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領(lǐng)導(dǎo)力內(nèi)幕網(wǎng)絡(luò)是美國(guó)的一個(gè)在線社區(qū)，美國(guó)商界最睿智和最有影響力的大咖會(huì)在這里及時(shí)回答與職業(yè)和領(lǐng)導(dǎo)力有關(guān)的問題。今天為大家分享的是Clever公司創(chuàng)始人、CEO凱特?林肯在“如何要求加薪？”這一問題下的答案。

研究顯示，在要求加薪的時(shí)候，男性比女性更容易獲得成功。有些女性之所以能一步一個(gè)腳印地爬上職業(yè)生涯的階梯，而有些女性始終處于職場(chǎng)金字塔的塔基，這其中的區(qū)別就在于她們能否大膽地為自己爭(zhēng)取權(quán)益。

我可以告訴你，在多年的招聘工作中，我曾經(jīng)親自招聘過幾百個(gè)員工，其中男性員工100%都會(huì)跟公司談判，要么談薪水，要么談休假。就連沒有薪水的實(shí)習(xí)生也要談免費(fèi)工作餐的事情。是的，就連沒有薪水的實(shí)習(xí)生也要變相地談他的“薪水 ”。

男人總是會(huì)大膽地追逐加薪、升職等職業(yè)發(fā)展機(jī)會(huì)，而女性在面對(duì)涉及自身的經(jīng)濟(jì)利益時(shí)，卻總是羞于開口。

那么，女性應(yīng)該如何與公司進(jìn)行談判呢？

別害怕“無(wú)事生非”

女性員工只要一開口談判，就容易讓人產(chǎn)生貪婪和苛求的印象，然而這些形容詞很少會(huì)用在男人身上。很多人覺得談錢傷感情，還有很多人一談錢就覺得不好意思，不管開沒開口，自己先背負(fù)上一層內(nèi)疚感。但是你必須意識(shí)到，談薪水不僅沒有什么好愧疚的，而且公司也期待你這樣做。所以你要打消自己的內(nèi)疚感，準(zhǔn)備好充分的數(shù)據(jù)證明加薪的合理性。

做好功課

在提出加薪要求前，你要充分利用“信息戰(zhàn)場(chǎng)”，為自己的談判增添籌碼。比如你可以在Salary.com和Palscale.com等相關(guān)網(wǎng)站上看看具備相似技能、教育背景和工作經(jīng)驗(yàn)的人才值多少錢，同時(shí)既要看看全國(guó)的水平，也要看看你所在城市的水平。我們的社會(huì)總是教育女性不要采取對(duì)抗性的溝通方式（并不是說要求加薪這種行為本身是一種對(duì)抗，但它很容易給人產(chǎn)生對(duì)抗的感覺），也很少鼓勵(lì)女性從經(jīng)濟(jì)價(jià)值方面考慮自己的貢獻(xiàn)。

跟一名信任的同事進(jìn)行“角色扮演”

有人說，女人很少會(huì)真心支持其他女人，但我發(fā)現(xiàn)事實(shí)恰恰相反。在我職業(yè)生涯的不同階段，我幸運(yùn)地遇到了三位很有實(shí)力的人生導(dǎo)師，她們不止一次利用她們的政治資本提攜了我和我的同事們。其實(shí)職場(chǎng)女性完全可以形成一個(gè)良性循環(huán)：在高薪實(shí)權(quán)崗位上的女性越多，未來就會(huì)有更多女性進(jìn)入高薪實(shí)權(quán)崗位。

用事實(shí)說話，不要情緒化

在我的公司，我們會(huì)教員工如何與她們的上級(jí)進(jìn)行對(duì)話，尤其會(huì)教她們?nèi)绾蜗蛏霞?jí)表明他們對(duì)公司的價(jià)值，從而讓公司明白她們的貢獻(xiàn)是有價(jià)值的。特別是要教她們通過詳細(xì)闡釋一些意義重大的事件來彰顯她們的價(jià)值，使上級(jí)實(shí)實(shí)在在地感受到她們的重要性。對(duì)于女性員工來說，這種對(duì)話往往是比較令人提心吊膽且比較偏情緒化的，很少有女性員工曾經(jīng)大膽地說過：“我想跟你談?wù)勑剿氖??！钡灰憧朔诉@種恐懼，你就會(huì)意識(shí)到這只是一場(chǎng)就事論事的談話。雖然你可能感覺有些尷尬，但換來的卻是真金白銀。所以即便有些難為情，你也應(yīng)該好好練習(xí)，爭(zhēng)取談判成功。

我一向清醒地知道，女性要想邁出理念上的飛越，向公司宣告自己的價(jià)值，必須要克服脆弱和恐懼的心理關(guān)。同時(shí)我也認(rèn)為，當(dāng)我的女性員工們辛辛苦苦地取得了一系列成就，并且要求獲得與她們的價(jià)值相等的待遇時(shí)，作為一名領(lǐng)導(dǎo)，我的職責(zé)就是要支持她們，并且要說到做到。而這也正是我最喜歡我的工作的地方。（財(cái)富中文網(wǎng)）

譯者：樸成奎

The Leadership Insiders network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question, “How do you ask for a raise?” is written by Cat Lincoln, CEO and founder of Clever.

Research shows that men are more likely to be successful in talking themselves into a higher

salary than women are. The reluctance of female employees to advocate for themselves is often the difference between climbing the career ladder at a healthy pace and not climbing it at all.

I can tell you that in my years of hiring hundreds of employees, 100% of the men I’ve hired have negotiated something—money, time off, and in the case of an unpaid intern, access to food. Yes, even the unpaid intern negotiated his “salary.”

By failing to negotiate salary, promotions, and other advancement opportunities that men commonly and aggressively pursue, we’re not putting our mouths where the money is.

Here’s how women should approach negotiating:

Don’t be afraid to rock the boat

Women are often perceived as greedy and demanding when trying to negotiate—an attribute rarely ascribed to men. Talking about money is emotional. Add in the general shame around talking about money at all, and there’s a pervasive sense of guilt, whether you make the ask or don’t. But what you must realize is that negotiating about compensation is not only appropriate, but expected. Remove the guilt and find data to justify what you’re asking for.

Do your homework

Level the "information battleground" and check out Salary.com and Payscale.com to see how people with similar skills, education, and experience fare up, both nationwide and in your city. Women are taught to communicate in non-confrontational ways (not that asking for a raise is confrontational, but it can feel like it), and rarely encouraged to consider their contributions in terms of financial value.

Role-play with a trusted colleague

There’s a myth that women aren’t supportive of other women, but I’ve found the opposite is the case. I was fortunate enough to have three powerful mentors at different stages of my career who put their political capital on the line time and again for my colleagues and me. The good news is that we have an opportunity to engage in self-perpetuating activity: the more women in powerful, high-paying roles, the more women we’ll see in powerful, high-paying roles.

Make it factual, not emotional

At my company, we teach all employees to have the conversation with their supervisors by framing the ask in terms of the value she brings to the organization, reinforcing the concept that her contributions are valuable. We teach her to detail specific milestones that demonstrate that value and make it tangible for her supervisor. These conversations are scary and emotional, and very few of us have ever said the words, “I’d like to talk to you about my compensation” out loud. But when you work through the fear, you realize it’s just a factual conversation. It feels a little awkward, but this is for money. It’s worth feeling a little self-conscious to practice and get it right.

I am always acutely aware of how vulnerable and scary it can be to take a leap of faith and declare your value. However, I believe it is my responsibility as a leader to be supportive as my female employees take ownership of their achievements and ask for what they’re worth—and then to put my money where my mouth is. It’s my favorite part of my job.