Earn Your Subordinates Loyalty

Before “Day 1” Even Arrives

I’m in a specialized technology field, one that generally pays fairly well. I was interviewing candidates for a near-entry-level position, and I expected to pay about $80k for it (this was several years ago).

When we found the candidate, she had one year of experience, and was coming from a job making $60k. She wasn’t unhappy, but she wanted more challenges. I knew my team would be good for her.

She asked for $70k. I went to HR with $85k and “let” them talk her down to $80k.

I’m aware of the discussions around gender pay gap, and my perspective (sorry, folks) is that a significant part of this is negotiation, not “old boys club” or anything like that. I don’t know why, but the women who have worked for me always undervalue themselves.

I don’t undervalue them. For anyone who comes on board, I coach them on negotiations because I want them to get everything they can from the company, and to understand what the role really pays. And what I really expect from them.

It’s amazing how, two years after I hired her on, she went on to take a six-figure job elsewhere in the (huge) company. With my blessing, I might add.

So, why do I do this?

I am given a headcount budget every year.

I ignore it.

I pursue the people I need at a cost that’s justified. I’m not giving away money, after all the company has to be able…