WEBVTT - The Key to Negotiating a Higher Salary

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<v Speaker 1>It's time for the big a qa a to b

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<v Speaker 1>a q a. Would you say the big a q

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<v Speaker 1>a man dude to be a qa with tiffin A.

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<v Speaker 1>Oh my gosh, I forgot b a qa b a

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<v Speaker 1>q a. It's all about you have questions. We have

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<v Speaker 1>answers about career, money, entrepreneurship, child, even your family and friends. Okay,

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<v Speaker 1>and so you can ask your questions here. And although

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<v Speaker 1>we're not your doctor, your lawyer, your therapist, or anybody

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<v Speaker 1>legally that can give you advice, we're not giving you advice.

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<v Speaker 1>We're just putting our two cents in this two smart

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<v Speaker 1>brown girls. That's our disclaimer. So your grandma not us.

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<v Speaker 2>Yeah, but this is my favorite time of the week

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<v Speaker 2>because it's been it's been a while since we've done

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<v Speaker 2>career questions. We were on a little break, but we

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<v Speaker 2>got some really juicy questions. As a reminder, if you

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<v Speaker 2>guys want to submit your questions, the best way to

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<v Speaker 2>do that is to either email us. I'm Brand Ambition

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<v Speaker 2>Podcast at gmail dot com or you can slide into

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<v Speaker 2>our dms. We are Brand Ambition Podcast on Nope, Yes,

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<v Speaker 2>we are Brand Ambition Podcast on ig I'm a little rusty,

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<v Speaker 2>all right, So the first question today comes from an

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<v Speaker 2>anonymous email that we got. All right. This listener says,

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<v Speaker 2>I am a forty five year old black woman making

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<v Speaker 2>seventy five dots seventy five thousand dollars a year as

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<v Speaker 2>a remote salesforce administrator. This is the most money I've

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<v Speaker 2>ever made as a yearly salary. I also have great

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<v Speaker 2>health benefits in three stipends that I can use to

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<v Speaker 2>pay from mental health, through lifestyle, and education expenses, in

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<v Speaker 2>addition to having my travel reimbursed. Plus I get RSUs

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<v Speaker 2>every month or quarter.

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<v Speaker 1>What's up to you? Just be clear?

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<v Speaker 2>Oh, restricted stock units?

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<v Speaker 1>Okay?

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<v Speaker 2>So that means either she's on a monthly or quarterly

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<v Speaker 2>vesting schedule, which means once a month or at once

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<v Speaker 2>a quarter, she'll be able to actually sell those RSUs

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<v Speaker 2>for cash she'd like to. Uh yeah, So, she says,

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<v Speaker 2>I have only been this company for five months, but

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<v Speaker 2>I desire to leave asap.

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<v Speaker 1>Plus, I mean it's just like everything is great. It's

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<v Speaker 1>amazing money, money, money. I hate this place.

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<v Speaker 2>Anyway, I can tell you I desire to leave asap.

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<v Speaker 2>My boss. My boss has been quiet firing me since

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<v Speaker 2>about two months into my new role. The job history

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<v Speaker 2>on my resume shows that I've worked mostly temp jobs

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<v Speaker 2>that I don't stay at long. I am new to

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<v Speaker 2>the salesforce ecosystem and desire to continue in this industry

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<v Speaker 2>until I find the right fit. I would love to

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<v Speaker 2>hear any job transition advice from you.

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<v Speaker 1>Well, let's call her demure on demure way, Well, let

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<v Speaker 1>me just because this is not my my I'm just

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<v Speaker 1>going to jump in with like just some things that

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<v Speaker 1>pop out to me that would make me a little

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<v Speaker 1>worried that, Like, because she's forty five and that her

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<v Speaker 1>job history shows that she hasn't stayed in many places longer.

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<v Speaker 1>I'm assuming that that's going to play a role in

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<v Speaker 1>finding new jobs because they might ask, well, what happened here?

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<v Speaker 1>What happened here? And how come you didn't stay long here?

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<v Speaker 1>Also being new to the salesforce ecosystem and wanting to

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<v Speaker 1>stay you know that, you know, typically they're looking for

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<v Speaker 1>a little bit more experience by a certain age. I'm

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<v Speaker 1>just I'm not saying demure, I'm not getting on you.

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<v Speaker 1>I'm just pointing out some things that would concern me.

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<v Speaker 1>So I honestly, because career is where manny shines, I'm

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<v Speaker 1>really curious about her advice with these kind of things

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<v Speaker 1>that are kind of like and also too, I wonder

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<v Speaker 1>what kind of quiet firing her boss has been trying

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<v Speaker 1>to do. I'm like, what that kind of.

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<v Speaker 2>Looks since two months into the role. Yeah, I mean

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<v Speaker 2>my first question is are you really bad at your job? Like?

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<v Speaker 2>Are there things you could work on? It's maybe a

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<v Speaker 2>nicer way to.

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<v Speaker 1>Be many said what the hell of around here?

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<v Speaker 2>There's something that Demir is not saying worked mostly tempt jobs,

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<v Speaker 2>didn't stay at very long. It's in the fact that

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<v Speaker 2>you're newer to Salesforce. I mean that gives me a

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<v Speaker 2>little bit of hope because the thing is, like Salesforce

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<v Speaker 2>is it's the technology that powers so many companies out there.

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<v Speaker 2>It's a very it is like a very broad sort

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<v Speaker 2>of specialty to have, but it does take experience and

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<v Speaker 2>I'm wondering if, like what kind of training, what kind

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<v Speaker 2>of additional certifications can you get through Salesforce to be

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<v Speaker 2>more valuable to the teams that you're joining. And Yeah,

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<v Speaker 2>with this, I wouldn't give up, Like I think with

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<v Speaker 2>this pay and with the benefits that you're getting, I

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<v Speaker 2>don't want you to give up. I don't want you

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<v Speaker 2>to let your boss quiet fire you. I want you

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<v Speaker 2>to use this as a wake up call and get

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<v Speaker 2>your ish together, because going back onto the job market,

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<v Speaker 2>especially if they're going if it's from being fired, like

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<v Speaker 2>actually fired, it's going to put you in a place

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<v Speaker 2>of yeah, desperation in like lowercase D desperation. I don't

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<v Speaker 2>know if you have savings or whatever, but in the

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<v Speaker 2>sense that like you're not the power is not in

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<v Speaker 2>your hands, Like you don't have that much power when

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<v Speaker 2>you are on the job market and you've just been

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<v Speaker 2>let go. I think you have a lot more power

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<v Speaker 2>where you are right now. But I need you to

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<v Speaker 2>not let your boss quiet fire you, but like get

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<v Speaker 2>with your boss and try to be very open minded.

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<v Speaker 2>And again, I don't know anything about the dynamics. Maybe

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<v Speaker 2>they're terrible, maybe they're treating horribly. I do not know.

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<v Speaker 2>But on the off chance that it's a skills gap

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<v Speaker 2>situation where you're just not meeting the expectations that they

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<v Speaker 2>have for the role, I'm going to need you to

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<v Speaker 2>like get clear from your boss what you can do

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<v Speaker 2>to improve, and then do what you can to improve

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<v Speaker 2>and make sure there's a record of that. And I want. Yeah,

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<v Speaker 2>that's the first piece of advice. The second thing is

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<v Speaker 2>I would definitely be job searching before you are fired.

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<v Speaker 2>And it's always, like I said, it's always better to

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<v Speaker 2>be job searching while you are employed. You're not as

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<v Speaker 2>you don't have that I almost said stench, but again harsh,

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<v Speaker 2>you don't have that.

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<v Speaker 3>Like there is an air about like an aura, a vibe,

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<v Speaker 3>a vibe.

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<v Speaker 1>Yes, the mule we try to get to the gather girl,

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<v Speaker 1>but not gave you too hard, unhinged.

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<v Speaker 2>Maybe you should stop sucking so much, and maybe you

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<v Speaker 2>start stop stinking of failure. Okay, but the air about you, Yes,

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<v Speaker 2>the air about you when you are trying to explain

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<v Speaker 2>why your resume has shown mostly temp jobs in the

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<v Speaker 2>most recent job was only five months. Like that is

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<v Speaker 2>giving red flags to the recruiter. It's giving you. It's

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<v Speaker 2>a lot to explain, and unless you're really good at

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<v Speaker 2>telling that story and spinning it in a way that

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<v Speaker 2>helps the interviewer overlook that, it's just a big it's

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<v Speaker 2>a big hurdle to overcome, it's a little bit easier.

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<v Speaker 2>I'm not saying that they still won't have paused because

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<v Speaker 2>you are job searching just after a few months of

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<v Speaker 2>working there. But at least you can say that there

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<v Speaker 2>are things that you've realized, you know, once you've come

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<v Speaker 2>on board, that have you know that the scope of

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<v Speaker 2>the role has changed, or management has changed, there's been

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<v Speaker 2>some sort of change, like you can quickly explain that,

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<v Speaker 2>But don't spend a lot of time sort of dragging

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<v Speaker 2>your current employer you want to. Like, my advice is

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<v Speaker 2>always to focus on what you're most attracted to working

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<v Speaker 2>for the company that you're applying for, Like, make it

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<v Speaker 2>about them, not about your ex or you're soon to

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<v Speaker 2>be X, just so that they don't leave you. Don't

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<v Speaker 2>leave them with the sense that, oh, this this person.

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<v Speaker 2>If they ever do quit, they're going to be talking

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<v Speaker 2>crap about us. You know in a future interview. You

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<v Speaker 2>don't want that kind of impression when you are interviewing.

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<v Speaker 2>So job transition advice is to try to make this work.

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<v Speaker 2>I don't. I also think that sometimes people are too

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<v Speaker 2>quick to quit or walk away when things get tough.

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<v Speaker 2>I think that and I'm speaking generally now because demure,

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<v Speaker 2>I don't know much. I don't have that many details

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<v Speaker 2>about your situation, but I have had to talk to

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<v Speaker 2>people who are like I'm done with this. Da da

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<v Speaker 2>da da da, And I'm like, well, really, like, let's

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<v Speaker 2>actually look at the situation and have some tough conversations

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<v Speaker 2>because a lot of people, like a lot of us,

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<v Speaker 2>are not exactly like experienced in understanding how to ask

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<v Speaker 2>for feedback, how to get feedback, how to ask for

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<v Speaker 2>what we need to do our jobs more productively. That

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<v Speaker 2>could actually solve some of our issues. And I'm those

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<v Speaker 2>tough conversations they just take practice, and they take a

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<v Speaker 2>little bit of coaching sometimes, which is what I'm here for.

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<v Speaker 2>But uh, that's a tough situation. Demure. I hope that

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<v Speaker 2>everything goes well. We need updates, I need more info,

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<v Speaker 2>but big, big picture, look for a job while you're employed.

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<v Speaker 2>It's always better. And two, if you're going to be

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<v Speaker 2>job hopping and going into an interview, just own it.

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<v Speaker 2>But have a story. You need to You need to

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<v Speaker 2>be able to piece together the story of why you've

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<v Speaker 2>been making these decisions to put them at ease and

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<v Speaker 2>to eliminate any objections they have. And even a referral

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<v Speaker 2>or like a personal connection to a place where you're

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<v Speaker 2>going to be working can help you get over that

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<v Speaker 2>hump of Okay, it's kind of like a secured credit card,

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<v Speaker 2>like where you put a little deposit down and they're

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<v Speaker 2>willing to give you a little bit of credit even

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<v Speaker 2>if your history is poor. Like that can be a

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<v Speaker 2>reference or a referral from someone who has worked with you.

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<v Speaker 2>But best of luck to.

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<v Speaker 1>Mere Yeah, and keep it keep see, keep in mindful.

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<v Speaker 2>Yeah, unlike my tough advice to take it now, it's necessary.

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<v Speaker 1>It's necessary. We're going to take a quick break and

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<v Speaker 1>to come back. We's got another a juicy question, like

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<v Speaker 1>I said, if you have questions to ask us, like

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<v Speaker 1>although it's not legal advice switching, not just a little

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<v Speaker 1>something something. All right, we'll be right back and we're

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<v Speaker 1>back and blacker than ever. You gotta have a second

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<v Speaker 1>question on Mandra I will read it. Okay, this is

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<v Speaker 1>from Esmerelda. Okay, remember Hunchback of Notre Dame. But Disney movie.

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<v Speaker 1>It was not that great anyway, but as Morelda was

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<v Speaker 1>the part that Demi Moore played.

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<v Speaker 2>What I just sorry I was I thought I was

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<v Speaker 2>gonna sneeze. What are you talking about?

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<v Speaker 1>No, I said, remember the Hunchback of Notre Dame. It

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<v Speaker 1>was a Disney I mean it's a real thing. But

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<v Speaker 1>also it was a Disney movie. They had turned it

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<v Speaker 1>into a Disney movie, do you remember? And so anyway,

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<v Speaker 1>as Morelda was like the character that Demi Moore played.

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<v Speaker 1>She was like a gypsy. Anyway, I don't know. I'm

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<v Speaker 1>just saying this. This lady's name is as Moreldo. As

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<v Speaker 1>Morelda hit us up on She said, hello, I've got

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<v Speaker 1>a question for Baqa. Please keep me anonymous or called

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<v Speaker 1>me as Merelda, and I'm saying we call you as

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<v Speaker 1>more of the girl. Evarella said, I worked for a

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<v Speaker 1>bank and recently received a reduction in force noticed due

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<v Speaker 1>to my location. I was given sixty days to find

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<v Speaker 1>another internal role as the bank is focusing on other

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<v Speaker 1>cities for their hubs. I was never asked to move.

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<v Speaker 1>They have asked me to sign a release, a release

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<v Speaker 1>of claims to get a severance package. What does that mean?

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<v Speaker 1>A release of claims.

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<v Speaker 2>Basically like we it's where you agree that you won't

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<v Speaker 2>try to claim that they owe you more money or

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<v Speaker 2>that you know it would use wrongful termination. Like basically

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<v Speaker 2>what you can't you take away your power to sue

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<v Speaker 2>them or you know, further any negotiations and that in

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<v Speaker 2>exchange for that, you will get some severance.

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<v Speaker 1>Okay, she said, I have several questions. Can you explain

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<v Speaker 1>what a release of claims for health anyway? What a

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<v Speaker 1>relation of wims for a sefference package? Meetings at a

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<v Speaker 1>high level done Before getting the reduction in force, I

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<v Speaker 1>was planning on taking a short term disability leave, but

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<v Speaker 1>delayed it and now regret not doing so sooner. However,

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<v Speaker 1>I did end up submitting a claim and it got

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<v Speaker 1>approved just before my termination date, so at least I

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<v Speaker 1>don't have to work during this period and still get

0:12:21.080 --> 0:12:24.160
<v Speaker 1>one hundred percent salary. I applied for an internal role

0:12:24.200 --> 0:12:28.400
<v Speaker 1>before getting the release of the reduction in force and

0:12:28.520 --> 0:12:31.560
<v Speaker 1>had an interview that went really well. If I get

0:12:31.559 --> 0:12:34.520
<v Speaker 1>an offer, I can stay with the company. My question

0:12:34.679 --> 0:12:37.439
<v Speaker 1>is how can I try to negotiate for a higher

0:12:37.520 --> 0:12:40.959
<v Speaker 1>salary given my situation. I realized I don't have much leverage,

0:12:40.960 --> 0:12:43.480
<v Speaker 1>but I am considering leaving the company because I have

0:12:43.920 --> 0:12:46.320
<v Speaker 1>enough savings to cover me for months and I need

0:12:46.320 --> 0:12:49.640
<v Speaker 1>to focus on my health. This is a lot to process.

0:12:49.679 --> 0:12:52.520
<v Speaker 1>Any thoughts and advice are greatly appreciated. You two are

0:12:52.760 --> 0:12:54.640
<v Speaker 1>the best who.

0:12:55.880 --> 0:12:59.680
<v Speaker 2>Yes, yeah, this is well, there's a lot going on here,

0:13:00.040 --> 0:13:03.479
<v Speaker 2>and I'm glad that you were able to take advantage

0:13:03.480 --> 0:13:07.200
<v Speaker 2>of your disability leave, even if it's not probably as

0:13:07.280 --> 0:13:10.280
<v Speaker 2>much time as you wanted. Like you said, you have

0:13:10.360 --> 0:13:12.240
<v Speaker 2>sixty days, so some chunk of that you're going to

0:13:12.280 --> 0:13:14.319
<v Speaker 2>be able to take your leave, and then I hope

0:13:14.360 --> 0:13:16.840
<v Speaker 2>you can focus on your mental health. I'm excited to

0:13:16.880 --> 0:13:19.200
<v Speaker 2>hear that. I'm happy and relieved to hear that you

0:13:19.280 --> 0:13:21.680
<v Speaker 2>do have some savings to cover you for several months

0:13:23.120 --> 0:13:24.800
<v Speaker 2>in the event that you just want to focus on

0:13:24.840 --> 0:13:26.800
<v Speaker 2>your health, which it sounds like you might, you know,

0:13:26.960 --> 0:13:29.800
<v Speaker 2>need to, and that perhaps this is like a bit

0:13:29.840 --> 0:13:33.080
<v Speaker 2>of a blessing in disguise that this has happened. But

0:13:33.120 --> 0:13:34.800
<v Speaker 2>that being said, like if we take a part, if

0:13:34.800 --> 0:13:38.280
<v Speaker 2>you take away the need for like disability leave from

0:13:38.320 --> 0:13:43.840
<v Speaker 2>mental health leave just in general, like the whole like

0:13:43.920 --> 0:13:46.280
<v Speaker 2>we're going to fire you in sixty days, so like

0:13:46.440 --> 0:13:49.520
<v Speaker 2>here you go do your best work for us still

0:13:49.559 --> 0:13:51.640
<v Speaker 2>because we can like still fire you. And by the way,

0:13:51.720 --> 0:13:55.040
<v Speaker 2>like sign this release form, like I just it's annoying.

0:13:55.040 --> 0:13:56.960
<v Speaker 2>I mean, in some ways it's nice to get a

0:13:56.960 --> 0:14:00.760
<v Speaker 2>heads up, right. A common complaint for people who are

0:14:00.840 --> 0:14:03.440
<v Speaker 2>let go is that it's like, Okay, tomorrow's your last day.

0:14:03.480 --> 0:14:05.679
<v Speaker 2>Today's your last day. You got to go, And if

0:14:05.720 --> 0:14:07.560
<v Speaker 2>you don't have any severance payment on top of that,

0:14:07.640 --> 0:14:11.040
<v Speaker 2>it's like a huge slap in the face. So I

0:14:11.040 --> 0:14:14.200
<v Speaker 2>would look really closely at your severance package. As a

0:14:14.320 --> 0:14:20.160
<v Speaker 2>career coach, I love reading severance agreements. There's a lot

0:14:20.200 --> 0:14:23.880
<v Speaker 2>to pick apart in a severance package. You want to

0:14:23.880 --> 0:14:29.280
<v Speaker 2>look for things like non compete, Like you know, typically

0:14:29.800 --> 0:14:32.840
<v Speaker 2>they'll have some language in there about whether or not

0:14:33.240 --> 0:14:35.080
<v Speaker 2>they will have an issue if you move on to

0:14:35.120 --> 0:14:38.920
<v Speaker 2>work for a competitor. It typically more applies to like

0:14:38.960 --> 0:14:42.560
<v Speaker 2>senior positions, but not saying it doesn't exist. So I

0:14:42.560 --> 0:14:44.480
<v Speaker 2>would look out for that. I would look out for

0:14:44.560 --> 0:14:47.360
<v Speaker 2>what happens with your benefits, Like you'll want to figure

0:14:47.360 --> 0:14:51.160
<v Speaker 2>out your Cobra benefits and in your case, like even

0:14:51.200 --> 0:14:53.480
<v Speaker 2>if you decide to take some time off in between roles,

0:14:53.480 --> 0:14:57.200
<v Speaker 2>like having that healthcare coverage will be necessary for you,

0:14:57.280 --> 0:15:00.360
<v Speaker 2>it sounds like, so you want to figure out when

0:15:00.400 --> 0:15:03.240
<v Speaker 2>that all goes into effect and how much it's going

0:15:03.320 --> 0:15:06.240
<v Speaker 2>to cost you to continue your benefits moving forward through Cobra.

0:15:07.440 --> 0:15:11.000
<v Speaker 2>Any Like if you have any equity in the company,

0:15:11.080 --> 0:15:14.080
<v Speaker 2>any unvested stock, Like what happens to that? Are you

0:15:14.200 --> 0:15:18.000
<v Speaker 2>forfeiting it? Can you exercise any stock options or sell

0:15:18.040 --> 0:15:21.640
<v Speaker 2>any RSUs before? What will happen to that those benefits?

0:15:21.680 --> 0:15:24.160
<v Speaker 2>If you do not, what will happen to your four

0:15:24.160 --> 0:15:29.440
<v Speaker 2>to one K contributions? Any company matching? That'll all that

0:15:29.480 --> 0:15:33.840
<v Speaker 2>should all be covered in your severance agreement. Let me

0:15:33.920 --> 0:15:37.760
<v Speaker 2>see you can negotiate your severance like if if yeah,

0:15:37.800 --> 0:15:41.240
<v Speaker 2>I mean for sure, Like there's always a case be made, like,

0:15:41.320 --> 0:15:45.760
<v Speaker 2>especially if their severence package doesn't fall in line with

0:15:45.800 --> 0:15:48.320
<v Speaker 2>like industry standards, you can do. If it's a pretty

0:15:48.320 --> 0:15:51.600
<v Speaker 2>big bank, then it's very likely that there are news

0:15:51.640 --> 0:15:56.800
<v Speaker 2>reports of severance packages at similarly sized financial institutions. And

0:15:56.920 --> 0:15:59.600
<v Speaker 2>I have helped even my brother, you know, make a

0:15:59.640 --> 0:16:02.440
<v Speaker 2>case for more severance. And in his case, I was like,

0:16:02.520 --> 0:16:07.200
<v Speaker 2>be sure to compare comparable sized companies in the industry

0:16:07.640 --> 0:16:08.920
<v Speaker 2>and what their severance was.

0:16:09.200 --> 0:16:10.000
<v Speaker 1>How do you find it?

0:16:10.960 --> 0:16:14.080
<v Speaker 2>So news reports are really helpful. Also, sometimes if it's

0:16:14.080 --> 0:16:15.760
<v Speaker 2>a public company, they have to put that kind of

0:16:15.760 --> 0:16:20.360
<v Speaker 2>information into their quarterly earnings reports. Okay, so you may

0:16:20.400 --> 0:16:24.320
<v Speaker 2>find yeah, but typically it's a lot easier to do

0:16:24.480 --> 0:16:26.320
<v Speaker 2>if you work for a company that is like being

0:16:26.320 --> 0:16:30.680
<v Speaker 2>reported on by you know, business Insider, by Bloomberg, by Reuters,

0:16:30.760 --> 0:16:34.760
<v Speaker 2>whatever these like news sites are. But if in the

0:16:34.800 --> 0:16:36.480
<v Speaker 2>event that you're not, Like my brother worked for a

0:16:36.520 --> 0:16:39.280
<v Speaker 2>smaller sort of startup. It was less than fifty employees,

0:16:39.880 --> 0:16:45.800
<v Speaker 2>and he collected information from like peers, So he had

0:16:45.800 --> 0:16:48.160
<v Speaker 2>friends working at other companies like that he'd met through

0:16:48.160 --> 0:16:51.840
<v Speaker 2>his work that he could check in with and ask

0:16:51.920 --> 0:16:54.040
<v Speaker 2>because at the time this was like the great tech

0:16:54.560 --> 0:16:58.440
<v Speaker 2>layoffs of twenty twenty three or yeah, twenty twenty three

0:16:58.840 --> 0:17:01.920
<v Speaker 2>that he was impacted by. There, unfortunately, were other layoffs

0:17:01.920 --> 0:17:07.600
<v Speaker 2>that he could compare himself to. Well else, can I say,

0:17:08.040 --> 0:17:10.000
<v Speaker 2>oh so the internal role? Okay, so how can you

0:17:10.040 --> 0:17:14.800
<v Speaker 2>negotiate for an internal role a higher salary given your situation? Well,

0:17:14.840 --> 0:17:18.239
<v Speaker 2>it's a reduction in force, so hopefully like that it

0:17:18.240 --> 0:17:21.280
<v Speaker 2>doesn't reflect on and it sounds like it's location based,

0:17:21.720 --> 0:17:24.679
<v Speaker 2>you know, it doesn't probably reflect on your particular like

0:17:24.800 --> 0:17:30.960
<v Speaker 2>job skills or your contributions. So I would I wouldn't

0:17:31.000 --> 0:17:34.400
<v Speaker 2>let that, you know, get you down, Like, I don't

0:17:34.400 --> 0:17:37.400
<v Speaker 2>even know if at an internal level is the company

0:17:37.480 --> 0:17:40.040
<v Speaker 2>so big does do they even know about this production

0:17:40.080 --> 0:17:42.720
<v Speaker 2>in force? Or is it just impacting your team. Sometimes

0:17:42.760 --> 0:17:45.600
<v Speaker 2>companies are so big and so global you don't know

0:17:45.600 --> 0:17:49.520
<v Speaker 2>what's happening in like you know, Tucson's office, versus what's

0:17:49.520 --> 0:17:52.320
<v Speaker 2>happening in like Boston's office. Like it can all be

0:17:52.480 --> 0:17:59.080
<v Speaker 2>very like siloed, So that will depend. And if it's

0:17:59.119 --> 0:18:00.760
<v Speaker 2>the case that they are not that aware of it,

0:18:00.840 --> 0:18:04.720
<v Speaker 2>like I wouldn't highlight it for sure, But always, the

0:18:04.720 --> 0:18:07.840
<v Speaker 2>best way to negotiate for a higher salary, including this situation,

0:18:07.920 --> 0:18:10.800
<v Speaker 2>is to be looking for other opportunities so you can

0:18:10.840 --> 0:18:15.320
<v Speaker 2>potentially have competing offers. Clearly, your current company, like your

0:18:15.359 --> 0:18:19.040
<v Speaker 2>current salary, isn't as much of a competitive like a

0:18:19.080 --> 0:18:23.320
<v Speaker 2>competing offer because you both have an expiration date on

0:18:23.359 --> 0:18:26.680
<v Speaker 2>when that salary is going to be over. But if

0:18:26.680 --> 0:18:28.560
<v Speaker 2>you're able to go out in the job market, do

0:18:28.680 --> 0:18:32.200
<v Speaker 2>some interviews, you don't even need like a hard offer letter,

0:18:32.680 --> 0:18:36.119
<v Speaker 2>but at least the ability to say that I am

0:18:36.160 --> 0:18:38.879
<v Speaker 2>in talks with a couple, excuse me, one or two

0:18:38.960 --> 0:18:43.119
<v Speaker 2>other companies and their compensation packages they start at X

0:18:43.160 --> 0:18:47.200
<v Speaker 2>amount of money. That can give you a jumping off

0:18:47.200 --> 0:18:49.240
<v Speaker 2>point for a negotiation. Doesn't mean that it's going to

0:18:49.280 --> 0:18:53.159
<v Speaker 2>be successful, but that's always my go to tip is

0:18:53.640 --> 0:18:55.920
<v Speaker 2>the best thing you can do is to get competing offers.

0:18:56.760 --> 0:18:58.760
<v Speaker 2>And if this sounds way too exhausting for you and

0:18:58.800 --> 0:19:01.119
<v Speaker 2>you just want some time off, and I would say

0:19:01.400 --> 0:19:05.199
<v Speaker 2>use those savings, that's what it's for, but obviously have

0:19:05.240 --> 0:19:07.520
<v Speaker 2>a bounce back plan from when you want to get

0:19:07.520 --> 0:19:08.480
<v Speaker 2>back in the job market.

0:19:09.280 --> 0:19:13.679
<v Speaker 1>Yeah, do you think like Harod being on disability for

0:19:13.720 --> 0:19:15.119
<v Speaker 1>a little while is going to help it's going to

0:19:15.160 --> 0:19:17.119
<v Speaker 1>hurt her own chances in the market.

0:19:17.080 --> 0:19:20.119
<v Speaker 2>Well nobody. Well, I mean, you can spend your disability

0:19:20.119 --> 0:19:23.040
<v Speaker 2>what however you want, like I got. I have definitely

0:19:23.040 --> 0:19:26.280
<v Speaker 2>had mandy money makers who have taken advantage of like

0:19:26.359 --> 0:19:29.280
<v Speaker 2>taking a short term mental health leave, medical leave, whatever,

0:19:30.040 --> 0:19:32.960
<v Speaker 2>because they got approved by their mental health practitioner. And

0:19:33.000 --> 0:19:34.840
<v Speaker 2>I'm not trying to like put like I don't think

0:19:34.880 --> 0:19:36.520
<v Speaker 2>she even said it was mental health related, or maybe

0:19:36.560 --> 0:19:40.440
<v Speaker 2>she should, I forget. But anyway, but then you can

0:19:40.480 --> 0:19:42.919
<v Speaker 2>do with that time what you want to do. So

0:19:43.280 --> 0:19:47.080
<v Speaker 2>it can be job searching, it can be you know,

0:19:47.359 --> 0:19:50.639
<v Speaker 2>laying around and just getting some good sleep and talking

0:19:50.680 --> 0:19:52.920
<v Speaker 2>to your doctors and all of that. But no, it

0:19:52.960 --> 0:19:55.440
<v Speaker 2>shouldn't necessarily hurt I mean, I wouldn't go out of

0:19:55.480 --> 0:19:57.240
<v Speaker 2>your way to mention that in a job interview. You

0:19:57.280 --> 0:20:01.080
<v Speaker 2>can just say, you know, I'm taking a bit of

0:20:01.119 --> 0:20:04.000
<v Speaker 2>a break right now to like, you know, sus out

0:20:04.040 --> 0:20:07.159
<v Speaker 2>my options and I plan to you know, make a

0:20:07.440 --> 0:20:11.040
<v Speaker 2>make a move here soon. And it's again about owning

0:20:11.080 --> 0:20:14.040
<v Speaker 2>the narrative, like just own the story. Like I worked

0:20:14.040 --> 0:20:19.000
<v Speaker 2>here for X number of years and I realized that

0:20:19.040 --> 0:20:21.639
<v Speaker 2>I needed to spend some more time focusing on X,

0:20:21.760 --> 0:20:25.600
<v Speaker 2>Y Z and I'm but at the same time, I'm

0:20:25.680 --> 0:20:28.399
<v Speaker 2>very excited about what I could contribute to your company

0:20:28.440 --> 0:20:30.359
<v Speaker 2>and what I can bring to the role. And just

0:20:30.480 --> 0:20:32.040
<v Speaker 2>kind of say it with your full chest and don't

0:20:32.080 --> 0:20:34.480
<v Speaker 2>apologize for it. Just own it and that can go

0:20:34.520 --> 0:20:35.080
<v Speaker 2>a long way.

0:20:36.240 --> 0:20:40.479
<v Speaker 1>Okay, Well, if you've got questions that the answers as

0:20:40.520 --> 0:20:44.800
<v Speaker 1>reallyast to career, business, entrepreneurship and money, honey, the b

0:20:44.880 --> 0:20:48.760
<v Speaker 1>a q A has got you. You could slide into

0:20:48.800 --> 0:20:53.199
<v Speaker 1>our DMS on Brandnavision Podcast on ig or email us

0:20:53.240 --> 0:20:56.760
<v Speaker 1>at Branda Vision Podcast at gmail dot com, or even

0:20:56.800 --> 0:20:59.119
<v Speaker 1>go to Brandavision Podcast dot com and there's a contact

0:20:59.160 --> 0:21:03.639
<v Speaker 1>that's but there until next week. Wait before we go, Please,

0:21:03.800 --> 0:21:05.640
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0:21:05.760 --> 0:21:08.159
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0:21:20.080 --> 0:21:23.879
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0:21:24.760 --> 0:21:25.520
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