You Don't Get Paid the Maximum You're Worth

Happy Friday,

You don’t get paid the maximum you’re worth. You get paid the minimum you’ll accept.

There's no inherent mechanism for paying more. Organizations default to conserving resources and compensation uniformity; leaders don't like to stick their necks out unless pushed. It's easier to “let the sleeping dog lie”. Your silence becomes your tacit acceptance of underpayment.

Unless something intervenes, compensation seeks the path of least resistance, and that path always leads to the lowest acceptable amount. Your compensation is a strategic problem to be solved, not a passive outcome to be hoped for.

Too often, the most humble, loyal, faithful, hardest-working, and deserving people get paid less than they deserve simply because they never ask. It’s true even in the best organizations with the most conscientious leaders. Deserving people don’t want to have to ask, so they don’t. Unfortunately, however, 'them that asks, gets.' Making a case for more, provided you're deserving, is the necessary intervention that reroutes the path of least resistance.

Everyone’s situation is unique, so you'll have to consult your favorite AI for a tailored approach to your salary negotiation. Having been the leader in a lot of these conversations, I'll just offer a few tips:

·      Avoid confrontation by approaching the conversation as a joint problem-solving session. Use language that suggests you're working together, not against each other.

·      The leader you report to isn't your opponent—they're managing a resource allocation problem, and you're presenting a case for greater investment in you.

·      Express your genuine commitment to the organization and its mission, but don’t gush, profess endless loyalty, and say you’ll never leave. Nervous people do that, and it weakens their case. Be confident.

·      Show that you understand the organization and what it must do to succeed.

·      Confidently state your near-term compensation goal, and don’t be afraid to be bold. “I want to be making $XXX, XXX.99 by this time next year. Let’s talk about what more (if anything) I should do to make that happen.”

·      If you’re a consultant, remind your leader that your hourly rate can be increased to cover the cost, and by paying you more, the company will earn more.

Taking a collaborative approach changes the whole dynamic of the conversation. You're not pleading. You're not complaining. You're simply presenting a rational framework for value recognition. You're forcing a concrete, actionable discussion that transforms an otherwise delicate and potentially emotional interaction into a straightforward problem-solving session.

Punchline: By jointly agreeing to a roadmap, your leader becomes intellectually and emotionally invested in the outcome. Expect them to pay closer attention, find ways to support your success, and send you more opportunities that will validate your raise.

Good luck, and have a terrific weekend!

Dave

Feedback and blowback are always welcome: dave@goodnewsfriday.com

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