By now, you probably already know that salary is negotiable. But that's just one of many rules at work that you can discuss. Regardless of whether it's listed or not, other factors such as flexibility in where you work, maternity leave, or the projects you work on are not completely rigid.
Of course, this doesn't mean you should start asking questions during your first interview rounds or during your first week on the job. But if you're a valued team member, or starting a senior position, you'll have more freedom.
“Employees may not have much of a say at the start of their careers,” said David Lewis, president and CEO of OperationsInc, a human resource consulting and sourcing company. But those with five or more years of experience are often more likely to work with employers to find solutions that make work more relevant to their lives.”
So be ready to speak up. Here are five other issues beyond salary that you can negotiate – and expert advice on how best to approach each.
1. Flexible time
Contrary to popular belief, many of us don't work a rigid 9 a.m. to 5 p.m. schedule. According to a 2013 survey by the nonprofit research group Catalyst, 4 out of 5 employees worldwide have college degrees that have access to flexible work arrangements of various types.
If you think flex time is only needed for working mothers, the survey found that 50% employees without children consider flexible working hours to be “very important or extremely important”. “Hungry workweeks, reduced work schedules, shared work, and guaranteed eight hours of work a day are no different,” says Anna Beninger, Senior Research Fellow at Catalyst, who puts it. survey, shared.
Ways to achieve: First, think about what you really need – instead of asking generically about “flexible hours”, you can ask for more details, like working from home every Friday, or leaving early. 1 hour 2 days a week. Once you've narrowed it down, "ask your manager or human resources if there's such a rule at your company, or if they'll consider it," advises Beninger.
Then create a detailed plan of how you will fulfill, or even excel, in your current responsibilities and assignments in a flexible work environment, and present it to your manager. either in exchange or in writing (depending on your comfort level and the level of the relationship). If your manager hesitates, set a trial period: You will work flexible hours for 6-8 weeks, and then formalize it if your manager pleased with your contributions during this period.
2. Promotion and Position
Think you can jump to a new higher position when the annual review arrives? Think again. “If you really add value to the organization, within a few months, you could be considered for a promotion,” says Lynn Berger, New York City-based career coach and mentor. "If that's the problem, go for it," she added. “The longer you wait to progress in your ministry, the slower your chances of achieving your career goals will come.”
Ways to achieve: Lay the groundwork by demonstrating that you're a valuable employee (you can start with these tips from real bosses) and keep an eye out for opportunities to ask for a promotion. When you approach a manager to request a review, you want to create a good base.
Another tip: Find allies at work by behaving respectfully, helping others, and being friendly with everyone. “Find yourself a supporter, a superior who will always support you,” advises Beninger. “Research shows that employees with a cancer advocate are more successful in their careers.” An advocate in your company will understand the politics of your work and can help you prepare a suitable plan for promotion – or at least speak well for you when the opportunity presents itself.
3. Maternity leave or maternity leave (for men)
Among all the industrialized nations, the United States continues to lag behind in proactive parental policies: Paid parental leave is not legally required, and the Parental Leave Act. The 1993 Family and Medical Leave guarantee guaranteeing 12 weeks of unpaid leave covers employees only at companies with more than 50 workers.
That might explain why only 16% out of 250,000 HR employees surveyed said their companies offer paid maternity or paternity leave beyond the benefits of not short-term, according to a 2011 Human Resources Management Association poll. Still, there are ways to help you get more time off after you have kids.
Ways to achieve: "Although it's rarely longer than three months, except in some states, you can negotiate to 'slowly get back to work,'" says Claire Bissot, director of human resource development at CBIZ. After your baby is born, you may only be able to work a few days a week, or arrange to work from home a lot of the time,” she added. “Make sure you consult with your human resources manager to make sure that the reduction in hours, even for a short period of time, does not negatively impact benefits such as health insurance. .”
Lewis from OperationsInc agrees: “In an age where everyone can work via email, it's easy to maintain an integral part of your work team even when you can't be physically present. in the office. “And, he adds, your opportunities may be best outside of the corporate world. “Size is also important. Smaller companies are less worried about setting precedents for all employees, so they are generally more flexible.”
4. Vacation time
According to the Center for Economic and Policy Research, the average American worker working for a private company only has 10 days of paid leave and 6 days of paid holidays, but if you are a valuable within your company or in a higher position, says Lewis: “You can absolutely ask for more leave than you're getting. You can also get an increase in the number of leave days in unusual circumstances,” he explains. For example: “If you are married and want to go on a honeymoon, or you have a sick relative that needs care.”
Ways to achieve: If there are no rules for special circumstances like weddings or family emergencies, your annual or semi-annual review period is a good time to ask for extra vacation. Before you go to HR, be sure to leave your ego at the door: “If you come in with the attitude that you need or expect certain extra time off or worse, tell your manager. reason that you're going to use it - you're bound to run into resistance after that," warns Lewis.
Delicate explanations explaining how to minimize the impact of being away from work (e.g. I'm taking 2 weeks off to deal with some family matters. working with my colleagues to ensure that projects are well managed during that time”) is easier to accept – especially before you intend to take a long break.
5. Join big projects
If you want to swim with the big fish, you have to dive into the deep sea – and that's why you can, and should be asked to take part in exciting projects that may be beyond your ability or skill (projection). ant), Berger explains. In fact, research suggests that the freedom to choose jobs builds self-control at work – one of the key factors of job satisfaction.
How to achieve: Unless it's extremely sensitive or time-sensitive projects, you don't need to write down your request, says Berger — but prepare to start discussions with your manager or/ and project managers and tell them you can add value to the project in particular and the organization in general. “Even if you don't get approved,” she continued, “by standing up to ask, you take a step forward in building your image at work.”
