Diversitas Consulting

“Your income can grow only to the extent that you do.” – T. Harv Eker

In today’s competitive market, professionals and leaders at all levels must ensure their compensation aligns with the value they bring. Yet many avoid salary negotiation or approach it without the same strategic discipline they apply to other business decisions.

If you find salary negotiation uncomfortable, these steps will help you begin to prepare with confidence, clarity, and professionalism—so you can increase your chances of securing the package you deserve.

1. Know Your Value

Start with a clear value proposition. Use the CAR Model (Challenge, Action, Result) to describe the impact of your work.

Example:
“Created allied health staffing model to monitor, plan and measure staffing levels, assisting with work hours management and saving $95K p.a.”

Tip: Prepare a one-page summary of your top three career contributions. Use this to guide the conversation and follow up with stakeholders post-meeting.

2. Do the Research

Use reliable salary benchmarking sources:

• Korn Ferry, Mercer, Hays reports
• ASX remuneration data
• Insights from trusted recruiters

Evaluate your total rewards package, not just base pay: STI, LTI, super, equity, professional benefits, and flexibility.

3. Build a Strong Business Case

Structure your case to show:

• Strategic outcomes delivered
• Alignment with external benchmarks
• Future contribution and value

Insight: Executives and boards respond to clear, data-backed narratives.

4. Strengthen Your Negotiation Mindset

Negotiation is not personal—it’s commercial. Common blockers (fear of rejection, imposter syndrome, embarrassment) can hinder your confidence.

Role-play with a mentor or coach to rehearse your pitch and prepare responses to difficult questions. Focus on mindset shifts: from asking for more, to advocating for what’s earned.

5. Drive the Conversation Like a Business Leader

Treat the negotiation as a critical meeting. Choose a neutral, professional space if possible.

Structure:

• Open the meeting: “I’d like to align my compensation with the outcomes I’ve delivered and market benchmarks.”
• Present your business case
• Clearly state your proposal
• Pause and hold space—silence shows confidence

Avoid apologizing or softening your ask.

6. Broaden the Scope

If base salary is limited, negotiate for value in other areas:

• Performance bonuses
• Equity or deferred comp
• Extra leave or flexible work
• Executive education or MBA funding
• Improved exit terms or restructured duties

Prioritize your top 2–3 items. Don’t make it a shopping list!

7. Prepare for Pushback

Expect common objections:

• “It’s not in the budget.” → “Could we consider a phased increase or a deferred bonus?”
• “The role is banded.” → “Is there scope to re-grade the position or adjust other elements of the package?”

Use the 3-step framework: Acknowledge → Propose → Reaffirm Value

8. Document and Follow Through

After the meeting:

• Summarize the discussion in writing
• Clarify timelines and approvals
• Ensure updates to contracts or letters of offer

Don’t let things drag out—keep momentum and follow up respectfully.

Salary negotiation takes planning, practice, and courage. But over time, it becomes a key professional competency—just like presenting to the board or leading transformation.

 The more you do it, the easier and more effective it becomes.

You deserve to be paid for the value you bring. Now it’s time to ask for it—strategically.