Back in January, I made my word of the year "abundance" to manifest money ease. 

The truth is, I still feel a lot of ickiness about money...

But when it comes to helping my clients get paid what they deserve, my energy is more like:

I work with a lot of purpose-driven mid-career professionals with 10-20 years of experience. You're likely either...

A. Aspiring to move into leadership or advance in your career within your existing organization, or

B. Moving to a new organization or field. 

Either way, getting paid what you're worth is a huge part of our careers and it's something that gets far too litter airtime in the social impact world. 

This jam-packed money blog includes my favorite advice on:

• How to ask for a raise
• How to negotiate salary as a job seeker (and when you shouldn't bother)
• and how to personalize your money strategy

Part 1: How to Ask for a Raise

When is the right time to ask for a raise?

I talk a lot about changing careers and jobs and I'll be honest here that I have a bias for change...

But what if you really enjoy your work, but the salary doesn't align with the value you're contributing? (Hello to ALL THE TEACHERS!)

Nonprofit and social impact salaries are notoriously low. But that doesn't mean you can't ask for more.

So when IS the right time to ask?

Those of us working within mid-size or larger organizations can follow a process to maximize success, so let's start here:

1. Reach out to HR to ask about how raises happen.
➡️ This is data gathering and a safe way to understand the context where you work. (Note that before you do this, check if there are any resources on your org's intranet if you have one!)

2. With this context in mind, prepare your own case for why the organization should invest more in you. Include things like...
➡️ examples of ways you consistently meet and exceed goals,
➡️ ways that you consistently add value to the organization and would like to add even more,
➡️ external data: like increased cost of living where you are/what your role is paid at other organizations in similar geographies/data on what other people in your role in your org earn or raises they've received (though caution that this last one can be antagonizing!)

3. With all of your data ready, talk to your manager conceptually about their thoughts on raises the next time you have a meeting scheduled with them. Ask:
➡️ When do you believe raises should happen?
➡️ What expectations need to be met before raises take place?
🚨 They may be open to discussing raises then and there, hence the need for step number 2!

I'm quoted in this Business Insider article from last week on how to ask for a raise in a recession. Check it out: https://lnkd.in/eVcvP8i7

Part 2: How to negotiate salary as a job seeker (and when you shouldn't bother)

If you follow me on Linkedin, you've likely noticed that I feel pretty strongly about salary transparency. It's still sadly a way slower-moving shift than I'd like it to be, with many international NGOs and global development organizations taking their sweet time to make the change. I recently called out this driver of inequity in Devex.  

So as a starting point, you may make your life easier by choosing not to apply for roles without transparent salaries. A great place to start is this brilliantly curated Social Impact job list from Jennifer Ingraham which only includes roles with transparent salaries.

ID: Yellow billboard from tech job posting site Otta with black text "If the salary is so competitive, why don't you tell me what it is? From all job seekers." Reposted from Linkedin here.

BUT many folks in social impact are interested in working with big institutions like the United Nations where salary transparency seems to be a long way off.

These are my top recommendations for negotiating salary at organizations without salary transparency:

1. Ask what the budget is for the role. Ideally, you'll be speaking with a neutral recruiter for the initial screening. If that's the case, you can go ahead and ask them. You may be disappointed with their answer, but if it's way below your expectations, you can at least save yourself time and energy continuing with the interview process.

But what if the interview is with the hiring manager or your potential future boss? Is it taboo to ask about compensation in the first call? 

It might feel awkward, but keep in mind that the employer has already shared their expectations with your work experience and contributions to the organization. You're simply asking them what value they attribute to that work you would be doing for them, making it in some ways a really simple exchange of time and energy.

What I would recommend though, is asking your compensation question after first asking 1-2 well-researched questions about the organization.

✅ Start by demonstrating that you understand organizational strategy or culture by asking about the ways in which a specific value they hold plays out in day-to-day work, or ask about current challenges and opportunities within a specific part of their strategy. 

✅ Then ask about compensation for the role you're interviewing for. 

2. Come prepared to make your case for your ideal salary.

➡️ What do equivalent-level roles pay in this geography? (You can use Glassdoor to research)

➡️ How many years of work experience do you have? 

➡️ Be ready to share competing offers you have (or roles you're currently interviewing for) 

➡️ Bonus points if you can get insights into what other people at a similar level are paid within this organization

3. Practice and prepare for that final negotiation. 

If the salary range is in your ballpark, but the top end of it aligns best with your experience, needs, and expectations, here's what I recommend:

Make a negotiation flow chart. 

Anticipate what the hiring manager may say and ask.

In some places, it's actually illegal to ask candidates about salary history. If it's lower than the salary you're aiming for, I recommend refusing to provide it by redirecting the conversation to "Based on my experience, qualifications, and equivalent roles in this geography, I am seeking a minimum salary of $XXX,XXX." 

Yeah, it's awkward, but you can be a broken record and keep coming back to that. 

4. Name what you want and your non-negotiables out loud (even just to your cat) before these conversations. 

Be bold with practicing saying a dream salary number. Challenge yourself to aim for $10-15k higher than the first number that comes to mind, especially if you've been in the job hunt process for a while. Think about a number that would meet all of your needs and make you feel really valued. 

And what number would leave you feeling cold, disappointed, or unvalued? I want you to get that first joyful number, but it's also important to know going into the conversation what it would take for you to remove your candidacy.

Did you find this blog helpful? 

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