WEBVTT - Having Difficult Conversations With Your Boss 0:00:00.520 --> 0:00:03.040 Just before we get started, we'd like to acknowledge and 0:00:03.160 --> 0:00:06.880 pay respect to Australia's Aboriginal and torrest Right islander peoples. 0:00:07.160 --> 0:00:10.440 They're the traditional custodians of the lands, the waterways and 0:00:10.480 --> 0:00:13.840 the skies all across Australia. We thank you for sharing 0:00:13.960 --> 0:00:15.960 and for caring for the land on which we are 0:00:16.040 --> 0:00:19.520 able to learn. We pay respects to elders past and present, 0:00:19.600 --> 0:00:21.799 and we share our friendship and our kindness. 0:00:22.280 --> 0:00:35.400 She's on the Money, She's on the Money. 0:00:45.320 --> 0:00:48.800 Hello, and welcome to She's on the Money, the podcast 0:00:48.800 --> 0:00:52.360 for millennials who want financial freedom. My name is Georgia King, 0:00:52.479 --> 0:00:54.760 and joining me as she does each and every week, 0:00:54.920 --> 0:00:56.520 is Victoria Devine V. 0:00:56.640 --> 0:00:58.720 How are you ge King on tour? I am well. 0:00:58.760 --> 0:01:01.520 Thank you for having me once again on our joined podcasts. 0:01:01.520 --> 0:01:02.880 Glad to hear it now. 0:01:02.920 --> 0:01:05.919 The past two years have changed the world of work 0:01:05.959 --> 0:01:06.399 as we. 0:01:06.319 --> 0:01:08.479 Know it, A wise woman once said g King. 0:01:08.600 --> 0:01:12.200 Absolutely, And while much has been made of the Great Resignation, 0:01:12.640 --> 0:01:15.640 people are starting to focus on the Great upgrade, with 0:01:15.840 --> 0:01:20.200 organizations refocusing their attempts to improve the experience of their staff. 0:01:20.880 --> 0:01:25.000 This shift emphasizes retention, putting the onus on organizations to 0:01:25.040 --> 0:01:28.360 retain the talent they already have and keep them happy 0:01:28.480 --> 0:01:30.200 while also attracting new talent. 0:01:30.280 --> 0:01:32.280 Please don't leave J King, but stay for the people 0:01:32.280 --> 0:01:33.640 who are like J. King is coming. 0:01:34.440 --> 0:01:37.840 But staying happy in the workplace is an ongoing struggle, 0:01:38.120 --> 0:01:40.720 and one of the most common questions we get from 0:01:40.720 --> 0:01:43.880 our community is how to have that tricky conversation with 0:01:43.959 --> 0:01:48.360 your boss. Today we're going to talk about common workplace complaints, 0:01:48.440 --> 0:01:51.120 how to research and negotiate a pay rise, and how 0:01:51.160 --> 0:01:52.640 to become more assertive. 0:01:52.760 --> 0:01:56.080 We want a coffee machine in the office. We do, Corey, 0:01:56.160 --> 0:01:56.800 F you're listening. 0:01:57.560 --> 0:02:00.520 We'll also touch on discrimination laws and at earlier at 0:02:00.560 --> 0:02:03.560 the Fair Work Commission with some resources you could lead 0:02:03.600 --> 0:02:07.880 on if you have experienced discrimination, harassment, or unsaved conditions 0:02:07.880 --> 0:02:08.600 in the workplace. 0:02:08.680 --> 0:02:10.520 That's a lot, just a bit to get through today, 0:02:10.600 --> 0:02:13.440 to get a tiny bit, just a few things, mainly 0:02:13.480 --> 0:02:14.480 the coffee machine. 0:02:14.600 --> 0:02:17.040 Yeah, well that's the main takeaway. But what that off 0:02:17.120 --> 0:02:19.320 lot are you looking forward to in today's show? 0:02:19.360 --> 0:02:22.840 I feel like too many times our community aren't empowered 0:02:22.840 --> 0:02:26.240 to have conversations they deserve to have. So it's not 0:02:26.480 --> 0:02:29.320 just oh it would be nice, Like no, you should 0:02:29.400 --> 0:02:32.480 be having this conversation. You deserve to be treated with 0:02:32.560 --> 0:02:35.720 respecting your place of employment. You deserve to be paid well, 0:02:35.760 --> 0:02:38.160 you deserve to be paid for the time, energy and 0:02:38.160 --> 0:02:40.720 effort that you're putting in. But too many times we 0:02:40.880 --> 0:02:43.240 just don't feel confident to put our hands up and 0:02:43.240 --> 0:02:46.680 be like, hey cool, maybe this isn't right, or hey cool, 0:02:46.760 --> 0:02:50.600 can we reassess this or change this? And we don't 0:02:50.600 --> 0:02:53.440 want to lean too much into gender here, but everyone 0:02:53.560 --> 0:02:56.239 knows women are far less likely to put their hand 0:02:56.320 --> 0:02:59.400 up when it comes to getting a promotion or having 0:02:59.480 --> 0:03:01.840 things out allocated at work in a bit more of 0:03:01.880 --> 0:03:04.600 a fairer way. So I think today's episode for me, 0:03:04.880 --> 0:03:08.040 is more about empowering you guys to actually just ask 0:03:08.080 --> 0:03:09.720 the question, because at the end of the day, the 0:03:09.760 --> 0:03:12.720 worst thing they can say is no, one hundred percent. 0:03:13.760 --> 0:03:17.640 Let's talk through the most complained about things that Australian 0:03:17.680 --> 0:03:19.680 workers are recording or. 0:03:19.639 --> 0:03:22.560 Not, like just cheese on the money employees. 0:03:21.840 --> 0:03:26.079 Well, I mean take note number one, unfair pay yep, terrible. 0:03:26.320 --> 0:03:29.000 Number two, not enough feedback from managers. 0:03:29.320 --> 0:03:33.600 Interesting, but also I feel like that is incredibly valid yep. 0:03:33.840 --> 0:03:37.400 Number three the office is too noisy, really yeah, I'm 0:03:37.440 --> 0:03:39.800 surprised about that one. I'm surprised about that. Maybe that's 0:03:39.800 --> 0:03:41.320 people just being like, I don't want to return to 0:03:41.360 --> 0:03:42.920 the office. I want to stay. That's good. It's too 0:03:43.000 --> 0:03:44.760 noisy there. Put that one up your sleep for later. 0:03:45.000 --> 0:03:49.360 Number four colleague complaints about what not? Sure? I want 0:03:49.560 --> 0:03:53.960 more detail. G this is just top line baby, right sorry. 0:03:54.280 --> 0:03:55.800 Number five it issues. 0:03:55.840 --> 0:03:58.160 Oh my gosh, that's all I complained about. It's eighty 0:03:58.200 --> 0:04:02.080 percent of my day. Number six harassment or bullying. That 0:04:02.120 --> 0:04:04.240 shouldn't be something that we complain about. That should be 0:04:04.240 --> 0:04:08.400 something that's not happening. Number seven changes in the workplace. 0:04:08.400 --> 0:04:11.839 People hate change. People really don't like change. Number eight 0:04:12.000 --> 0:04:15.680 the workload. Very fair complaint if you are being overworked. 0:04:16.080 --> 0:04:19.800 Probably not that fair if you just wanted an early lunchtime. Agreed. 0:04:20.200 --> 0:04:23.000 Number nine twenty four to seven demands. I feel like 0:04:23.040 --> 0:04:26.560 this was fine. Super prevalent during the pandemic when we 0:04:26.560 --> 0:04:28.479 were online all the time and we were like, oh, 0:04:29.160 --> 0:04:31.320 clock off yet, because you know, my laptop's here, I'm 0:04:31.320 --> 0:04:33.240 on the couch, et cetera. Number ten is that the 0:04:33.240 --> 0:04:35.159 office is too hot or too cold. 0:04:35.360 --> 0:04:37.440 Oh my gosh, can be late, right, we were just 0:04:37.440 --> 0:04:41.039 talking about that. We just having that conversation literally in 0:04:41.080 --> 0:04:44.920 the studio. But I want to just shout out a 0:04:44.960 --> 0:04:49.160 product that is going to change your life jumpers. Oh no, 0:04:49.480 --> 0:04:52.960 go on, no, do you want to try again? Electric 0:04:53.120 --> 0:04:57.520 blankets in the office. Sorry, we have electric throw rugs 0:04:57.640 --> 0:05:00.960 at all of our desks. Really, we plug them in 0:05:01.080 --> 0:05:04.040 and then we just snuggy, snuggy. That's gorgeous. Jess, she 0:05:04.200 --> 0:05:06.359 brought this into the and then I've bought one and 0:05:06.360 --> 0:05:08.000 now I'm going to have to buy another one because 0:05:08.080 --> 0:05:11.080 Jasmine has stolen mine, and then Charlotte was envs and 0:05:11.120 --> 0:05:13.039 then You're going to need one, and then Jess is 0:05:13.040 --> 0:05:15.359 probably going to need one, and then Analysa is probably 0:05:15.360 --> 0:05:17.760 gonna want one. And I just feel like it's a 0:05:17.800 --> 0:05:20.520 good investment. You can have like a little snug blanket. 0:05:20.560 --> 0:05:22.440 You can have a heating pad if you're cold, pop 0:05:22.440 --> 0:05:25.000 it on your chair, also heating pad. You could put 0:05:25.000 --> 0:05:27.320 your feet on it. God, no temperature complaints that she's 0:05:27.360 --> 0:05:31.120 on the money. That's a lot you guys don't understand, 0:05:31.240 --> 0:05:32.880 as in, it's freezing, yeah, move on. 0:05:32.960 --> 0:05:36.360 The blanket's okay. So let's look at complaint number one. 0:05:36.640 --> 0:05:40.200 Fee pay. How do I know my worth in a job, 0:05:40.360 --> 0:05:42.960 and where do I even start with that research? 0:05:43.560 --> 0:05:46.159 I love this question. I think it's really important to 0:05:46.279 --> 0:05:48.400 one know your worth, but to know where to find 0:05:48.440 --> 0:05:52.760 your worth. And it's an entitled view to say I 0:05:52.880 --> 0:05:55.320 need a pay rise because I've been here for a while. 0:05:55.640 --> 0:05:58.719 Like to me, tenure should not equal an increase in 0:05:58.760 --> 0:06:02.400 your remuneration if you have done nothing else in that 0:06:02.480 --> 0:06:04.760 job in that year. And that sounds really mean. I 0:06:04.839 --> 0:06:08.200 obviously believe in increasing your pay in line with CPI 0:06:08.400 --> 0:06:11.120 or indexation, and I think that that should increase each 0:06:11.120 --> 0:06:13.600 and every single year. But if we break down the 0:06:13.720 --> 0:06:16.880 job market, say your job is to lick stamps g 0:06:17.200 --> 0:06:19.880 and put them on an envelope, and that's just the 0:06:20.120 --> 0:06:23.640 entire job that you have in one year. If you've 0:06:23.680 --> 0:06:25.960 performed that job, and that job is worth you know, 0:06:26.040 --> 0:06:29.239 maybe eighty thousand dollars, that's a very well paying stamp 0:06:29.240 --> 0:06:31.800 licking job, so you know, but let's say it's worth 0:06:31.839 --> 0:06:35.760 eighty thousand dollars. Why if the crux of the job 0:06:35.920 --> 0:06:38.880 and the requirements of the job, if they haven't changed, 0:06:39.320 --> 0:06:42.520 why should your pay be increased by like five or 0:06:42.560 --> 0:06:45.120 ten thousand dollars each year? Just because you're good at 0:06:45.160 --> 0:06:49.119 licking stamps. I think that there should be some level 0:06:49.160 --> 0:06:52.040 of responsibility back on the employee to have either taken 0:06:52.080 --> 0:06:55.960 on further responsibilities or to be looking for another role 0:06:56.080 --> 0:06:58.400 if they feel like the role that they currently have 0:06:58.560 --> 0:07:01.680 doesn't remunerate them in line with the remuneration they want 0:07:01.680 --> 0:07:04.560 to find. I'm pretty cutthroat when it comes to that, 0:07:04.680 --> 0:07:07.320 because I think the entitlement is a really big piece 0:07:07.360 --> 0:07:09.800 of it. But then if we look at it and go, 0:07:09.840 --> 0:07:13.320 all right, so g you lick stamps. But then because 0:07:13.360 --> 0:07:15.520 you are really good at that and so efficient that 0:07:15.560 --> 0:07:18.360 you've been given all of these other responsibilities. You now 0:07:18.400 --> 0:07:20.920 do all of the stapling, all of the file work. 0:07:21.000 --> 0:07:23.640 You are now the receptionist as well. We've put a 0:07:23.680 --> 0:07:27.200 whole heap of responsibilities on you. That's a different story. 0:07:27.480 --> 0:07:31.360 That's not about tenure. That's about increased responsibility, and that's 0:07:31.400 --> 0:07:35.720 about you being remunerated in line with your increased responsibilities, 0:07:36.040 --> 0:07:38.560 not just going, oh, well, you know, your job description 0:07:38.760 --> 0:07:42.160 is the same. Job description doesn't mean anything if day 0:07:42.200 --> 0:07:45.800 to day you are doing something wildly different. So I'm 0:07:45.960 --> 0:07:49.120 pretty I guess you could say I'm triggered right now 0:07:49.320 --> 0:07:52.280 because I just think that too many times people are like, oh, 0:07:52.360 --> 0:07:54.800 I don't understand why I haven't got a pay rise 0:07:54.840 --> 0:07:57.840 in like four years. I've been there for ages, and 0:07:57.840 --> 0:08:01.080 you go, I don't want to be mean, but what 0:08:01.160 --> 0:08:04.240 do you do in your job that is so wildly 0:08:04.280 --> 0:08:07.240 different to the job you accepted four years ago? It 0:08:07.360 --> 0:08:12.080 is up to you to upskill and increase your your 0:08:12.160 --> 0:08:15.120 capability or your ability to perform in that role so 0:08:15.160 --> 0:08:19.000 you can take on more responsibilities or change jobs if 0:08:19.040 --> 0:08:21.960 you don't think that's right, and if you go, all right, 0:08:22.000 --> 0:08:24.720 well I still want this job. I do think it's 0:08:24.760 --> 0:08:27.400 about kind of going all right, well, this job pays 0:08:27.520 --> 0:08:30.920 eighty thousand dollars? Am I okay with that? Yes? Because 0:08:30.960 --> 0:08:34.520 that's what that role remunerates you for. Does that make sense? 0:08:34.600 --> 0:08:36.959 Like I feel like obviously everyone's going to be quite 0:08:37.040 --> 0:08:39.920 heated on this topic, and other people will say things like, 0:08:40.000 --> 0:08:42.719 oh my gosh, no I deserve more because I've been there, 0:08:42.720 --> 0:08:45.479 And there's lots of different semantics that come into this conversation. 0:08:45.520 --> 0:08:47.480 But I think at the crux, you need to understand 0:08:47.520 --> 0:08:49.839 that when we start talking about what is my worth 0:08:49.880 --> 0:08:53.040 in a role? Back to your actual question. Georgia King 0:08:53.160 --> 0:08:56.560 if we're talking about where to look, obviously online is 0:08:56.600 --> 0:08:59.760 the best resource that we can find. I have absolutely 0:08:59.800 --> 0:09:03.800 no connection to Hayes, but the Hayes Salary Guide has 0:09:03.840 --> 0:09:06.520 been something that for maybe the last ten years I 0:09:06.559 --> 0:09:09.360 have relied upon and gone back to to have a 0:09:09.360 --> 0:09:12.440 look at to see what on average people are being 0:09:12.520 --> 0:09:15.520 paid for this role and maybe what I should be asking. 0:09:15.880 --> 0:09:19.520 It's also a really well researched document. Thousands of people 0:09:19.600 --> 0:09:22.640 contribute to this every single year. And it doesn't just 0:09:22.720 --> 0:09:26.920 say okay, for someone in accounting, they should get X. 0:09:27.080 --> 0:09:29.360 It actually breaks it down by state, and then it 0:09:29.400 --> 0:09:32.439 breaks it down further into metro and regional, which I 0:09:32.480 --> 0:09:37.040 think is really powerful because obviously everything everywhere is different, 0:09:37.160 --> 0:09:40.160 and regionally you're not going to be remunerated as highly 0:09:40.200 --> 0:09:42.760 as metro because living costs a higher and there's lots 0:09:42.800 --> 0:09:45.240 of things that play into this, right, So the Hayes 0:09:45.320 --> 0:09:48.400 Salary Guide is something I look to quite often when 0:09:48.480 --> 0:09:51.480 it comes to, you know, benchmarking. The other is looking 0:09:51.559 --> 0:09:53.720 at job ads online. So go to seek dot com, 0:09:53.800 --> 0:09:55.240 dot a you and have a look at the job 0:09:55.240 --> 0:09:58.839 ads that are going ask people. You know I'm not saying, 0:09:58.840 --> 0:10:01.000 go and talk to a million recruiters. But you know, 0:10:01.080 --> 0:10:04.480 if a recruiter approaches you, what's the role worth? Actually, 0:10:04.480 --> 0:10:07.720 what's my role worth? Even if you're not interested in moving. 0:10:08.160 --> 0:10:11.040 But I also would be really wary of self reporting 0:10:11.080 --> 0:10:13.800 platforms like Glassdoor. You know, how you go online and 0:10:13.840 --> 0:10:18.280 you go what does an advertising executive get paid? Glassdoor 0:10:18.360 --> 0:10:20.240 will come up. Yeah. I think you need to be 0:10:20.280 --> 0:10:24.320 really careful of them, because when do people self report 0:10:24.360 --> 0:10:26.040 Georgia when they're angry? 0:10:26.320 --> 0:10:26.520 Yeah? 0:10:26.880 --> 0:10:30.520 Exactly. So I want actual research and I don't just 0:10:30.559 --> 0:10:33.720 want something anecdotal that you know, an angry employee of 0:10:33.960 --> 0:10:37.160 some company down the road wrote because they were frustrated 0:10:37.160 --> 0:10:39.160 at their job or didn't get paid enough or had 0:10:39.160 --> 0:10:41.440 a bad experience. I just think that that's a very 0:10:42.080 --> 0:10:45.160 it's very slippery slope of comparison. You know, you're true. 0:10:45.160 --> 0:10:47.559 I've never even thought about that. Yeah, And like I 0:10:47.559 --> 0:10:49.520 feel like lots of people like, oh, glass doors great, 0:10:49.559 --> 0:10:52.040 and I'm like, maybe in America it's a bit different, 0:10:52.120 --> 0:10:54.760 but here in Australia, who goes on there AND's like, 0:10:54.760 --> 0:10:56.319 do you know what, I've been here for three years. 0:10:56.360 --> 0:10:59.560 I've been having such a good time, love working for Boober. 0:10:59.640 --> 0:11:01.760 I'm going to go put my review in now, and 0:11:01.920 --> 0:11:04.720 it's going to be really well balanced. I'm going to 0:11:04.760 --> 0:11:07.720 be really transparent about what I'm being paid and what 0:11:07.720 --> 0:11:10.839 my bonuses are. Yeah. Great, No one does that. 0:11:11.080 --> 0:11:14.440 No one does that. Okay, that's interesting to know. Start 0:11:14.440 --> 0:11:18.720 skill is entering the chat. That's what young people say. 0:11:18.760 --> 0:11:19.800 So I've got two for you. 0:11:20.160 --> 0:11:22.160 No one says that, it's just us, okay. 0:11:22.520 --> 0:11:25.440 A survey by a salary dot com revealed that only 0:11:25.520 --> 0:11:29.360 thirty seven percent of people always negotiate their salary what, 0:11:29.880 --> 0:11:32.599 while an astonishing eighteen percent never do. 0:11:33.120 --> 0:11:35.720 Now, negotiating is fun. I think we should do it. True, 0:11:35.840 --> 0:11:40.000 it's no scary. It's scary, but you've got to practice it. Yeah, 0:11:40.000 --> 0:11:44.120 And negotiating is regardless of what situation you are in 0:11:44.120 --> 0:11:48.280 in life. Negotiating it's not just some argument that you're having. 0:11:48.960 --> 0:11:53.040 It's asking to be treated fairly and in any circumstance, 0:11:53.080 --> 0:11:55.640 whether that is financial or life or you know, in 0:11:55.679 --> 0:11:58.679 a relationship, you need to be able to negotiate to 0:11:58.679 --> 0:12:01.679 make sure that you're always in a non compromising position. 0:12:02.160 --> 0:12:05.320 That's true. Learn to negotiate, my friends. 0:12:04.960 --> 0:12:07.320 And perhaps learning how to be more assertive will help 0:12:07.400 --> 0:12:09.080 us do that which we will get to later on 0:12:09.160 --> 0:12:11.800 in the show. Okay, so let's move on to the 0:12:11.800 --> 0:12:14.439 next stat here V. It's a famous study done by 0:12:14.559 --> 0:12:17.720 Linda Babcock for her book Women Don't Ask, and it 0:12:17.800 --> 0:12:21.200 revealed that only about seven percent of women attempted to 0:12:21.240 --> 0:12:25.439 negotiate their first salary, while fifty fifty seven percent of 0:12:25.559 --> 0:12:28.959 men did. Sorry, I had to read that twise to 0:12:29.320 --> 0:12:30.640 blow me off my feet. 0:12:30.840 --> 0:12:33.120 This stat you found on the internet g blew you 0:12:33.160 --> 0:12:34.480 off your feet when you had to read it. All 0:12:35.040 --> 0:12:38.040 would so shoot me. I've forgot. It's okay, I laugh 0:12:38.120 --> 0:12:40.000 at my own jokes. It's fine. 0:12:41.080 --> 0:12:44.120 So of those people who negotiated, they were able to 0:12:44.160 --> 0:12:46.600 increase their salary by over seven percent. 0:12:46.800 --> 0:12:51.840 That's so much money. Honestly, it frustrates me that. You know, 0:12:52.000 --> 0:12:54.480 let's break it down for a hot second. Gee, why 0:12:54.559 --> 0:12:57.960 don't they negotiate? Obviously there's a million reasons, But what 0:12:58.000 --> 0:13:01.000 do you think the number one reason and don't negotiate 0:13:01.400 --> 0:13:02.359 is because. 0:13:02.120 --> 0:13:04.199 They don't want conflict and they just think that they're 0:13:04.280 --> 0:13:06.760 lucky to be there. I would say, yeah, because they're 0:13:06.760 --> 0:13:09.959 just happy to accept the status quo. And usually we're 0:13:10.000 --> 0:13:12.840 happy to accept the status quo because we don't have 0:13:12.880 --> 0:13:16.320 the confidence or the education to question it. Right, Like 0:13:16.600 --> 0:13:19.400 status quo exists because you know you've fallen into the 0:13:19.400 --> 0:13:21.280 average and you're like, oh, this must be good. Everyone 0:13:21.320 --> 0:13:22.240 around me is fine. 0:13:22.280 --> 0:13:24.840 It's kind of like being in fish tank when the 0:13:25.160 --> 0:13:28.160 ocean exists, but like all the other fish, they're fine. Yeah, 0:13:28.200 --> 0:13:31.679 they're happy. We're not fish tank kind of goals. I'm 0:13:31.679 --> 0:13:33.640 also not a surfer, so I'm not sure where I'm 0:13:33.679 --> 0:13:35.920 going with this. You did stat scale, so I'm going 0:13:35.960 --> 0:13:38.560 to throw in math scale here in quick math scale. 0:13:38.760 --> 0:13:41.280 So if you're on one hundred thousand dollars and your 0:13:41.320 --> 0:13:44.400 coworker negotiated their salary, there are now one hundred and 0:13:44.480 --> 0:13:46.760 seven thousand dollars a year. You're still on your one 0:13:46.840 --> 0:13:50.240 hundred grand a year. Obviously, assuming that you're treated identically 0:13:50.280 --> 0:13:53.240 from then on, with the same salary rises and the 0:13:53.280 --> 0:13:56.079 same promotions, you're going to have to work eight years 0:13:56.200 --> 0:14:00.280 longer g than your fellow employee to be as wealthy 0:14:00.320 --> 0:14:02.480 as them at retirement. It's like, do you remember that 0:14:02.600 --> 0:14:06.960 old ad for super where they were on the escalators. Yeah, yeah, yeah, 0:14:07.720 --> 0:14:11.280 super high balanced. It's sam but like it's not the 0:14:11.280 --> 0:14:14.520 same outcome. Yeah, Now, that's what negotiation does to you. 0:14:14.559 --> 0:14:17.880 Also check your super very important hot tip there. I 0:14:18.000 --> 0:14:22.160 just think V as a woman, I would never in 0:14:22.200 --> 0:14:26.040 a job interview question the salary. I just wouldn't do 0:14:26.160 --> 0:14:28.640 it because well, I would have a fear that they 0:14:28.640 --> 0:14:32.400 would choose someone else over me if I brought that up. Really, 0:14:33.600 --> 0:14:36.920 I want someone who's assertive and someone who you know 0:14:37.480 --> 0:14:41.200 has now and knows their worth. Like, I'm just gonna 0:14:41.200 --> 0:14:44.440 throw you under a bus here. You have personally negotiated 0:14:44.480 --> 0:14:48.160 your salary with me before, and I have so much 0:14:48.200 --> 0:14:51.080 respect for it, and I would hope that you know 0:14:51.200 --> 0:14:54.120 the conversation was met that way. Obviously, we do do 0:14:54.240 --> 0:14:56.920 salary increases, but I always say to my team, please 0:14:56.920 --> 0:14:59.640 come to me to negotiate your salary because I don't 0:14:59.680 --> 0:15:02.560 know what I'm doing. But I really want to think 0:15:02.600 --> 0:15:06.160 that I have made a number of tiny nightmares for 0:15:06.240 --> 0:15:09.960 some future employer, Like I want to set you all 0:15:10.080 --> 0:15:12.600 up to make someone else really mad in the future. 0:15:13.160 --> 0:15:15.880 So all of you, everyone on the She's on the 0:15:15.920 --> 0:15:18.480 Money and Zella team has always had to negotiate for 0:15:18.520 --> 0:15:21.640 their pay rise, even if I thought you completely completely 0:15:21.680 --> 0:15:25.480 deserved it. Really absolutely ask Jess, I did the same 0:15:25.480 --> 0:15:27.480 thing to her, I was like, all right, talk to 0:15:27.520 --> 0:15:30.040 me about this. I want to give you X amount 0:15:30.120 --> 0:15:32.920 as an income moving forward. You're going to have to 0:15:32.920 --> 0:15:35.400 tell me why I'm doing that, wow, because I don't 0:15:35.440 --> 0:15:38.560 want someone coming in and me go, hey, j just 0:15:38.600 --> 0:15:41.440 so you know your new salaries this you've been here 0:15:41.440 --> 0:15:44.440 for a year and you go okay. And I also 0:15:44.520 --> 0:15:47.040 don't think it has the same power, you know, as 0:15:47.080 --> 0:15:49.880 an employer, which this is probably really unhelpful for everybody 0:15:49.880 --> 0:15:51.960 who is an employee at the moment, but I don't 0:15:51.960 --> 0:15:54.160 think it has the same power as an employer to 0:15:54.200 --> 0:15:56.960 be like, hey, ge, just so you know, I really 0:15:57.000 --> 0:15:59.960 appreciate the time, for energy, the effort that you've been 0:16:00.080 --> 0:16:02.120 putting in over the last couple of years. To she's 0:16:02.200 --> 0:16:04.560 on the money. Therefore, you're going to get this because 0:16:04.560 --> 0:16:06.600 you're going to walk out and go okay to problems. Yeah. 0:16:06.640 --> 0:16:08.440 But if I go, gee, what did you do? Why 0:16:08.480 --> 0:16:13.920 do you get this? You go, oh, So, I don't know. 0:16:14.360 --> 0:16:16.680 But I want you to think of those things yourself 0:16:16.720 --> 0:16:18.920 and kind of make you see that value so that 0:16:18.960 --> 0:16:21.400 hopefully in the future when you do have a future employer, 0:16:21.680 --> 0:16:24.440 god forbid that ever actually happens. You go, hold on, 0:16:24.480 --> 0:16:26.520 hold on, No, I did all this stuff, and I 0:16:26.600 --> 0:16:29.520 know that should be remunerated. I know that's the way 0:16:29.560 --> 0:16:33.640 this works. But back to employeemode for a hot second. 0:16:33.800 --> 0:16:36.960 There are so many tips for this and so many 0:16:37.040 --> 0:16:40.120 things that we need to reframe because I think a 0:16:40.120 --> 0:16:41.760 lot of you are going to go, oh VI, these 0:16:41.800 --> 0:16:45.280 tips they're all about audacity and having audacity and coming 0:16:45.280 --> 0:16:48.640 in to a meeting with more confidence than I have. No, 0:16:48.760 --> 0:16:51.840 it's not. It's actually about knowing your worth and knowing 0:16:51.920 --> 0:16:54.640 what you are worth and how to value that and 0:16:54.680 --> 0:16:57.960 how to see that. And it's not actually about being audacious. 0:16:58.000 --> 0:17:00.960 It's actually just about asking for the same thing. And 0:17:01.000 --> 0:17:04.480 it's also about being respected, because, to be honest, if 0:17:04.520 --> 0:17:07.720 any employee comes to any employer and says, this is 0:17:07.760 --> 0:17:09.639 what I'm doing, this is how I'm doing it, this 0:17:09.760 --> 0:17:12.639 is my research, this is what my comparison is, should 0:17:12.720 --> 0:17:17.080 that not be respected? Like that's pretty cool. I really 0:17:17.160 --> 0:17:19.840 like that. So let's get into some hot tips. Number One, 0:17:20.040 --> 0:17:23.520 evidence research. Pretend it's like a murder. We are going 0:17:23.520 --> 0:17:25.160 to find as much evidence. 0:17:24.960 --> 0:17:30.040 As it's like a murder. We're trying to slay it, right, Okay, 0:17:30.119 --> 0:17:35.359 not literally, but all right, I'm going to back down. 0:17:35.560 --> 0:17:39.119 We're not a crime podcast, but maybe one we could be. 0:17:39.440 --> 0:17:42.199 It's my dream. It's my dream to be she's on 0:17:42.240 --> 0:17:46.360 the crime I think that would work. But evidence and research. 0:17:46.520 --> 0:17:48.879 Keep a folder in your email and I've told you 0:17:48.920 --> 0:17:51.920 guys this before, but keep a folder on your computer 0:17:52.359 --> 0:17:55.240 with good feedback that people give you along the way. 0:17:55.320 --> 0:17:57.480 It is so hard if you're like, oh my gosh, 0:17:57.480 --> 0:17:59.840 I'm having a meeting with my boss on Friday. I'm 0:17:59.880 --> 0:18:02.200 just going to go find all my stuff. No. Over 0:18:02.240 --> 0:18:04.600 the year. If someone sends a really nice email Jeet, 0:18:04.720 --> 0:18:08.439 great work, really appreciate you, copy paste straight into the 0:18:08.480 --> 0:18:12.359 acknowledgments folder. One is really good for negotiating salary and 0:18:12.440 --> 0:18:15.159 having chats with your boss. Two, if you're having a 0:18:15.160 --> 0:18:16.800 little bit of a flat day, a little bit of 0:18:16.840 --> 0:18:19.520 self doubt, go to your little self doubt folder and 0:18:19.560 --> 0:18:21.800 read through all of the cool things people have said 0:18:21.800 --> 0:18:24.160 about you. Ten out of ten can make you feel 0:18:24.160 --> 0:18:27.080 better because I have tried this. That's a great idea. 0:18:27.480 --> 0:18:30.800 You're welcome. Next is pick the top of the range. 0:18:31.040 --> 0:18:34.360 Just go straight to the top. You can always negotiate 0:18:34.440 --> 0:18:37.480 down from there, So go straight to the top. After 0:18:37.560 --> 0:18:41.000 researching your market value. Might be tempting to, like, you know, 0:18:41.160 --> 0:18:42.919 pick the middle because you go, all right, so I've 0:18:42.960 --> 0:18:46.919 done this research, and this job is between eighty and 0:18:46.920 --> 0:18:49.639 one hundred thousand dollars. Look, ginoir, I'm just going to 0:18:49.680 --> 0:18:51.960 tell them that I want ninety, you want ninety, so 0:18:52.040 --> 0:18:53.960 you want a hundred. Negotiate them down to there, and 0:18:53.960 --> 0:18:55.760 then walk out by yourself a note lastey and be 0:18:55.800 --> 0:18:59.159 like ha ha got em. Instead of going for that 0:18:59.240 --> 0:19:02.480 middle ground. I think that is really important. Like give 0:19:02.560 --> 0:19:05.320 your boss room to negotiate down, because if you're in 0:19:05.359 --> 0:19:08.479 the mood for negotiation, I am absolutely certain that your 0:19:08.480 --> 0:19:12.920 boss is too. Next, pick an exact number. Okay, it's 0:19:12.920 --> 0:19:15.280 like putting in an offer on a house. They'll think 0:19:15.280 --> 0:19:18.240 you've done so much more work. If you pick a 0:19:18.240 --> 0:19:21.600 specific number, like ninety four thousand and seven hundred and 0:19:21.680 --> 0:19:24.080 fifty dollars is what I would expect for this role, 0:19:24.240 --> 0:19:27.240 they'll be like, oh my god, what has she done? 0:19:27.359 --> 0:19:30.560 She must have done some super extensive research into the 0:19:30.560 --> 0:19:34.000 market value of her role, interesting, instead of ninety five thousand. 0:19:34.320 --> 0:19:36.000 So that the point of that is that it makes 0:19:36.040 --> 0:19:37.960 it look like you've done your research. It makes you 0:19:38.000 --> 0:19:43.600 look way smarter. Interesting because you're precise ysv asking for 0:19:43.640 --> 0:19:46.720 a ninety four thousand, seven hundred and fifty dollars salary. 0:19:47.040 --> 0:19:49.320 She must have her finger on the pulse. There must 0:19:49.320 --> 0:19:52.400 be some level of research there. It's not just something 0:19:52.480 --> 0:19:55.240 she heard on a podcast one time, because people wouldn't 0:19:55.320 --> 0:19:59.720 do that, would they ge Never next, Huh, this one's hard, 0:20:00.040 --> 0:20:02.520 This one's really hard. You need to be willing to 0:20:02.560 --> 0:20:06.280 walk away. Obviously. This then extends because this is like 0:20:06.400 --> 0:20:10.000 now becoming a money slash life, you know, advice podcast. 0:20:10.320 --> 0:20:12.439 But you need to be willing to walk away. So 0:20:12.520 --> 0:20:14.520 you need to come up with a walk away point, 0:20:14.800 --> 0:20:17.080 a final offer that's so low that you have to 0:20:17.119 --> 0:20:19.600 just say, do you know what I'm worth more than that? 0:20:19.760 --> 0:20:22.879