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One of the most challenging tasks in leadership has to be having a genuine discussion about compensation – especially in economically unpredictable times.
Whether you’re a seasoned executive or a first-time manager, discussing salary increase opportunities during a downturn requires a balance of empathy, transparency, and business acumen.
Economic downturns affect everyone. Your employees are likely feeling the impact of inflation, market uncertainty, and possibly even witnessing redundancies in their professional networks.
As a leader, you’re tasked with bridging the gap between these genuine concerns and your organisation’s financial constraints.
Effective salary negotiation requires thorough preparation, yet many leaders find themselves struggling to balance employee expectations with business realities. To avoid this common pitfall, start by:
The key is to arm yourself with concrete data while remaining flexible enough to have a human conversation. This isn’t just about numbers – it’s about people’s livelihoods. Think of these conversations as building blocks for long-term trust. Here’s how to approach them:
Acknowledge the challenging environment upfront. A simple “I understand these are difficult times, and I want to have an open discussion about your salary expectations” can set the right tone.
Share appropriate context about business performance and constraints. Your employees are adults who can handle the truth if it’s delivered with respect and clarity.
Compensation isn’t just about base salary. Highlight the complete package, which includes benefits, learning opportunities, and workplace flexibility. This isn’t about deflecting – it’s about painting the whole picture, including additional benefits beyond base pay.
When handling pay rise requests during a downturn, follow these essential principles:
While traditional pay rises remain the most straightforward way to recognize and reward employees, economic downturns often require creative thinking about compensation. When budget constraints make immediate pay rises impossible, leaders need to explore alternative ways to provide value and demonstrate appreciation for their team members.
The success of these conversations often lies in the how, not just the what. Consider these approaches:
Navigating a salary discussion during a downturn is about more than just delivering news about compensation constraints. It’s an opportunity for refined negotiation strategies to demonstrate leadership, develop trust, build engagement, and strengthen relationships with your team.
A negotiation process also allows leaders to understand employee needs and make informed decisions as part of the hiring process.
By approaching these discussions with preparation, empathy, and a focus on the future, you can maintain team engagement and establish stronger relationships when economic conditions improve.
Remember, your employees will likely forget the specific numbers discussed, but they’ll always remember how you made them feel during challenging times. Make these conversations count.
Get a comprehensive view of salaries across various industries and roles with our 2024 Page Insights Salary Guide, which features the average salary of roles in Australia’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.
Read more:Why should someone be led by you?How to prevent employees from job hoppingThe role of salary transparency in reducing workplace inequality
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