Nicole: [00:00:00] hello and welcome to the female leaders on fire podcast. I am your host. I am Nicole Beckley. I am the coach for women working at the top in the corporate world. Who’ve lost that fire. So I helped them to rediscover that passion, that purpose, that excitement, so they can have more. More influence and more income as a result, I’d be a real force for good in the corporate world.

So just a quick update. First of all, from here at Nicholas school co coaching HQ. So I’m looking out at a different view today. So we have moved house now. So I’ll tell the whole story and a later show, but we have moved back to my beach house, which was rented for the last two years. And my office now looks out onto the sea so I can get easily distracted by boats or by seagulls [00:01:00] or by the weather.

So, yeah, it’s really, really amazing to be home actually as well. And whilst doing that. I’ve also been running a leadership program, find your fire leadership program for a corporate organization, which is going incredibly well, just finished with another corporate organization as well. We’ve gone through their feedback.

So they’re making plans. What’s next. That’s super exciting. And then started with a new client yesterday, new VIP client, and two more clients saying yes. So. Busy busy times here at Nicholas school coaching and lots of exciting things to come into 20, 22 as well. So today’s episode is a super juicy what I’ve been excited about doing this one, but also maybe even out of my comfort zone a little bit really, but something I think is really, really important to talk about and that’s asking for a pay rise.

So we’re getting towards the end of the year. Yeah. At the end of 2021. So for many corporates, we’re in that [00:02:00] final quarter. So there’s end of year reviews going on, the setting of budgets is planning for 20, 22 and a strategy. And then the objectives that fall out of that for everyone. So it’s that really, that time of year that you’re getting to deliver those final projects for the year to move into planning next year.

So as part of that is lots of reviews going on. Those sorts of conversations about progression and development. So I really want to put together an episode, today’s help you to ask for a pay rise and we need the FEMA today. The heart of it is that if you don’t ask, you don’t get, if you don’t ask, it’s not an option it’s not available to you.

And really, if you’re not asking for what you’re worth, or if you’re not negotiating at the beginning of a job, what you’re worth, that’s really you not owning your value. And what I often see women do when they come to work with me is they’ve taken on more and more. That role has got bigger. Yeah. This has been no change in their job title or their salary to go with it.

So they’ve actually feeling less appreciated. They’re feeling [00:03:00] less recognized and respected because it’s just assumed that they would be. ’cause they’re over-giving because they’re stepping in and stepping up so much that actually they’re almost become invisible. It’s just assume that they will do it and they don’t have the impact and the influence that they can.

So today we’re going to be just really talking about why we’re going to be looking at some stats. First of all. So can look at some stats behind this and the difference between men and women as well. Then we’re going to be looking at why do women find it so hard to ask for a paper? And then we’re going to be looking into how you can set yourself up to ask that question and just know that it’s going to be a yes or it’s going to be a no.

And that’s, that’s all it is really. So let’s get started. It’s kind of a irony. When I, when I was doing some meters on this last few days, it’s nothing more scary, nothing more fair. And you said nothing more makes women feel anxious and sick, strong, confident woman. [00:04:00] Who’s brilliant at that role, incredibly capable.

Already has a huge amount of responsibility yet talking about money, asking for a pay rise is really weird. Uncomfortable makes feel anxious, makes them feel squirmy, makes them feel hot and flustered and uncomfortable. And when you look at the status and manifold times more likely to ask for pay rise.

So because they ask more, they tend to get more. They don’t have attachment attachments, what it means when they ask, they simply ask and it’s a yes or no. And they also tend to negotiate more at the beginning of a job. They just start at a higher level. So if you look at some of the deepest stats behind this, there was a report from a company called Runstead and they surveyed 1000, 200 employed us adults.

Um, Majority of women, 60%, 60% say they’d never get negotiate with an employer over pay. So six out of 10 women have never asked for a pay raise, never negotiated harder at the start of the job. [00:05:00] Never asks for more, whether that’s salary or more holiday or different ways of being rewarded and what that actually leads to that might be maybe leading women to change in jobs, more frequent.

So 72% from this survey say that they’ll leave an employer to get a salary increase somewhere else, rather than asking. So women are more likely to move company than asking that question rather than going through that awkward, potentially awkward conversation or challenging or difficult conversation.

Uh, men are more, four times more likely to ask for a raise or promotion. And it goes back to for me, rather than having a conversation that might be challenging, that might be awkward, or that might be out your comfort zone to ask for your value and ask for what you’re worth. You just swallow it up instead, just take what you’re offered.

And then when you want to have. You want to increase your salary? You want to, um, what you’re worth when you’re getting so frustrated and feeling so unfulfilled, you would rather, [00:06:00] women would rather generally move company than ask for what they’re worth. And if we go back to something I’ve talked about before, it goes back to Glenn and Doyle mentioned this example in her podcast, that women would rather.

Choke quietly in the tool. It’s a restaurant rather than just stay in the room and ask for help. They would rather take themselves away and risk dying rather than inconvenience is the one else eating their dinner. And the stat behind that was more women died from choking in orderly more women die from choking in restaurants than men.

So it’s that it gets back to. Undersell yourself daily. Why not have that potentially awkward or challenge conversation? Why not know exactly where you stand? Why not know where your prospects are in that business. And this, it might sound like quite a dramatic example, but we are rather than, rather than impacting on someone or inconvenience someone, eating their dinner by creating a scene or being an [00:07:00] inconvenience, rather go to the bath.

And quietly choke on your own rather than ask for help. And this is reflected then in not asking for payroll, not asking for what your, what your value, what your worth is, and not having that potentially awkward or challenging conversation, but instead, just maybe the resentments building, maybe the frustrations building.

Maybe you’re seeing other people move up when you’re not, because you’re not asking, you’re not asking and you can get what you don’t ask for. So it, it’s not an option for you. And they have a part of the stats when I was doing the research is that women tend to start their first job behind tend to start their first job at a lower level, um, on a lower salary.

And so they’re always playing catch up. So unless there’s some huge course correction and a huge pay rise, at some point, it can generally stay at a lower level. The man doing a very similar role. And if I think about my, my first role in corporate world, so I [00:08:00] started as a marketing assistant for a research agency many years ago now.

And my first job was earning 9,600 pounds. So that works out, I think as take home as about 600 pounds or just over 600 pounds per month for full-time very busy role with overtime that increased to 12,000 pounds, plus a bonus for not being off sick that I won’t get into today, but that felt all sorts of wrong.

That meant people coming into the office when they were sick, when they were poorly, when they shouldn’t have been. And that role ended on increasing to 12 K. And it was only really for my biggest pay rises is came from not from internal promotions, but they came from moving company. They came from moving into a more senior role in a new business, whether that was smaller business or a smaller team.

And that was for me, that was the way that I knew that I could get those bigger salary increases. So take the recent contacts that we’ve lived through at the moment. [00:09:00] We take the fact that there’s been nearly eight, well over 18 months now, nearly two years of just impact the block down impact or the coronavirus impact of working remotely.

So a huge number of companies have gone through on and off furlough. They’ve gone through a huge wave of redundancies. And so at the moment it might feel like. Like, you’re lucky to have a job that you should be grateful that you just accept what you get. But for many women that I work with, they are the main breadwinners.

So they feel pressure not to rock the boat, not to ask for more, not to put themselves out there and certainly not to move company. Cause actually the better the devil, you know, when you have a family that’s reliant on you. But there’s also a different way of looking at it. What do you want to role models?

You want to role model someone in a job that’s just ticking along that actually it’s good enough for now. Or do you want to role model someone that’s having more and more of an impact in the world is doing something they’re really passionate about that they’re excited about that they’re driven by, and it almost becomes that golden handcuffs of [00:10:00] having a good job, but not one that is your passion anymore.

So why do women find it so hard to ask. Why do women find that when they want to ask for payroll, it’s just the thought of that holds the back. Just that squirmy feeling in stomach. That sense of just feeling like your cheeks are getting red. You’re feeling hot. You’re feeling uncomfortable. What is actually going on, what’s behind it.

So if you look at it with first of all, from a kind of logic, more of a logic brain, your a very senior female leader, you’re a woman at the top. You’re a high performer. You’re efficient. You can outwork most people on your team and your peers, your boss, and your superiors really compliment your work and your award.

Bonuses because you’re in a high potential and you’ve got a clear progression plan. So that’s all great. And logically you’re in such a strong position, but what’s actually going on about it. When you think about asking for that pay rise, what is going on? And there’s some [00:11:00] fears here that are not just you, it’s just, it’s across women and it’s across just being human, really.

So for women, that might be the context of. It’s just natural for us, that everyone else comes first. It’s just what we’ve done for our whole life. So a huge element of people pleasing. And if we go back to some of the neuroscience behind that, there’s that social pleasing part of the brain. So the middle part of the brain, the mammalian part of the brain that we developed when we lived in caves that we lived together and women were that.

The main duty was childcare and creating a home and putting food together and just make, keeping everyone safe. Whereas for men, it was to go out, hunting, provide food. So the social part of the brain is bigger in women and that’s hardwired, it’s all women. So what that means is we just naturally tend to.

Pitt other people. First, we tend to worry more about what other people think rather than ourselves. And we just, we want to fit in. We want to be part of something. So that’s a huge part. That’s a huge underlying partners and [00:12:00] underneath, um, we’re afraid of being perceived as greedy. We’re afraid of rejection and not fitting in.

And that fear of standing out on who are we to do this and what that leads to is then you’re underestimating your value and potential in the hands of your employer and fuel to. And then also there’s another part that is the practical part of this. Then you’re not sure about the language and the process of negotiation.

So it feels like something that’s unknown because you’ve never done it before, because you’ve not skilled in it because it’s not something that you’ve practiced. So there’s all of that going on. And the context of don’t be demanding, be polite fit in. I know for me, when I was growing up, I remember a lot of statements from my parents around, be grateful about what you’ve got, be grateful for, what you’re given, be appreciative as children starving in Africa.

So make sure that you finish your dinner. So all of those things going on as well, all that context from your childhood and all those statements that you heard a lot growing up. And if, if you think about it as [00:13:00] well, that leads into not negotiating as hard at the start. So you starting behind, which is part of that gender pay gap.

And with the pandemic is now is obviously where we’ve hybrid working. And a lot of companies still remote working. It’s not so easy to demonstrate what you’re doing. It’s not so easy to have those corridor conversations to promote the latest success that you’ve had or the project that you’ve delivered.

So there’s aluminum. What do you do all day? And that’s not just for that’s of course everyone. So really it’s then on you to just really share more and self promote more and really just share all the brilliant things that you’re doing. And men very naturally do this. And with hybrid work in as well, we’ve remote working through lots out women to take on more, to come more with the childcare or the duties at home.

So there was almost like there’s been an invisible load that we’ve been carrying there’s more than that. So those are some of the reasons why women find it hard to ask for pay wise.[00:14:00]

I talk about really resonates with you and you love what I have to say. And you have moments and flashes of inspiration from the podcast. I would invite you to get in touch, to find out how I can help you. So individually, that can be through my coaching focus. For my VIP program, depending on how you like to learn and what will suit you, or I can help you in your organization to really help the women that you work with across the organization at all different levels.

And at that very senior level to really feel empowered and to know that they can reach the very, the most senior levels in that organization and to give them the. In who they are and the clarity, what they want to be able to get there. And we do that through workshops, do that through leadership programs, and we can do that.

Free consulting work. If you are looking for help with any of that, drop me an email nycla@nicholasschoolco.com. The spelling’s not the easiest. So all the details were in the show notes results I get for clients. Clients have been [00:15:00] promoted twice in the six months we’ve worked together. They’d been invited to join the board.

They’ve gone from redundancy to being offered three dreams. They’ve gone from being pushed out of an organization to going into bigger organization and a bigger role with a bigger pay rise and just a quote from a client that a particular. I’ve gone from the pit of despair. When I started working with Nick to just being really fucking happy and she is an incredibly empowered leader.

Now, if you’re not quite ready for that, you can download my overwhelm to on fire guide the details that are in the show notes, but that really helps you everyday to stay in your fire. So it helps you to clear your head, helps you to come back to what’s important to you, and it helps you to have that most impact and influence every single day.

It’s a little Quip sheet that you can just go through and take. So go and download that. Or you can subscribe to my newsletter, which comes out every Friday, which is a Roundup of the week. Really? So what’s going on in my world. What’s a blog for that week, a quick video, that’s going to help your particular subject.

And it’s all [00:16:00] about helping female leaders to find their fire and also stats and any research from the industry as well. And things that I’m reading the. Um, recommendations that we’re making. So go and subscribe to that. And finally, for the podcast, if you haven’t done so already, I would love you to go and leave us a review and subscribe so that you never miss an episode.

And you’re always going to have the, when that release and doing that as well. Not only helps you, but it also means that we’re going to reach more women and we’re going to be able to start that revolution to helping female leaders to keep that. I find that fire and keep it. So keep that passion, that purpose side excitement.

So if you haven’t done that already, please go and do that. Thank you.

So we’re just talking about really being unsure, the process, not knowing the language or the process of negotiation, because I’ve not had the experience. So just some stats to kind of back that off as well. That really, really stood out for me. But women are four times less [00:17:00] likely to negotiate the men.

And on top of that tension, 10% faster, 22% longer for the same reward. So they’re giving more of themselves. They’re delivering more, they’re working harder for the same amount. So through that, they’re just demonstrating less value and less worth. But remember this, and this was a stat that really, really leaped out at me.

When you don’t ask what you work for, you don’t ask for that promotion or that pay rise. You don’t put your hand up and you don’t, you’re not self promoting, sharing the brilliant stuff that you’re doing over the course of a career. You could lose up to 1 million pounds. So that’s compared to men at the same level that’s compared to just that starting at a lower level, not negotiating, and then potentially moving company to get those pay rises rather than pushing for that promotion and pay rise where you are.

And that creates. Your own kind of salary gap, if you like. And it’s quite often an ex an earlier exit from being a woman at the top of being a leader, because you’re working harder essentially for less. So the impatience [00:18:00] and what are the implications of women? Just all these reasons we’ve just gone through why women find it so hard to ask.

And if I look back at my corporate credit, this was something that I felt really uncomfortable with. This is something that I really struggled with and I. I wouldn’t always push for more. I wouldn’t always push for a huge salary increase. And I, uh, were took about Formance reviews and another podcast episode, but I felt like I was going into battle.

I felt like I was going in to defend myself. I felt like I was going in having to remind them of everything that I’d done over the year. So part of this is review to really own your value, your worth. Be sharing the great stuff that you’re doing. Be self promoting when you’ve delivered something great.

Whether you’ve saved money for the business, change a process that was broken and just be bold about it. It might feel uncomfortable, but you, you own your value. And what. So part of that is making sure that others are aware of that as well. So what, what are the implications of women not asking for payrolls is not pushing for those [00:19:00] promotions?

So the biggest one, obviously the gender pay gaps. So the gender pay gap has been impacted through locked down. That was a hundred years. So we’ve current trends with the way organizations are looking at gender pay gaps and the great action that’s being taken across many organizations that gender pay gap would take a hundred years to close.

That was pre pandemic post pandemic, or where we are now. It’s actually 136 years. So locked down is added effectively 36 years. To closing that gender pay gap completely because women have taken more than invisible load at home with children looking after their teams even more than ever. So those things take time.

So there’s not as much time for the big strategic was not enough time to be pushing for what’s next and be creating that strategy. But it also means that just losing talent. So women just getting to the point where just sit, feeling so frustrated, feeling so disillusioned that they’re just leaving businesses and they’re leaving [00:20:00] industries, maybe setting up their own businesses.

So there’s loss of talent as well. And that latent talent that actually the biggest talent pool, isn’t just, isn’t outside an organization. The biggest talent pool is within an organization. Predominantly with the women that are unseen, unheard, and just really pushing themselves forward this, all of this incredible talent to be unlocked.

But there’s that challenge the challenge around the perception gap of how women see themselves versus how others see them. And also just not having the conversations, not mapping out the development, not owning self-development or being an afterthought. I know for me, the, I. As I kind of went through my career.

I really enjoyed dedicating some time each week to my development, but each week it could be something that was easily dropped each week is something came in. If there’s a emergency on a project that needed to be looked at, that is the thing that get pushed aside. So that self-development becomes an afterthought.

[00:21:00] Those conversations get counseled out of the diary that about your. It also, as we noted with a start sale, it’s also women are moving more. So obviously a great, it can be a great thing to move to new business and a new, a new industry, but those continual career moves could potentially impact on women’s career.

It could also mean that women are settling for less and they’re becoming disillusioned and they’re just working more and give you more to demonstrate that value of what. As they don’t own it. So the huge implications are really that gender pay gap, increasing that loss of talent, that latent talent that isn’t being unlocked and companies, and almost, this is huge talent pool of women in companies that’s not been unlocked because these women aren’t asking for the pay rises, not asking for the promotions.

And if this is you, if this is resonating with you, this is no judgment on you not asking. This is not that you’re doing anything wrong. It’s not that you’re letting yourself down. Like I said, I know that [00:22:00] I really struggled with this a corporate world, something that made me incredibly uncomfortable. So really my intention today is just to help you to know that it’s okay to ask and give you some practical ways to do that.

So let’s move on to how you can actually set yourself up to ask for a pay rise. So. It’s really interesting to note as well. When I was doing the research, the Google search search terms, asking for a pay rise or increasing. So it feels like we’re potentially moving into slightly more settled times. So it’s really a great time now to be, and as we’re moving towards the end of the year, moving into 2022, and you might be making plans and setting goals for next year, we need that time to be honest and ask for what you’re worth.

So I’ve got five steps today to help you to ask for that pay rise. So point number one. Point number one is all about taking credit. So. Really to own your own self promotion, own your value and worth. So that really comes back to self promoting. It comes back to sharing where you’re landing great projects, where you’re [00:23:00] making a real difference where you’re leading your team in a different direction.

So sharing those as best practice and being a role model and speaking up for your teams, speaking up for yourself. Taking on that self promotion, as that’s a part of your job, it’s great to be great at your job. But another part of your job is to share with others, the progress that you’re making, the impact that you’re having, and that doesn’t need to be done in an icky uncomfortable way that can be done in a really practical feel.

Good. And we actually recorded an early podcast episode just on that. So self promotion without the ache and without the awkwardness. And what I would suggest as well is really not to leave this all down to just one conversation, not to just leave this down to your annual review, but to be working on this.

Something that’s in parallel with the work and the projects that you’re delivering. So don’t make it all down to just one conversation. Don’t put the pressure on your end of year review and it all has to be done there. I know that I used to do that. Like I said, I used to feel [00:24:00] like it was going into battle.

I used to have everything, everything from the year mapped out a timeline of everything that I’d achieved. I’d have views of other people I’d have feedback from other people. And I felt like I was going in and it wasn’t known yet. The reality was it’s probably already decided my view score is probably already decided my next step of development was probably already decided, and I hadn’t taken responsibility for the year of doing that self promotion of taking that on of nudging people, reminding them of the great stuff I was doing.

So it doesn’t just need to be for you, Eva. I know for me through. My corporate career. I had some really great mentors that really had my back that would really promote me and what I was doing that would just be a voice in the bigger, more senior conversations. And so it meant that I had someone that was on site.

So just think of as part of yourself, promotion, who are your mentors, who are your support? Um, really as well as Paul you’ll development conversations really pushed for very specific, actionable feedback. So [00:25:00] push for things that you can really action, push the things that are super clear, push the things that you can understand, not vague things like raise your profile or increase your visibility or land a more impactful project.

Get very, very specific and agree that actually for you to do all those things and deliver those things, it’s going to lead to whatever next, what does that mean for you? Okay. And we will cover in a separate podcast because I think it’s so important how to get more from your personal development review the big review of the area as well.

So that’s point number one, the self promotion, and do go back and have listened to this self promotion podcast episode, the specific one as well. Point number two, really think about the timing. So when you’re asking for a pay rise, think about your timing. So this isn’t safe not to do it. This isn’t say to just sit on it forever.

This is more out. Think about the timing for the business. So how’s the business recently been refinancing or making redundancies or going through a big [00:26:00] reorganization. So think about the timing for you. For the business. Sorry. But then also think about the timing for you. So have you just delivered a huge jet or have you just delivered something that is business changing or something that’s been mended, a process that’s been broken for a long time or save the company millions of pounds.

So for example, my corporate career, my biggest launch was a 10 million pound new to the world technology launch. So that’s when I off the back of that had some great conversations about myself development, about my career and about what was next to me. And I actually moved into brand new team to lead that that was all about promoting and launching new products.

So with my experience of my time in impound launch, I then moved into that new area. So. Think about your timing for the business. Think about timing for yourself. Book a specific meeting. Be super clear on what that meeting’s about. So tee up with your boss, set some clear goals and outcomes that you want from that meeting and go into that meeting with.

Evidence of [00:27:00] what you’ve delivered, the impact that you’ve had, if there’s any tangibles around where you’ve looked after a specific budget or a headcount, or made a business changing impact that has saved money. And then do have look at market rates as well. And to have a look at just similar roles or similar levels.

And really get clear on the specific numbers, get clear on the number that you want and have that as an actual number, but also as a percentage and do think about is that all the other compensations that you would also consider, so would that be more holiday? Would that be stock options? Would that be becoming, Robin’s just being a member of senior leadership team becoming a member of the exec board, or would that be that as you get sponsored for coaching, for working with someone like me, or would that be that you actually.

Sponsor for a particular qualification. What have you been responsible for in your role? So where has that role grown? How has it developed? So for example, we’ve may that particular role with the 10 million pound launch [00:28:00] started off with a very small budget and a very, very small launch that went so well, that was picked up in national press and worldwide technology press that.

Then we got the huge budget for the 10 million pound launch. So how has your role grown and how can you demonstrate that? Okay. Point number three. So. This is just more the emotional part of it, really. And just to dig into what’s the fear that sits behind asking. So just really to think about the belief, what is the belief that is holding you back?

Or it’s the narrative that’s playing out when you’re thinking about it and just really, where does that come from? Whose voice is that? Does that fit with where you are now? So we’ll talk about beliefs and a whole nother podcast episode. Cause that’s an absolutely huge subject and something that I worked with, a lot of my clients.

But your beliefs are generally formed by the age that you’re by the age of seven or eight. So it could be a belief from when you were smaller. It could be a belief around, be grateful for what you get. It could be a belief around not asking for more and it’s not polite and it’s not, it’s not something that women [00:29:00] do or, you know, whatever that belief is.

So just really dig into the belief of what sits behind her and think of this rather than this being completely. All about you and taking it incredibly personally, if it’s a no think about it as a process with a yes or no, and it might be a no for now, but out of that, you might get a clear development plan and three things to deliver or to work on and then have a conversation again in a couple of months.

So if it’s a note, be clear on the path to pay rise or the path to promote. And don’t take it personally. This is not a personal attack on you, but get that very specific feedback, get that very clear path to the promotional pay rise. And what do you need to do together? And this sounds like flippant, but it’s certainly not meant to be, but.

You asking for pay rise. You’re not going to die from it. Like nothing’s going to go horrifically wrong. Nothing’s going to, there’s going to be no huge. Life-changing implication out off the back of it. It’s just asking a question. It’s just a [00:30:00] yes or no, and it’s not, it’s not completely personal about you.

And also within the organization, just when you’re going into that meeting, when you’ve got that clear agenda, when you set it up really well. And you’ve gone into your beliefs and you’ve done that prep work and you’ve let go of the attachment to the outcome. And it’s either a yes or no, but also as a context, know your gender pay gap, know the business’s plans to close that gender pay gap for larger companies over a certain size.

There’s an annual report on this as well. Point number four. It’s just that going back to that statistic really, if sent 2% of women would rather leave than actually ask for pay rise, and this has a huge impact. So really point number four is around really the role of employers within all of this. So really there’s a role to be more transparent.

So show someone new to the organization where they’re coming into in that particular salary bracket, but also where are they? Where, where can they then progress? What’s the entry point. What can they expect in [00:31:00] terms of pay increases and be really clear with employees on that path to pay wise or the path to promotion.

So it’s really on managers and leaders. To be transparent to talk about money in a more open way. It’s not make it such a secret thing to not make it such a controversial thing. It’s something that can really divide people, but to be really clear, where are people coming in? What entry point they’re joining the organization?

What are the expectations can expect around pay rises and promotions? And when they’re given feed. Also to be really specific to say, to agree, agree a clear development plan of what needs to be deliberate and what needs to change, be ready for that next level ready for that pay rise. So, and then point number five is to really just to celebrate the, yes.

So celebrate yourself, applaud yourself for taking action. Appreciate yourself for asking and. If you get that, yes, you get that pay rise. Just give that extra payer home, give it a [00:32:00] clear job, give it a, a place that’s going to make an impact in your life and really just make that plan again, have that plan of what next looks like, but also take a moment to really celebrate the yes and really, really enjoy it.

So that’s it for today. Really, this is a huge subject. So there’s two parts of this for me, as always as the part of each one of us as women at the top to really push for those payrolls, ask for those promotions. So to set up, to have that timing that’s right, to book the specific meetings, to have the evidence, to show how your role has grown to think about other compensation that would feel good to you to think about it as a process, not attach yourself and your complete value and worth.

Look at the timing for the business. Look at the timing for yourself. If it’s a no get very specific on the actions, take the feedback and make a career plan. Have your boss agree to that? If it’s a yes, appreciate yourself for asking, give that extra paper home and really celebrate and [00:33:00] enjoy it. And then the other part is obviously with employers.

Well, Just to be more transparent about pay, be more transparent about where you come into the business, but what expectations you can have as you move through the business as well. So that’s it for today. I think this is a really important subject. So I’d love to know how you get on with some of the tips that I’ve given you today.

And if you’re feeling like at the moment, you’re overwhelmed with everything, there is my overwhelm to on fire guide that you could download. So that’s available in the show notes. And if you’re interested in getting my support. You can contact me on LinkedIn or you can drop me an email. And I do work with a lot of clients.

That part of what we do is really helping them to see and own their value and worth to then ask for the pay rise or to ask for the promotion and really get, get what they’re worth and know their value and worth and really own it. So if that’s something you’re looking for, how we’ve just dropped me a message or my contact details are in the show.

And next week we will have a lady that is incredible, really helping women to ask what they [00:34:00] want. So we’re going to have Michelle, we’re going to be talking all about helping, knowing, and asking for what you want. So it follows on brilliantly from this. So I look forward to seeing you on the next podcast episode and yeah, let me know how you get them with asking for a pay rise by.