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Let’s start off on the right foot 

“Emotions aren't the obstacles to a successful negotiation; they are the means.” 
–Christopher Voss  

 The skinny 

Unless organizations perform pay analyses, today’s job trainers will continue to take home the same amount as their new hires.  

Hey managers, are you doing okay? 

Two years ago, many of you had to lay off valuable employees just to stay in business. Now, it’s a struggle to retain talent and simultaneously, job candidates are negotiating starting salaries higher than ever before.   


Long awaiting higher wages and better perks, workers are cashing in on the current labor shortage. On average, job seekers are asking for over $9,000 more. Plus, practically nonexistent 20 years ago, one-third of new hires locked in signing bonuses in the last six months.  

Two sides of the same coin. 

Left unchecked, any pay disparities in your organization will only widen as positions are backfilled. A stab in the back: Loyal employees who’ve weathered pandemic turmoil will continue to pull the short straw, receiving single-digit increases that only keep them on-par with their colleagues who may even still be onboarding.  

Ready or not, here I come! 

It’s never too soon to conduct a pay equity audit. In fact, whether or not it’s true, employees are less likely to stay at a company if they believe a pay gap exists. Some candidates are now expecting employers to quantify their gender or race pay disparities and commit to a game plan.   

Right under your nose. 

It’s not good enough to simply compare dollars to dollars. Managers need to ask themselves if qualified individuals are being overlooked for advancement opportunities? Do those employees tend to be of a particular gender or race? 

Put our thinkin’ caps on. 

No pay equity audit would be complete without a breakdown not only by experience and position, but also by race, gender, sexuality, and any other marginalized group particularly affected by your location or industry.   

Date with data: Since 2015, the gender pay gap in the U.S. has closed by only 2.4 cents.  

Further reading: Tripled salaries, big bonuses, on-the-spot offers: Recruiters are going to extreme lengths to hire 

One more: LinkedIn to Pay $1.8 Million to Settle Women's Wage Discrimination Claims


The skinny 

From salaries and SUVs to parenting and leadership, negotiation skills pay off.  

You are getting very sleepy. 

Involving much more than soothing tones or innate charm, negotiating is one of the best skills anyone can develop. Deadlines, chores, bar tabs … everyone needs to strike a deal at some point.  

Sounds sketchy. 

 Couldn’t be further from the truth. Anytime you have conversation about something you want or need, that’s negotiating. There are a hundred different ways every single day we ask for our needs to be met. 

When “no” is an open door. 

 Even those bold enough to know their value and speak up face rejections in a variety of forms. The first thing to do when hearing “no” is to ask, “Why?” Context is everything and being able to understand more details or share your own motivations can turn the tables.  

Not for me.  

Yeah, most people feel awkward talking about money, themselves, their successes, and even their health. But becoming a better negotiator isn’t about making a perfectly persuasive statement, but rather getting used to asking uncomfortable questions no matter the answer.  

Ready for anything. 

Stay positive! If all parties are still talking, the deal isn’t done. Having an open mind during high-stakes conversations takes practice. But the reward is better communication and more calm. 

Double date: 28% of employees felt uncomfortable asking for a raise and 19% didn’t want to be perceived as pushy.  

For you: How To Negotiate Like A Normal Human Being. 

Now a break from the news…


Compliance Corner

May 27 

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