I Just Found Out My Peer is Paid MORE Than Me!

So Anna just had a coaching session with me and she was FUMING, “I just found out my peer is paid more than me!” she said.

And worse, Anna had seen a spreadsheet listing everyone’s salaries in her team…

Suffice to say, she was feeling undervalued and underpaid.

Have you ever been in a spot like that?

And look…

Although I know your anger might be a at boiling point right now…

 

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The knots in your stomach might be churning tighter…

And you’re feeling super unappreciated…

But now is not the time to get emotional.

And I know you will be emotional…

Of course you will!

It can be gut wrenching to see data like this.

It can make you want to scream learning that a peer is paid more than you, or worse perhaps, a junior.

I get it!

Feeling validated and recognised is a basic human need.

And if you are feeling this way it’s only because you’re a human and, thank goodness for that, right?!

But hey, here’s the thing …

Getting emotional isn’t going to help you solve this challenge…

So let all that anger and frustration out…

And then let’s get practical and objective and constructive about what to do about it.

We want a solution, right?

And, as a coach, I’m with you all the way to help you get one. 👍

 

 

You Just Found Out Your Peer Is Paid More Than You…

So let’s get started and do a little role-play.

I’m going to call this peer, or junior person, who is receiving this larger salary, Jaime.

The truth is – and this might hurt to hear – Jaime’s salary is actually none of your business.

(I told you it would hurt).

Here’s why:

There could be a multitude of reasons why Jaime is paid what they are paid today….

(Again, none of these reasons are your business but it might help you get that perspective you need).

For example…

1/ Jaime could have been negotiating hard as soon as he or she took on their first grad role.

2/ Jaime might have worked previously in a work culture or industry that was strong on financial reward…

3/ It might have been a culture too where bonuses or equity were also part of salary packages, enabling wealth to accrue faster.

4/ Jaime could have negotiated 3 or 4, or 8 times throughout their career already, accumulating a larger base and bonus each time.

5/ Jaime might have specific skills, qualifications, experiences or had opportunities in their career that have made them more valuable and marketable.

6/ Maybe, fundamentally, Jaime has consistently pushed harder to ask for what they want.

7/ Maybe Jaime’s expectations of what’s possible and what they are worth have been high all along.

 

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So What Does That Mean For You?

Now I am not saying that you haven’t been adopting some, or all, of these strategies…

But what I am saying is that whatever path Jaime has taken to get to this spot today…

Is unique to Jaime and given it was their choice and a set of actions they took to get this outcome, it’s none of your business.

And in many respects, isn’t relevant right now either.

What is relevant however…

Is thinking about you and your career and how you can start to negotiate on your own behalf more effectively.

You can choose to get mad or feel jealous or worry about situations outside of your control…

Or you can choose to look at this objectively and figure out which practical steps you could take right away to turn this around.

And if you haven’t ever negotiated on behalf for yourself, it might be time to start.

It’s never too late to start btw…

And it you want some practical starting steps, keep reading…

 

 

How to Start Negotiating for Yourself

Ready with a notebook and a pen?

Great!

Let’s get started…

1/ First up, I’d like to invite you to review the 7 steps that Jaime might have taken above.

Have these steps given you any fresh insight as to why things are as they are for you perhaps?

Are there relevant steps that you would like to adopt or get better at? 🤔

 

2/ Remember a salary is just one part of any package.

What else is important to you in your life?

Growth opportunities? Learning opportunities? Balance? Mentorship? Giving back?

Could these be factored into your negotiation?

 

3/ Know your market value. Bottom line – this is the most important bit of data to find out. 🙌

 

4/ Forget everyone else for a minute, your market value and all that.

Just get really clear on what salary you would be happy with, that you feel reflects the value you add.

A salary that you would be proud of. What’s that number?

 

5/ Get a time into your boss’ diary to talk about what you want from your career:

Where you want to go, the opportunities you’re looking for, how you want to add value to the organisation.

Talk about the KPIs you are smashing and ask when salaries will be reviewed.

And be crystal clear that your expectation is that you want to be considered for a pay rise. 😎

 

If you want to get promoted faster, you’ll love my free resource, The 7 Habits of Female Execs Who Get Promoted!

 

Leave nothing to chance…

Communication is essential if you want to get paid appropriately for what you do.

So start communicating and starting chasing down the outcomes you want!

Rebecca x

Hey there, I’m Rebecca Allen. I’m a Career Success Coach for women who want to be promoted, be trusted for their advice and decision making and who want to be paid appropriately for the hard work they do.

If you want to get promoted or paid appropriately you’ll love my free resource, The 7 Habits of Female Execs Who Get Promoted – get promoted faster!

 

 

Related Blogposts:

How to Respond to a Low Salary Offer, with Rebecca Allen Career Success Coach for Women

How to Negotiate a Better Financial Package, with guest Tiffany Kirkwood Executive General Manager Hastings Deering