Tabulation Salary: documenting work in advance

Jork / Hamburg – Do you know what your parents deserve? No? You are not alone with salary coach Martin Wehrle of Jork. Wehrle regularly gives seminars on salary negotiations. At the beginning of his workshops, he asks if the participants know what their parents are earning. “Of 100 people in the hall then maybe ten people,” says Wehrle. And when he asks the people who have contacted each other whether they were allowed to talk to their neighbors about their parent’s salary as a child, usually no one answers.


Image: Man in front of a labyrinth entrance

Talking about money is still taboo in Germany. Heike Friedrichsen, advisor on salary negotiation, writes that according to surveys, 40 percent of all working people would never talk about money with their colleagues. All the Germans know are the figures of the Federal Statistical Office. As a result, workers know that in 2010, the average German full-time earns about 3200 euros gross. And they know that women still get significantly less than men. On average, it is 23 percent less salary. But what your own father deserves is already a mystery.

“Many are much too blue-eyed ran”

The result is that employees have a hard time negotiating salaries. “Many go there too blue-eyed,” Wehrle has observed. “Especially women always put their light under the bushel and demand too little,” confirms Friedrichsen. But the successful salary negotiation is not a book with seven seals. Instead of getting sweats at the thought of talking to the boss about money, workers should rather grab the sporting ambition. “Salaries are always open at the top”, encourages Friedrichsen.

Most importantly, employees prepare intensively for the salary negotiation and leave nothing to chance. Because the boss is much more experienced in these discussions than the employee.

“First of all, you should know your own market value,” says Wehrle. The employee can find out in various ways: he can ask the Federal Statistical Office. There salaries can be determined by industry. “He can use personal contacts,” says Wehrle. Also on the Internet you will find free and paid salary comparisons. The latter can often resort to larger databases.

More than 10 percent only in exceptional cases

In a second step, employers should then write down what they deserve – including Christmas bonuses, bonuses, job tickets and food vouchers. And then they have to think about how much they want more net. “Workers should be naughty,” advises Friedrichsen. However, they can only demand more than 10 percent of the previous salary in exceptional cases.

In the conversation with the boss himself diplomatic skill is required. Taboo should be words like salary improvement, salary increase or salary claim. “That acts on the boss like a red cloth,” said Wehrle. It is better to talk to the supervisor about their own performance.

Document work performance

For example, employees should document exactly which customers they used or what new tasks they took on. Well, it is good to write down what the company has saved, advises Wehrle. If a fundamental consensus is reached on the performance, money can be talked about. A good phrase to start with is, for example, “I find that my salary is inadequate and should be increased by 10 percent,” says Wehrle.

If the supervisor does not agree to a salary increase during the trial, the clerk should not lose his temper. It would be better to ask: “What has to happen so that I can get the salary increase in a year?” If the boss does not agree to this question, then you are in a dead end and have to decide whether to change your job, says Wehrle. If he agrees to it, the employer can soon be happy about more money in the account.