The experts break down *exactly* what you need to know.
It’s critical that every worker has access to knowledge and internal resources, so that having this information isn’t dependent on individual workers speaking up. Even from the first interview for a role, it’s worth asking about.
Byrd notes that knowing what you can ask for is important. “We often think that a higher salary is all that we can ask for, but we can also ask for more inclusive benefits, flexible work arrangements, career advancement opportunities, and so much more,” she tellsKeep that in mind as you start looking at what systems exist for promotions or raises within your organization.
You want to ask what a manager needs to see from you to get to the next level in your role, she explains, as well as what the allotted budget and level of compensation is for every level you advance. De Ala suggests having market research on hand —which could either mean a good, ol’ fashioned Google search of roles similar to yours, or asking colleagues. When negotiating, either for a new job or during your job’s performance review cycle, De Ala advises against specifying an ideal salary. If asked for a number, De Ala suggests punting the question back toasking about the budget allocated for the role. If you do want to name a number, make sure to name a range, De Ala adds.
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