# To gamble or not to gamble? The art of strategic salary negotiation

- URL: https://hr-passionista.com/en/successful-salary-negotiations-risk-or-reward/
- Published: 2026-01-31
- Updated: 2026-02-26
- Author: Marion Eppinger (HR-Passionista)
- Categories: compensation & benefits, strategic HR

> How to negotiate salary successfully: strategies, dos & don’ts and HR insights for strong negotiation outcomes.

##### if you have an ace up your sleeve, nothing can go wrong. Find out  how to prepare for the poker game of salaries and what to pay attention to here!

As the old saying goes: „New year, new luck“. Are performance reviews coming up? **Last year’s goals** have been evaluated and **expectations for the coming year** have been communicated. Now is always a **good time** to **bring up** the topic **of salary**. However, **caution** is advised – as we all know, this is **a sensitive subject!**

### **Here are 5 tips for the fine art of negotiation**

On the one hand**,** you **don’t** want to **undersell** yourself**,** but on the other hand, you don’t want **to set** your demands too high. Finding the **right balance** is the **fine art of negotiation.** Good **preparation** is key**.** Once you have the **right cards** in your hand, you can start playing for higher stakes. Here are my **five tips** to help you **approach** this **conversation feeling relaxed** and **confident:**

### Know your market value

**First, research what salary might be appropriate for your position, either online or offline.**

-   -   **Online sourcse** such as Monster, Glassdoor and Stepstone, for example, offer interesting salary data for your industry. Experts such as Conrad Pramböck regularly write on this topic and publish salary study data.
    -   **Offline**: Ask someone in your circle of friends who holds a similar position or works in human resources. Another option is to talk to headhunters, who usually have an in-depth knowledge of the market. You could even treat yourself to some coaching in this area – an outside perspective can be very helpful!

> *„I asked around and found out that others in my position earn X pounds. That’s 5% more than my current income.“*

### What would you like to earn?

-   First, **think** about your desired salary, i.e. what the **total package** should look like (fixed and variable components). Once you have **done** this, determine your **minimum and maximum demands**. How much **room for negotiation** are you willing to allow? (Keyword: step plans / distribution between fixed and variable components)
-   Next, **write** **down** the reasons why you **deserve** a **pay rise**. Now is the time to share your **personal** **success stories** come in, such as achieving customer satisfaction or completing special project, etc. Make sure your **arguments** are **measurable and verifiable,** using figures, facts, data.

> *For example, you could say: „Despite the pandemic, I successfully completed four more projects this year than last year, saving X€ in the process. One of our regular customera, Ms. Müller, even sent me a gift basket to thank me for my good work.“*

### Alternatives to the salary package

If **discussions** arise regarding **financial aspects** arise, you should also **consider** **non-financial salary components** in advance. Examples include a company car, a private pension or health insurance, new/better IT equipment, training, additional holiday days or increased homeworking days.

> *If we cannot reach a satisfactory agreement for all parties today, shall we discuss alternatives? Would an additional five holiday days be possible?“*

### Stay calm and remain flexible

Try to appear as **calm** and **confident** as possible during the conversation. This sounds very simple in theory. Brea**t**he **slowly** and **steadily,** and avoid holding your breath or breathing too quickly. **Speaking carefully** and taking frequent **pauses** will make you **appear thoughtful.** If the **negotiation gets** out of **hand**, either **postpone** the **conversation** or **show flexibility.** **Don’t** let your counterpart **rattle** you too easily; **think of it as a game of poker:** does the other person really have better hand than you?

-   **What does flexibility mean?** If you cannot agree on your desired salary, for example, discuss a **step-by-step plan** for how you could achieve your target salary in the medium term. So **don’t lose** your **nerve** and **react emotionally** – that would definitely **backfire.**

> *„If my demands are not feasible as they stand, then let’s consider how we can achieve the target salary together. A good timeframe for this would be six months. if my salary demands are linked to specific targets, then they will also be concretely measurable.“*

### Inner attitude

This is probably the **most important point** of all. You must **be convinced** that you **deserve** this **salary package.** If you **radiate** this **self-confidence** and **awareness**, your **negotiating partner** will sense it immediately and it will have an effect on them.

> *„I am worth it and I can do it!“*

### **Beware of these no-gos**

In such a **delicate negotiations,** you have to **pay attention** to **many small details.** Your **statements** should **always** be **positive, goal-oriented and solution-focused**. There are **clear no-gos and pitfalls** in salary negotiations that you should avoid!

#### Do not **compare** yourself **to other employees in the company:**

> *„My colleague earns X£ and has been with the company for much less time than I have,“*
>
> *„Employees below me earn almost as much as I do now.“*

If there **are inconsistencies** here**,** **point** them **out objectively** and **clearly** rather than **emotionally.**  **Appeal to your employer’s conscience,** as this is also necessary for **„fair and correct“ treatment of one another**.

#### **Blackmail**

> *„If I don’t get this salary, I’ll leave the company.“*

**This may work** in **some cases**, but it is **not a long-term solution**. This **argument** can also **backfire. In my opinion**, it **is** **often** more about **general dissatisfactions than money.** I recommend **identifying** what the sources **of frustration** are. Then **address** them **openly** and **respectfully** with your supervisor.

> ### **I am good enough!**

My **top credo** when it comes to salary negotiations is always:

> *„If I do good work, have the right attitude and am successful, then I will be rewarded accordingly.“*

*If you need a* **pay rise** to **overcome financial difficulties**, you can openly **communicate** this to your employer. We all know that **these** are **not easy times**, but there are still **some ways to support** your employees financially such as advance payments or low-interest employee loans! If **internal support** is **not possible**, **external help** can be offered instead, such as an **Employee Assistance Programme** (e.g. Instahelp, online psychological counselling via video, audio or text chat)!

There are **many possibilities** – you just have to **be brave enough** to **bring up** the **subject. Of course, all of this requires a trusting working relationship.**

If an employee requests a **meeting** to **discuss their salary**, **make** **time for the conversation** and **consider** the **reasons** behind it. There are often **underlying reasons** that are **not** always **obvious** and that **people are reluctant to talk** about **openly** such as financial hardship, separation, job loss of a partner or general dissatisfaction. **Money** is a **hygiene factor** that must **be fulfilled** in order for **motivation** to **occur in the first place**.

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

If you want **to negotiate** your **salary successfully,** make sure you **prepare well.** That is the be-all and end-all! **Don’t be disappointed** if the **conversation** **doesn’t go as you had hoped.** **Think about** why it went that way**,** either **on your own** or **with a coach**. **Question** the **reasons** **behind the decision, too.** This will often provide **insight** into the **company culture** and could **be helpful for future** **conversations.** As a saying goes, **nothing ventured, nothing gained.** As **Van Gogh** said:

*What would life be if we didn’t have the courage to take risks?*