The Courier-Mail

Rise to the oc­ca­sion


- MELANIE BURGESS Regis­ter for the we­bi­nar via Business · Australia

THE world may be in the grip of an eco­nomic cri­sis, but a 2020 pay rise is not nec­es­sar­ily off the ta­ble. PepTalkHer founder and chief ex­ec­u­tive Meg­gie Palmer says it comes down to con­text and prepa­ra­tion — and for sit­u­a­tions where a pay bump is just not fea­si­ble, there are other op­tions avail­able.

“Ab­so­lutely there are sit­u­a­tions where it is ap­pro­pri­ate to ask for a pay rise, even during COVID times,” she says.

“If you’re work­ing for a com­pany that has just laid off half its staff, it may not be the best time to pop into your boss’s of­fice and ask to dou­ble your salary, but some of our clients in fi­nan­cial ser­vices are boom­ing, some IT com­pa­nies are do­ing ex­tremely well.

“Just be­cause the econ­omy in gen­eral is strug­gling, doesn’t mean peo­ple won’t be get­ting pay rises and hefty bonuses — some peo­ple will be.”

Palmer shares her ad­vice for suc­cess­fully ne­go­ti­at­ing a pay rise.


“When­ever you want a pro­mo­tion or pay rise, you need to do prep,” she says.

“There is no point just say­ing ‘I have been here for six months or six years’, it doesn’t work like that.”

She rec­om­mends work­ers ask them­selves through­out the year: ‘How am I adding sig­nif­i­cant value to the com­pany? What clients have re­sponded well to me? How have I con­trib­uted to com­pany cul­ture?’

They can also keep a record of achieve­ments via the free PepTalkHer app.

Tau­rus Mar­ket­ing se­nior ac­count man­ager Shaz­ana Roseli was on track for a pro­mo­tion and pay rise but un­der­stands this may now be on hold as a re­sult of COVID-19.

She plans to re­assess how the busi­ness and in­dus­try is far­ing in six months, but in the mean­time is keep­ing track of the value she con­trib­utes at work.

“I make a point to note what I have done, how much busi­ness I have brought in and the pro­cesses I have im­ple­mented during this tough time so when the good times come back again it’s some­thing I can prove,” she says.

“Some­times it’s hard to re­mem­ber ev­ery­thing you have done so it’s good to take note of the value you bring and the fires you put out.”


Meg­gie Palmer rec­om­mends work­ers head­ing into a pay re­view set a “wish” amount they would re­ally love, a “want” amount they be­lieve is fair, and a “walk” amount that is the min­i­mum they would ac­cept be­fore walk­ing away from the com­pany.

“Be­ing clear in your mind about what those three fig­ures are is help­ful to frame the ne­go­ti­a­tion,” she says.

“You have done the men­tal gym­nas­tics ahead of time so you are less stressed go­ing into that con­ver­sa­tion.”


If a busi­ness has no money to spare, Palmer says that work­ers should con­sider what else they value be­sides a pay rise.

“Could you ne­go­ti­ate for an ex­tra week of leave or could the com­pany pay for carpark­ing or could you leave at 3pm on a Tues­day to visit your grand­mother?” she says.

“It’s about the whole com­pen­sa­tion pack­age, not just money.”

Palmer is host­ing a virtual pre­sen­ta­tion to­day from 9am on “Ne­go­ti­at­ing your next pay rise: How con­fi­dence can su­per­charge your ca­reer” as part of the Vogue Codes free se­ries of we­bi­nars.

Vogue Codes was es­tab­lished in 2016 in answer to gen­der im­bal­ance in the tech­nol­ogy in­dus­try with the aim of in­spir­ing more women to pur­sue ca­reers in tech-re­lated in­dus­tries.

Vogue Aus­tralia ed­i­tor-in-chief Ed­wina McCann calls it a cru­sade to see women em­pow­ered by tech­nol­ogy.

“With the past few months show­ing us the im­por­tance of tech­nol­ogy more than ever, em­brac­ing tech and the learn­ing be­hind it is so im­por­tant for girls and women, so that we can play a role in our shared dig­i­tal fu­ture,” she says.

 ?? Pic­ture: Dy­lan Robin­son ?? Tau­rus Mar­ket­ing se­nior ac­count man­ager Shaz­ana Roseli.
Pic­ture: Dy­lan Robin­son Tau­rus Mar­ket­ing se­nior ac­count man­ager Shaz­ana Roseli.

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