10 step process to bonus negotiation
Help! My bonus is less than my male report!
Despite reaching my targets year on year with related bonuses, I have just discovered that one of my reports (male) is going to receive a greater bonus than myself this year. It was a very successful year for me personally in terms of meeting targets, and of course my team exceeded expectation. How do you think I should handle this. Sara (Italy)
Hi Sara – Thanks for your mail. This is not an uncommon situation. Women step up to the negotiating table 6 times less than men during their careers and generally according to what stats you read, earn 81% of their male counterparts. I actually think this is probably a generous figure. I cover this in detail in a series of posts starting with “Let’s go girls.. negotiate .”
As you say you had a particularly successful year as team manager as well as previous years. Bonus negotiation is no different to salary negotiation.
[Tweet “My first and basic question would be: “why are you not making bonus recommendations and who is?””]
So I would suggest the following 10 step process for bonus negotiation:
- Get into business neutral – don’t take this personally. It’s a negotiation process.
- Understand well your areas of added value – have all that information prepared as a business case.
- Talk to your boss with attentive listening skills “Help me understand… “
- Benchmark your salary within your team – were there any special circumstance to factor in?
- Research your own external market value.
- Look at fringe benefits – could you translate extra cash into another benefit. Is that what you want? Benefits can eventually have a high monetary value and also play an important role in work/life balance issues. There is a caveat in the sense that generally benefits do not count toward pensionable earnings if there is a scheme. Factor this in fully.
- Be prepared to get into the double bind of women being perceived as aggressive and strident when negotiating salaries and fees. Let that go. Remember business neutral.
- Do you have an HR appeals process within your organisation. What is the HR input?
- Evaluate any rejection neutrally – the question should be not be “ do you want to stay in this job?” – but “when would be a good time to leave? My employer doesn’t value me.”
- Really ask yourself if you are prepared to leave. If it all works out make sure you have control over the salaries and bonuses of your reports.
Hope this helps.
Found that interesting?
Learn more about our services
Make your dreams a reality with a professional evaluation of your career to date.
The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)
Career Management Basics for Strugglers and Jugglers
June 15th Learn how to identify your transferable skills
June 22nd Build a strong network
June 29th Raise your visibility
If you would like to join the live recording of these sessions please contact [email protected] for the Zoom Link
Dates for the Diary
June 10th - Corporate Workshop: Build your Personal Board of Directors
We have Remote Learning Programs available
Check out our exciting portfolio of offerings to support your business in upskilling and competence building for your teams, to address the unprecedented challenges that women face in this new totally a digital world.
Download and listen free podcasts
Research shows a link between emotional intelligence and career success. It’s not a natural talent as people quite often believe but it can be improved with practice so here are 5 signs of a high EQ
Delphine Lescole launched a short survey to collect corporate businesses’ impressions, and explore more specifically the subject of Diversity and Inclusion corporate partnerships in cultural organisations. She is targeting specifically working members of companies using corporate sponsorship as a promotional tool.
The next piece of professional awkwardness could very well be around one of the timeless social greetings – the future of the handshake.