Here's how you can handle salary discussions with your insurance manager or supervisor.

The first thing to understand is that a large corporation you're very unlikely to get a big raise for performance or even when you get a promotion. You have to negotiate the right pay when you join the organization because you will, most likely, always be anchored to that pay. Having said that, coming to the meeting with data in hand about your accomplishments, the value you've created for the organization, and industry salary data for your skillset gives you the best chance for success.

Navigating salary discussions involves thorough preparation and a confident approach. Begin by researching industry salary standards and compiling a list of achievements and qualifications to highlight your contributions. When scheduling a meeting, approach the conversation as a collaborative dialogue. Clearly articulate the desired salary range, supported by evidence, while remaining open to negotiations and alternatives like additional benefits or performance-based raises. Maintaining a professional tone and being ready to address any concerns will aid in advocating effectively for a salary that reflects your value to the company.

La preparación es esencial para manejar una discusión salarial con tu gerente. Investiga los estándares salariales de la industria y ten claro tu valor y contribuciones a la empresa. En mi experiencia, entrar en la discusión con datos concretos y un entendimiento claro de tu posición fortalece tu caso y demuestra tu profesionalismo.

El momento adecuado es crucial cuando se trata de discutir tu salario. Programa una reunión dedicada a este tema y elige un momento en el que tu gerente esté menos ocupado y más receptivo. Personalmente, he encontrado que elegir el momento oportuno puede aumentar significativamente la probabilidad de una conversación productiva.

Your Annual Review is too late to ask for a raise. Budgets have already been set for the years. The Review is simply when such things get communicated, but it's too late to negotiate. Let your manager know that you want to discuss your compensation and schedule a one-on-one meeting 60-90 days before Annual Review season. Make this a meeting separate to your regular one-on-ones. Show up at this meeting with data about your performance, the value you're bringing to the company and the team, and industry salary data for your skillset and experience. This is the right time to let them know what you're looking for and give you the best chance of a significant raise.

Expresar claramente tu valor y las contribuciones que has hecho a la empresa es fundamental en una discusión salarial. Destaca tus logros y cómo has ayudado a la organización a alcanzar sus objetivos. En mi experiencia, demostrar el impacto positivo de tu trabajo puede fortalecer tu posición y justificar un aumento salarial.

Always focus entirely on the value you bring, not your family's needs. "I just had my third child and my spouse wants to stay at home" is a poor argument. "I've brought in X deals and have created efficiencies that have lowered expenses by Y" is a much stronger argument.

It's very natural for our pay to feel personal and any conversation around it to be tinged by emotions, but this needs to be a professional and objective conversation where rationality rules. You won't gain anything by allowing yourself to get emotion. It's a clearcut simple issue: This is what my skillset and experience is worth in the market. Here's the data. How can we get me closer to what I'm worth? I love it here, and if this situation doesn't improve I'm going to be forced to consider one of the many other roles that has been trying to recruit me at significantly higher pay that reflects my value in the market today.

Start the process 60-90 days before performance review season to give yourself the most negotiating wiggle room. If it's not possible for this year, then have the conversation about what performance metrics you need to hit to get the raise you want next year. Maybe a mid-year salary adjustment is possible.