You've nailed the interview and have just received a job offer.  Disappointedly, the compensation is low.  You perceive the offer as 'firm'.  There is such a 'finality' about a formal letter.  Even if you wanted to counter, the fear that the job offer will be withdrawn is real. There's a sense of urgency to accept. 

Fear has a way of convincing us that our options or choices are limited.  Fear of rejection also prevents us from negotiating a better offer.

Sheryl Sandberg said, "Taking initiative pays off. It is hard to visualise someone as a leader if she is always waiting to be told what to do."

As executive and personal assistants, we talk about acquiring leadership skills and taking steps to define our leadership style. Yet, when it comes to a raise or accepting a new job offer, many shy away from taking a leadership role in negotiating their salary.  

How do we achieve a figure that better reflects the value of our contribution as professionals in the workplace, a compensation package we can be proud of that speaks to our vast experience and depth of expertise?  How do we avoid reluctantly accepting first offers or walking away from a potentially great career opportunity because we weren't fearless enough to ask for more?  

Allowing others to dictate your worth is bad for business. This is why.

When salary is an issue even before you start a new job, or the salary bump received is not aligned with the general increases across the company, it will become a huge distraction that prevents you from reaching your potential.  In becoming a distraction, it will impact the way you perform in the role.  Your motivation and drive are affected, which can have a negative impact on the overall contribution you make to the organisation.  You can see how salary - something you might think is just between you, your manager and HR - can have a ripple effect across so many areas of your work life that can negatively reflect on you. 

If you're not happy with the offer, take the initiative and invite a discussion and create the opportunity to negotiate.  Acknowledge the offer in an email and ask for time to think it through.  Buy yourself time to craft a strong response.

The Counteroffer

Your response needs to include the base salary you'd be comfortable with; plus clearly outline the benefits you're seeking. Ensure there is some 'wiggle' room – a range within which you would be happy to accept if your top figure is not met. Too often, particularly for smaller companies and start-ups without an HR function, first offers fail to clearly define the total remuneration package that should include all benefits, including annual leave entitlements, out of pocket expenses, technology devices made available, etc. If you're adding these components to your counteroffer, support them with metrics such as industry benchmarks or suggest matching your current compensation benefits.  Above all, articulate your position in a respectful, factual, and succinct manner. 

Planning is important. 

Take steps to ensure you have options to fall back on if your counteroffer is not accepted. For example, don't quit your current job until the deal is done! Also, be prepared to walk away from the negotiation. 

If your counteroffer is dismissed without the opportunity to discuss it, you must ask yourself if you want to work for a company or someone too ready to dismiss you. The way the exchange takes shape is an indicator of things to come.

Striking the right language structure and tone

Above all, negotiation skills rely on your ability to articulate your counteroffer in a communication style that will resonate with the other party. Reflect on your interviews and the dynamic of the organisation and industry.  Is a straightforward approach better suited, or do you adopt a more diplomatic tone?  Use language that is assertive but not demanding. For example, "please consider" instead of "I would like", "closer align with expectations" rather than "meet expectations". 

How you structure the language in your counteroffer has the power to establish you in control and on equal footing to lead the conversation. For example, "I propose the following", outlining what you'd like as part of your compensation, allows you to re-establish the parameters rather than trying to explain why their offer is not enough.

Close your counteroffer with an invitation "to discuss" rather than a request for their "thoughts".  An invitation suggests you are not only open to working towards an agreement but are fearless to take on what is often regarded as a challenging conversation.

It’s within your control

When it comes to salary, promotions, and bonuses, what you accept is largely within your control.  If you have received a letter of offer, you have the skills and attributes they seek and, therefore, are in a strong position. Draw confidence from this knowledge and validate their selection by showcasing your negotiation skills. 

Being able to negotiate indicates you have strong planning and strategic skills, a collaborative mindset and solid communication skills. 

Be fearless.  What would you ask for if you had nothing to lose?