Que faites-vous si votre valeur dans les systèmes de paiement n’est pas reflétée dans votre salaire ?

In my opinion, self-perceived value is not important, but rather the value of how you are perceived. To do this you have to highlight your skills implicitly, explicitly or comparatively to your managers or colleagues. And if there is no reaction in that comparison, look for new avenues outside the company.

Start by assessing your worth within the payment systems industry. Scrutinize your responsibilities, project complexity, and specific skills. Are you proficient in payment gateways, risk management, or regulatory compliance? Compare your role to industry standards and job postings to gauge fair compensation. Once confident, arrange a meeting with your employer. Present your case calmly, focusing on data and examples of your contributions. Highlight how your expertise adds value to the company. Propose a salary adjustment, backed by research and market comparisons. Emphasize your commitment to continued success but stress the importance of fair compensation. Open dialogue ensures mutual understanding and a path forward.

Your skills and experince are your power, if you desirve more than what you are recieving, then you have to negotiate then leave if not retianed.

Schedule a one-on-one meeting with your manager to discuss your concerns about salary and compensation and prepare to present evidence of your value, including your achievements, skills, market research, and any additional responsibilities you've taken on.

Emphasize your expertise in payment systems, the impact of your contributions on the organization, and your commitment to delivering results.

Search in the market to value yourself and also look for the available opportunities, if you found that you are in the market range +/-10% then you are good. The most important is how much you are gaining from the technical perspective, this isn't negotiable.

Begin by conducting thorough market research within the payment systems industry. Utilize industry salary surveys, job boards, and professional networks to gather data on compensation for professionals with similar skills and roles. Compare this information to your current salary to identify any discrepancies. Understanding where you stand in relation to the market average provides a solid foundation for any salary negotiation. Armed with facts and figures, you can effectively advocate for yourself during discussions with your employer, highlighting the value you bring to the organization and making a compelling case for a salary adjustment that aligns with industry standards.

Compile a comprehensive record of your achievements in the payment systems domain, emphasizing those that directly contributed to the company's success. Highlight instances where you've implemented innovative solutions or processes that improved efficiency or reduced costs. Showcase any additional responsibilities you've taken on since your last salary review, illustrating how your role has evolved and expanded. Quantify your impact wherever possible, using metrics like increased transaction volume or decreased error rates. Presenting this evidence will not only demonstrate your value but also provide a compelling rationale for why your salary should be adjusted to reflect your contributions to the organization's growth and success.

Initiate a formal meeting with your manager to discuss your salary concerns. Approach the conversation confidently yet professionally, emphasizing your contributions to the company and their alignment with industry standards. Clearly communicate the value you bring to the organization within the payment systems domain. Listen actively to your manager's perspective and be open to constructive feedback. Maintain a collaborative tone throughout the discussion, focusing on finding a mutually beneficial solution. Effective communication fosters understanding and demonstrates your commitment to the company's success while advocating for fair compensation reflecting your expertise in payment systems.

If negotiations for a salary adjustment in line with my value in Payment Systems don't yield the desired outcome, I'd explore Plan B. This might involve staying with the company while focusing on further developing my skills and expanding my professional network. Alternatively, I'd begin exploring opportunities elsewhere that better recognize my worth in the payment systems industry. Sometimes, transitioning to a new role or organization can be the most effective way to achieve fair compensation and continue advancing in my career. Regardless of the path chosen, I'd approach the decision thoughtfully and strategically, prioritizing my long-term professional growth and financial well-being.

Goal to accomplish plan A is ideal! While in plan b, it is important to remember that negotiation is a function of (a) demand for experience, credentials, influence, (b) supply of our skills and (c) macro employment situation. If the current firm is the go-to option, consider requesting for access to leadership programs, or team expansion or additional responsibility or SME volunteering within adjacent verticals. If transition to another firm is the path, wise to move to a company working on new gen payments-embedded finance, cross border, CBDCs and real time transactions flows. Due diligence on the new firm's culture, growth prospects, leadership, market proposition, financials and customers are a good practice.