大多數(shù)人要么不敢開口提這個要求，要么不擅長跟老板談判。實際上，在向老板要求加薪時，有很多方法可以幫你提高成功率。接下來，小編給大家準(zhǔn)備了想漲工資怎么談雙語,歡迎大家參考與借鑒。

　　想漲工資怎么談雙語

　　Dear Annie: The article that appeared on your site about Gen Y women closing the pay gap resonated with me, because I am a 26-year-old female e-commerce manager making about 20% less than I'm worth on the open market -- at least, according to all the research I've done (and two recruiters I've spoken with). What happened was, I accepted this job at a low salary in 2009 because I had only about a year of experience at that point and because, in the worst of the recession, I felt lucky to be working at all.

　　親愛的安妮：您網(wǎng)站上的一篇名為《Y一代女性正在縮小收入差距》的文章，引起了我的共鳴。我是一名26歲的女性電子商務(wù)經(jīng)理，我的收入比我在自由市場的價值低了約20%——至少，根據(jù)我做的所有調(diào)查(以及我交流過的兩名招聘人員)來看是這樣。事情是這樣的，2009年的時候，我只有一年的工作經(jīng)驗，而且在經(jīng)濟(jì)危機(jī)最為嚴(yán)重的時期，我認(rèn)為能有份工作就很幸運(yùn)了，所以我以很低的薪水接受了現(xiàn)在的這份工作。

　　Since then, I've expanded our business significantly, hired and trained some real stars, and made other important contributions, but I've still gotten just the standard 2.5% annual raise everybody here gets, and I think I deserve more. I love working here and would rather not leave, but my negotiation skills are not so great, and budgets are still tight. Can you recommend any specific things to say to my boss, or not say? -- Just Jill

　　之后，我大幅擴(kuò)展了公司業(yè)務(wù)，招聘和培訓(xùn)了許多真正的明星員工，還在其他方面為公司做出了重要的貢獻(xiàn)。然而，雖然如此，我卻只能與其他所有人一樣，每年獲得標(biāo)準(zhǔn)的2.5%的加薪。我喜歡在這里工作，并不想離開，但我對談判技巧不夠精通，而且公司預(yù)算也非常緊張。我該如何對我的老板說呢?或者我是否應(yīng)該打消這個念頭?您有什么建議?——J.J.

　　Dear J.J.: You're not the only one who's "not great" at negotiating. Regardless of their position, 36% of men say they "always" ask for more money when they feel they've earned it, says a recent poll by Salary.com -- which is more than the 26% of women who say they do, but still hardly a majority.

　　親愛的J.J.：你并不是唯一一位“不太擅長”談判的人。薪酬調(diào)查網(wǎng)站Salary.com最近的一份調(diào)查顯示，不論身處何種職位，都有36%的男性表示，只要他們認(rèn)為自己應(yīng)該得到加薪，他們“經(jīng)?！睍岢鲆?mdash;—而女性則僅有26%，但這根本算不上大多數(shù)。

　　Moreover, it seems that tech professionals (including e-commerce managers) leave ,300 or more per year on the table by accepting the first offer a hiring manager makes, according to a new report from tech job site Dice.com. National average pay for techies is ,619, and, says this poll of 838 hiring managers, most candidates would get at least 5% (,300) more if they just asked for it. Only 18% of the managers surveyed said their initial offer is set in stone.

　　此外，據(jù)科技求職網(wǎng)站Dice.com的一份最新報告顯示，科技行業(yè)從業(yè)者(包括電子商務(wù)經(jīng)理)如果接受招聘經(jīng)理一開始提出的薪酬，他們每年似乎要少賺4，300美元。美國科技行業(yè)從業(yè)者的平均工資為85,619美元，而接受調(diào)查的838名招聘經(jīng)理表示，如果員工敢于提出要求，大多數(shù)員工都能獲得至少5%(4,300美元)的加薪。只有18%接受調(diào)查的招聘經(jīng)理表示，他們當(dāng)初提出的薪酬是不可更改的。

　　"The only explanation for the lack of haggling is fear," observes Tom Silver, a Dice.com senior vice president. He suggests that people calm their nerves by keeping in mind that "a negotiation is simply a discussion aimed at reaching an agreement, which both sides want."

　　Dice.com高級副總裁湯姆•席爾瓦認(rèn)為：“對于缺乏討價還價的嘗試，唯一的解釋是擔(dān)憂。”他建議，人們應(yīng)該平心靜氣，牢記“談判只是一次討論，目的是達(dá)成雙方都能認(rèn)可的協(xié)議?！?/p>

　　That's especially true since, from your description, you sound like someone your company would prefer to keep around. "But attitude is key," says Stuart Diamond, who teaches a popular course on negotiating at The Wharton School and wrote a book called Getting More: How You Can Negotiate to Succeed in Work and Life. "Going in as the injured party and being negative will not work. You have to be positive and upbeat."

　　的確如此，因為根據(jù)你的描述，聽起來你應(yīng)該是公司希望留住的人才?！暗珣B(tài)度是關(guān)鍵，”斯圖爾特•戴蒙德說。戴蒙德為沃頓學(xué)院(Wharton School)教授談判技巧，還曾寫過一本書，名為《獲取更多：工作和生活中的談判藝術(shù)》(Getting More: How You Can Negotiate to Succeed in Work and Life.)。抱著受害方的身心態(tài)，始終帶著負(fù)面的情緒進(jìn)行談判，根本于事無補(bǔ)。你必須要積極向上。

　　You also have to be "collaborative," he adds. "Be ready to acknowledge, at some point in the conversation, that budgets are tight. Say something like, 'I know it must be tough for you with so many people wanting more money.' The last thing you want is to make your boss uncomfortable." A little empathy can go a long way.

　　“你還必須學(xué)會‘配合’，”他補(bǔ)充道?！霸谡勗挼哪硞€時刻，準(zhǔn)備好承認(rèn)預(yù)算非常緊張。比如，你可以說：‘我知道，現(xiàn)在許多人要求加薪，您肯定非常難辦。’你肯定不想讓老板感覺不舒服?！币稽c點同情可以帶來很大幫助。

　　Then, Diamond recommends these four tactics:

　　下面是戴蒙德建議的四種策略：

　　1. Ask the right questions. "First, ask your boss to tell you her perception of your work," Diamond says. "Then ask whether she thinks you're worth more than you're making.

　　1. 提出正確的問題。戴蒙德說：“首先，要求老板告訴你她對你工作的看法。然后問她是否認(rèn)為你值得增加報酬。

　　Explain that you know you're underpaid relative to the market outside the company, but are you also making less than other people of similar rank inside the company?"

　　向她解釋，你知道自己的工資低于市場平均水平，但你的工資是否也低于公司內(nèi)部同級別的其他人?”

　　You should also ask what the company's criteria are for giving bigger raises than the across-the-board 2.5%. "Seek out the standards they use," says Diamond. If that information isn't forthcoming, "focus on the company's needs in the future. Ask, 'What can I do for you going forward that would be worth the kind of raise I'm requesting?' The answer commits your boss to a standard and gives you something to shoot for." It might also be the basis for a performance bonus down the line.

　　你應(yīng)該詢問，要想獲得比總體2.5%更大幅度的加薪，公司都有哪些標(biāo)準(zhǔn)。戴蒙德說：“找到他們所采用的標(biāo)準(zhǔn)?！比绻麤]有這方面的信息，“關(guān)注公司未來的需求，同時提問：‘未來，我能做些什么才能符合我所要求的薪資水平?’這個問題會讓你的老板給出一個答案，也就是變相承諾一個標(biāo)準(zhǔn)，同時讓你可以明確努力的目標(biāo)?！边@也完全有可能是績效獎金的依據(jù)。

　　2. Don't make it personal. "Instead of saying, 'I'm worth more than a 2.5% raise,' talk about what the job is worth" -- for example, how much your department contributes to revenues and profits. Says Diamond, "The conversation should center on the work, not on you. The less personal you make it, the easier it will be for your boss to justify a bigger raise to the people upstairs."

　　2.對事不對人?！安灰f：‘我值得公司為我提供2.5%以上的加薪’，而是應(yīng)該談?wù)摴ぷ鞯膬r值——例如，你所在部門給公司貢獻(xiàn)了多少收入和利潤?！贝髅傻抡J(rèn)為：“談話應(yīng)該以工作為中心，而不是以你個人為中心。盡量不要把問題私人化，這樣你的上司便越容易找到正當(dāng)理由，向高層申請更大幅度的加薪。”

　　3. Be prepared to think incrementally. It's unlikely you'll get a 20% raise all at once. "So try for a smaller amount now and more later on," Diamond suggests. "The best negotiators don't have a home-run mentality. They go for lots of little wins. Bunts and singles are what win ball games."

　　3. 做好步步為營的準(zhǔn)備。你不太可能一次獲得20%的加薪?！耙虼耍憧梢悦看螄L試要求較小幅度的加薪，”戴蒙德建議?！白畛錾恼勁姓邚膩聿粫е氨緣敬颉钡男膽B(tài)。他們會爭取一個個小的勝利。在棒球賽里，短打和一壘安打才是制勝的根本?！?/p>

　　4. Consider intangibles. Assuming the pay hike you're offered (for now) is a small one, have a few other possibilities in mind. "Be ready to ask for something else besides money that matters to you," Diamond says. Maybe it's extra vacation time, a window office, a health club membership, or the chance to telecommute a couple of days a week -- whatever would help close the pay gap, in your mind, and that would be a relatively easy "yes" for your boss.

　　4. 考慮無形報酬。假設(shè)你現(xiàn)在獲得的工資很低，可以考慮其他的一些可能性?！皽?zhǔn)備要求除了錢之外對你非常重要的其他事情，”戴蒙德說。比如額外的休假時間、一間獨(dú)立的辦公室、一家健身俱樂部的會員資格，或者每周兩天在家遠(yuǎn)程辦公的機(jī)會——任何能夠幫助縮小收入差距，而且相對更容易獲得上司批準(zhǔn)的要求都可以提。

　　What can you do (besides quit) if you still hear "no"? "Start keeping a list of specific accomplishments -- date, time, and task -- and write down at least two or three items a week," Diamond suggests. "In particular, be sure to include anything that saves the company money." This way, when you ask again in six months or a year, "you'll have a detailed record of your contributions, which is hard for any boss to say 'no' to." He adds: "This is one of the surest ways to hear 'yes,' yet very few people do it."

　　如果嘗試了以上建議，仍然無法得到批準(zhǔn)，(除了辭職，)你還能做什么?戴蒙德建議：“開始記錄自己的成就清單——日期、時間與任務(wù)——每周至少寫下兩三個項目。尤其是要保證其中包括為公司節(jié)省了開支的項目?！边@樣一來，六個月或一年之后，當(dāng)你再次提出加薪要求時，“你就有了一份詳細(xì)的紀(jì)錄，可以展示自己為公司所做的貢獻(xiàn)。如此一來，你的上司肯定很難再拒絕你的加薪要求了?！彼a(bǔ)充說：“這是獲得加薪批準(zhǔn)最保險的方式，只是很少有人會這么做?！?/p>

　　Good luck.

　　祝你好運(yùn)。
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