Archives September 2023

If you have never negotiated for a higher salary, the idea of doing may seem frightening. Not so! Negotiating before accepting a job offer ensures all parties involved truly get their money’s worth. In this blog we will discuss the importance of salary negotiation regarding a job offer. Here are some key strategies you can consider before accepting your next job offer.

1. Know Your (Market) Worth

The base pay for a position is likely one of the first things you looked at regarding your job offer. Do your research and ensure you know the market range for the position. How does the employer’s advertised offer compare? Do they offer a salary or hourly range? Many employers now provide a range in their job advertisements. If the minimum pay offered is not a living wage for you, you may want to consider other job offers. If a reasonable living wage is listed and within the market range, consider it a starting point for you salary negotiation discussion.

2. Consider the Whole Compensation Package

Salary is only part of a job’s compensation package. If the employer offers no wiggle room on the starting salary, consider negotiating within the other aspects of compensation. For example, you may be able to arrange for additional paid time off (PTO) or greater flexibility to work from home. Educational and career advancement opportunities, such as tuition reimbursement for training and education that benefits your performance, may also be possible.

3. Aim for the Win/ Win

Negotiation is about more than just getting a larger salary. It’s also about keeping the aspects of your job offer that you like intact. Consider all aspects of the job, including the company culture, travel, benefits, location, opportunities for advancement and education, hours, etc., as you negotiate.

When you propose a new salary, offer research to support your proposal and let the employer know you’re being reasonable in your request. Give the employer time to consider your proposal and allow them to accept your terms or make a counteroffer. The object of a salary negotiation, or any employment negotiation, is to create a win/ win situation for all involved. Be confident in your must-haves but be open to compromise.

Conclusion

Successful negotiation takes research, preparation, and consideration. Before accepting your next job offer, evaluate what your work is worth and be ready to negotiate fairly with your potential employer.

If you need help finding your next role connect with our team today. Contact ABBTECH and speak with a skilled recruiter.

In this blog, we’ll look at four unexpected reasons your employees are leaving and what you can do about it.

Attracting top talent is challenging for many businesses in this active candidates’ job market. Once you have those stellar employees, you want them to be happy and stick around as long as possible. But even employees who seem happy in their roles can decide to quit. 

Is your organization struggling to retain top talent? If so, you may be driving away your best employees without knowing it!

Reason #1 Employees Are Leaving: Lack of Career Advancement

Some employees are completely satisfied working at the same level until they choose to retire. For the most part, however, workers want the opportunity to excel and achieve in their careers. If your employees feel like their chances for moving up within the team, department, or division are limited or nonexistent, they will quickly start looking for fresh opportunities elsewhere.

Ensure your employees have continuing education opportunities and training available to them. Encourage them to improve and expand their knowledge and credentials and recognize their achievements through advancement.

Reason #2 Employees Are Leaving: Management-Style Issues

Management style can be a pivotal factor in whether employees choose to leave. If you tend to micromanage daily tasks and over-supervise projects, your employees may feel stifled and overwhelmed. On the other hand, some employees crave more structure & feedback for their roles.

The key is to get to know your employees individually through the interview and training process. Assess your management style and be open to flexibility when your style clashes with a valued employee. Aim for a well-balanced mix of supervision and freedom to keep your team happy and working productively.

Reason #3 Employees Are Leaving: A Clash of (Workplace) Cultures

If your hiring process is comprehensive, your employees should know your company culture and policies before a position is offered. However, there may be occasions when an employee disagrees with workplace policies or company values adopted and embraced later.

Take the opportunity to talk with your employee about the issues at odds and be open to a compromise that meshes well with your overall company culture.

Reason #4 Employees Are Leaving: Lack of Recognition

We all want to feel seen, especially when it concerns our performance at work. Some employees will quit when they consistently feel their efforts and results are undervalued and unrecognized. They may also leave if other employees receive recognition regularly and they do not.

Make a consistent effort to recognize achievement by every team member, privately and in a group setting. Your employees will feel seen and appreciated, a positive feeling that builds trust and loyalty.

Conclusion

Even the happiest employees may choose to leave for various unexpected reasons. Pay attention to your team and know what could motivate them to go. It could be the key to keeping your top talent onboard for the long haul.

If you need help rebuilding your team, turn to ABBTECH.