So you REALLY want to be a better people leader—or want to grow more effective people leaders across your organization—but it all feels so darn complicated these days, right? Hybrid workforces. Increased demands on pay and time off. Turnover turbulence. Economic headwinds. Fill in your company's crisis du jour here. 😱 I help leaders create fresh solutions to people problems, especially when it comes to retaining and motivating their best people. In a nutshell, I help you help people stay—and grow, and thrive. And when your people grow, you do, too. **Please know you're not alone. I see you, and I can help. One way to start is to sign up for my weekly Insider strategies and stories—ideas I only share with my private clients and with you directly in email. **
feel funny about asking for money? 💰 💲🤑
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So Reader, another one of my coaching clients got a raise this week. Love it when that happens—well deserved and well earned. But her company just had layoffs. Her industry is under stress. How the heck did she get a raise?? Well, she finally asked. WAIT -- what?? Yes, she asked. She'd been musing about it for a while (I think I'm worth more). Those thoughts soon morphed into frustration (why am I not worth more??) which then mutated into worry (what if I'm NOT worth more? )😉 (Anyone relate?) She came to our coaching session to prep for the conversation. She'd written out a massive list justifying an increase: past accomplishments, market data, and the deets of her recent Exceeds Expectations rating. She had a whole deck drafted to make her case. 📝 But as we talked through it, the big pitch felt like overkill. It felt defensive . . . desperate even. Then she started getting into her head about the layoffs. . .the industry challenges . . .the lizard brain thoughts in her head that said "maybe I'm not so valuable after all" and "maybe it's selfish of me to ask for more when some have nothing." We worked through it all in our coaching session. Looking at it objectively, she realized she's even MORE valuable due to layoffs as the company needs to retain its top talent. And, by earning more, she can help more people--not take away from them. By the end of our coaching session, we'd crafted a simple conversation starter. It went something like this: "Based on my contributions to the company and my market research, I believe the annual salary for my role should now be $X to remain competitive. I've always appreciated your support of my work and would like to continue to grow my career here, instead of at one of our competitors. What do you need from me so that we can get my salary to $X within the next three months?"
As she tells it, her boss scratched his head, paused for a sec, and then said, "Nothing. There's nothing I need from you. Let me talk to HR and figure out the process." In a week, she got the news that her increase was on its way—exactly what she'd asked for, without having to browbeat her way into it. That's a happy ending many of us want. Sure, it isn't always simple. But we hesitate. Procrastinate. Palpitate. Truth is, we're just afraid to ask. If that's you, I've got the perfect resource for you: Read & share: "Help! I’m Afraid to Ask for More Money at Work (& What to Do If That’s You)" Includes more scripts, too! How about you, Reader? Is it time to ask for more money? Or is there something else you need to ask for (support, a changed workload, a break)? Hit REPLY and tell me about it—your notes are always completely confidential and I love hearing from you. 😍 No matter what's happening in your workplace, it's your job to remind decision-makers that you have value—and to attach a $$ (or €€ or ₹ or your local currency) sign to that value. After all, you are NOT a commodity— the world needs you now more than ever. Always, Darcy P.S. If this simple script or the strategies in the article brings you value, would you consider buying a friend or family member a copy of my book, "Red Cape Rescue: Save Your Career Without Leaving Your Job?" I'd consider it a vote of support for all the resources we share here at RedCapeRevolution.com, most of them free. Plus, if you already have the book, please leave a short review--they're incredibly influential in helping others find our work here. THANKS! Your support means the world to me.—D |
Darcy Eikenberg, PCC
So you REALLY want to be a better people leader—or want to grow more effective people leaders across your organization—but it all feels so darn complicated these days, right? Hybrid workforces. Increased demands on pay and time off. Turnover turbulence. Economic headwinds. Fill in your company's crisis du jour here. 😱 I help leaders create fresh solutions to people problems, especially when it comes to retaining and motivating their best people. In a nutshell, I help you help people stay—and grow, and thrive. And when your people grow, you do, too. **Please know you're not alone. I see you, and I can help. One way to start is to sign up for my weekly Insider strategies and stories—ideas I only share with my private clients and with you directly in email. **
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Every December, Reader, millions of professionals around the world agonize over one simple question: Should I give gifts to my coworkers? It's tricky to answer. But I'll try anyway. Here's my mental model for giving gifts at work. First of all, everybody appreciates appreciation. If you've had a great experience working with someone this year--or even if it's been a little bumpy but you've welcomed how they've shown up--consider some form of appreciation. I'm not a fan of giving food or drink...