with other employees. Instead, you should focus on your strengths, goals, and mutual interests. You should also listen actively, acknowledge feedback, and ask open-ended questions to understand the other party's perspective and concerns.

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Nayan Kankadiya

UKG(Kronos) and Boomi Certified Senior Consultant @Deloitte || UKG Pro WFM || Boomi Integration Developer || UKG Pro People Center/Pay || HCM and Analytics Enthusiast
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At any phase of appraisal be it feedback, promotion interview, review or reward communication, communication should be authentic, clear and positive. All information should be true and validated before hand. During reward communication, try to be open and leave it open ended for all possibilities.

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5 Close the deal

The final step is to close the deal. This means reaching an agreement that satisfies both you and your manager or employer. You should be flexible, realistic, and creative in finding a solution that meets your needs and expectations. You should also be prepared to walk away if the offer is too low or unacceptable. Once you have agreed on a salary, you should confirm it in writing and express your gratitude and commitment. You should also follow up with your manager or employer to ensure that the agreement is implemented and honored.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mirjana Nedeljković, RMCP® CSM®

Senior RMO - Lead of EMEA at Nutanix
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First of all, let your accomplishments speak for you. Prepare the list of all the successful moments and communicate them clearly or track them in the HR tools you use, so your manager can see the progress and performance. The best case is if you have OKRs set so it's visible as a score. Pick the right time and maintain a positive attitude. Show initiative in extending your knowledge and skillset. Set a career path with your manager. It may take some time, but be patient.

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You want to get promoted in Workforce Management. How do you negotiate your salary effectively?

1

2

3

4

5

6

1 Know your value

2 Choose the right time

3 Prepare your pitch

4 Communicate effectively

5 Close the deal

6 Here’s what else to consider

Workforce Management

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You want to get promoted in Workforce Management. How do you negotiate your salary effectively?

1

2

3

4

5

6

1 Know your value

2 Choose the right time

3 Prepare your pitch

4 Communicate effectively

5 Close the deal

6 Here’s what else to consider

Workforce Management

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