The question of how to negotiate better pay and benefits without fear of retaliation or backlash is a heavy one. 

Honestly, if you are worried about retaliation and backlash, you may be working for the wrong company. 

What you bring to the company is value and you should never be afraid to ask for more or state what you believe you should be paid.

Many women don’t like to do this; we often believe that one day, God will touch our boss’s mind, similar to the story of Mordecai and the king. 

While prayer helps, we need to become very comfortable with asking. 

Assuming you are in a good company, here are steps on how to negotiate for a better pay:

1. Know Your Market Worth

You need to always know your worth. 

What is the market value of the work you do? 

For example, if you are a financial analyst, how much do financial analysts earn in the market today? 

Consider the type of company you work for (e.g., tier one, tier two or tier three) and know how good or average you are. 

Knowing this value helps you determine if your current pay is behind, ahead or at market rate.

If you are behind, this information provides supporting evidence for your negotiation.

You should be able to maximize the talent God has given you by working for the person or company who can pay you the best while remaining in line with your values and purpose.

2. Quantify the Value You Bring

Look back at all the things you have done for the company. 

How have you helped the company make more money or how have you helped them spend less and reduce their costs?

This applies to all kinds of roles, not just sales.

• Commercial/Sales: You can quantify that you’ve grown revenue or profit by a certain amount.
• HR/Communications: You can show that you spent less than the allocated HR budget and that money flowed down to profit, adding value.
• Agency Work: If a project that should have been done by an agency for a certain cost (e.g., 10 million) was done by you for free, quantify that value.

You must quantify and modify the value you have brought to the company.

3. Have the Conversation Strategically

You should have these conversations based on strong performance. 

As a poor-performing staff member, it is not advisable to ask for salary increase. You need to be a top performer who is bringing value.

When you are ready, use a sandwich approach for the conversation:

• Positive Opener: Start by saying you really love what you do and love working for the company.
• The Ask: State that you feel you could be better compensated.
• Support: Explain your reasons, such as the market commanding a certain rate or the value you bring to the table.

Go in with an idea of what you want. If you are a great staff member, your manager will most likely say they will look into it.

4. Back It Up with Prayer and Follow Up

Before and after the conversation, you should back it up with prayer. Trust that conversation will yield more. 

Even if you don’t get the desired result, don’t be afraid to continue having those conversations until you see the change you want or you move somewhere else to get what you desire.

SEE ALSO: How to Cope With Criticism Without Losing Motivation