The $40K Question: Are You Asking for What You’re Worth?<\/title><\/p>\n<style>\n body { margin:0; padding:0; color:#000; font-family: Georgia, serif; line-height:1.8; }\n .wrap { max-width:720px; margin:0 auto; padding:2rem 1rem; }\n .label { font-family: Arial, sans-serif; font-size:0.8rem; letter-spacing:1px; text-transform:uppercase; color:#000; }\n h1 { font-family: Georgia, serif; font-size:2.2rem; line-height:1.3; margin:0.5rem 0 0.75rem; }\n h2 { font-family: Georgia, serif; font-size:1.5rem; margin:2.5rem 0 0.75rem; }\n p { margin:0 0 1rem; }\n .subtitle { font-size:1.05rem; color:#000; }\n .quote-card { background:#111; color:#fff; padding:2rem; border-radius:6px; margin:2rem 0; font-size:1.3rem; font-weight:bold; }\n .doctrine { counter-reset:item; margin:1.25rem 0; padding:0; }\n .doctrine li { list-style:none; counter-increment:item; margin:1rem 0; padding-left:2rem; position:relative; color:#000; }\n .doctrine li::before { content: counter(item) \".\"; position:absolute; left:0; top:0; font-weight:800; color:#b8860b; font-family: Arial, sans-serif; }\n .pill { font-family: Arial, sans-serif; font-weight:bold; letter-spacing:.3px; }\n .pull { font-family: Georgia, serif; font-style:italic; }\n a { color:#000; text-decoration:underline; }\n<\/style>\n<\/head> \n<body><\/p>\n<div class=\"wrap\">\n<div class=\"label\">Career Capital<\/div>\n<h1>The $40K Question: Are You Asking for What You’re Worth?<\/h1>\nYou did the work. You leveled up. You took on two seats and kept the ship moving. Now you\u2019re wondering if asking for a $40K bump is wild. It isn\u2019t. The fact that you\u2019re hesitating is the real signal.<\/p>\n<h2>Hook<\/h2>\nYou invested in yourself. You became exceptional. Then the org noticed and stacked more weight on your bar.<\/p>\nYou\u2019re now doing your old job and your boss\u2019s job. You cleaned up the mess and kept revenue on the rails.<\/p>\nAnd you\u2019re still questioning whether requesting market pay is \u201ctoo much.\u201d<\/p>\nIt\u2019s not.<\/p>\nBut that hesitation is telling you where the gap is.<\/p>\n<div class=\"quote-card\">Organizations don\u2019t pay out of generosity. They pay because the cost of losing you is higher than the cost of keeping you.<\/div>\n<h2>Why High Performers Undervalue Themselves<\/h2>\nI see this pattern constantly. Especially with people who pride themselves on being low-drama operators.<\/p>\nYou run quiet. You over-deliver. You assume the scoreboard will speak for you.<\/p>\nHere\u2019s the trap.<\/p>\nWhen your baseline is excellence, your new normal hides your value. What felt like a stretch last quarter now feels obvious.<\/p>\nSo you discount it. You call it \u201cjust doing my job.\u201d<\/p>\nAdd in loyalty, imposter noise, and the fear of getting labeled \u201cdifficult,\u201d and you lowball yourself.<\/p>\nMeanwhile, the company is happy to let a top performer subsidize the gap.<\/p>\nI grew up in South LA. You learn fast that value is negotiated, not assumed.<\/p>\nNo one\u2019s coming to tap you on the shoulder with a fair deal. You present it. Calm. Clear. Backed by numbers.<\/p>\n<h2>Quantify Your Actual Value (Not Your Feelings)<\/h2>\nThis is where most people wing it. Don\u2019t.<\/p>\nPut a dollar sign on your contribution using three levers.<\/p>\n1) Revenue Impact<\/p>\nWhat cash did you directly create, protect, or accelerate?<\/p>\nExamples: deals you closed, churn you prevented, conversion lifts you drove, projects that shipped on time because of you.<\/p>\nHow to estimate: Before\/after metrics x average deal value x time window.<\/p>\nExample: You improved win rate from 22% to 27% on a 400-opportunity pipeline with $18K ACV. That\u2019s 20 more wins x $18K = $360K annualized.<\/p>\n2) Cost Savings<\/p>\nWhat expenses did you reduce or avoid?<\/p>\nExamples: vendor renegotiations, process fixes, cutting tool bloat, reducing error rates that burned hours.<\/p>\nHow to estimate: Previous run-rate minus current run-rate x 12 months. Include avoided costs like headcount you made unnecessary.<\/p>\nExample: You consolidated tools and cut $4,500\/month. That\u2019s $54K a year.<\/p>\n3) Risk Reduction<\/p>\nWhat downside did you remove?<\/p>\nExamples: compliance fines avoided, SLA breaches prevented, security incidents contained, client escalations defused.<\/p>\nHow to estimate: Probability x impact. Be conservative. Use documented benchmarks when possible.<\/p>\nExample: A likely $150K SLA penalty avoided with your coverage plan. If the risk had a 50% chance, that\u2019s $75K expected value.<\/p>\nAdd it up across a 12-month window. Use low, base, and high cases.<\/p>\nIf your base case value is $360K + $54K + $75K = $489K, a $40K raise (~8% of value) is not audacious. It\u2019s sane.<\/p>\nNow layer the replacement math.<\/p>\nReplacement Cost<\/p>\nIf you leave, what does it cost them?<\/p>\nRecruiter fees (20\u201330% of salary). Vacancy drag (months without output). Onboarding ramp (3\u20136 months to full productivity). Manager bandwidth lost.<\/p>\nQuick calc: For a $150K role, 25% fee is $37.5K. Three months vacancy on $489K annual value is ~$122K lost. Ramp inefficiency another $40\u201360K. You\u2019re at $200K+ before intangibles.<\/p>\nThis is the math you bring to the table. Not vibes.<\/p>\n<h2>Asking vs. Demanding (Posture > Volume)<\/h2>\nPeople fumble comp talks because they collapse two different moves.<\/p>\nAsking is a proposal. Demanding is an ultimatum.<\/p>\nAsking sounds like this:<\/p>\n\u201cI took on X and Y. Here\u2019s the measurable impact and the base-case value. Given the expanded scope, I\u2019m proposing we align my comp to $Z. Can we make that effective this cycle?\u201d<\/p>\nIt\u2019s clear. It\u2019s specific. It\u2019s priced.<\/p>\nDemanding sounds like this:<\/p>\n\u201cPay me $Z or I\u2019m out.\u201d<\/p>\nThat triggers defense. It corners your manager. It shrinks options.<\/p>\nWhat you want is firm, not hostile.<\/p>\nYou also want a BATNA. Best Alternative To a Negotiated Agreement.<\/p>\nIf you\u2019re truly underpaid and carrying two roles, you should have live market options. Quietly built. Ethically pursued.<\/p>\nOptions shift posture without loud threats. You don\u2019t need to say, \u201cI have offers.\u201d You just need to negotiate like a person who does.<\/p>\n<h2>The One-Page Comp Memo<\/h2>\nDon\u2019t rely on a hallway chat. Put your business case on a page.<\/p>\nKeep it boring. Keep it sharp. Here\u2019s the structure.<\/p>\n<ul>\n<li>Role and Scope Today: One paragraph. What you own now vs. six months ago. Name the second seat if you\u2019re holding it.<\/li>\n<li>Key Outcomes and Metrics: Bullets with before\/after numbers, dates, and links\/screenshots. Tie to revenue, costs, risks.<\/li>\n<li>Base-Case Value: The 3-lever math. Low\/base\/high with conservative assumptions.<\/li>\n<li>Market Data: Salary bands from 2\u20133 sources (levels.fyi, Radford if you have it, transparent job postings). Note location and level.<\/li>\n<li>Replacement Cost: Recruiter fee estimate, vacancy drag, ramp time. Quick table total.<\/li>\n<li>Proposal: Salary number, bonus\/RSU adjustments, title update to match scope, and effective date.<\/li>\n<li>Options: Two acceptable packages (A and B) so they can say yes to something.<\/li>\n<\/ul>\nSend it before the meeting. Give them time to socialize it upstream.<\/p>\nYour manager isn\u2019t the final boss. They\u2019re the champion. Make it easy for them to go to bat.<\/p>\n<h2>Timing and Sequence<\/h2>\nMost raises die from bad timing, not bad cases.<\/p>\nUse this operator\u2019s sequence.<\/p>\n1) Pre-Alignment<\/p>\nTwo weeks out, have a scope conversation. \u201cGiven I\u2019m owning X and Y, are we aligned that this is a combined role?\u201d Get the yes in writing.<\/p>\n2) Drop the Memo<\/p>\nSubject: \u201cComp alignment proposal \u2013 [Your Name].\u201d Send it 48\u201372 hours before the meeting. No surprises in the room.<\/p>\n3) Anchor and Ask<\/p>\nOpen with outcomes, then the number. \u201cBased on the impact and market, I\u2019m proposing $Z base, [bonus\/RSU], effective [date]. How can we make this happen?\u201d<\/p>\n4) Shut Up<\/p>\nSilence is part of the price. Hold your ground. Let them think. Don\u2019t discount yourself in real time.<\/p>\n5) Trade, Don\u2019t Cave<\/p>\nIf they push back on base, trade for something. Title, equity, bonus structure, remote flexibility, education budget, scope clarity. Every concession returns value.<\/p>\n6) Deadlines and Next Steps<\/p>\nEnd with dates. \u201cWho else needs to review this? What\u2019s the approval path? Can we reconvene by [date]?\u201d<\/p>\n<h2>Compensation Doctrine<\/h2>\n<ol class=\"doctrine\">\n<li>You get what you can quantify, not what you quietly deserve.<\/li>\n<li>Scope without pay is a loan. Set terms or stop extending credit.<\/li>\n<li>Replacement cost is your floor. Market data is your guardrail. Impact is your ceiling.<\/li>\n<li>Options create leverage. Leverage creates outcomes.<\/li>\n<\/ol>\n<h2>Scripts You Can Steal<\/h2>\nUse simple language. No fluff. No apologies.<\/p>\nKickoff:<\/p>\n\u201cI\u2019d like to align compensation with the scope I\u2019ve been owning. I sent a one-page memo with the impact and market data. Can we walk through it?\u201d<\/p>\nAnchor:<\/p>\n\u201cGiven the base-case value of ~$489K and replacement costs, I\u2019m proposing $190K base, 15% bonus, and a title update to [Title], effective next month.\u201d<\/p>\nObjection \u2013 Budget:<\/p>\n\u201cI get the budget cycle. Let\u2019s stage it. 60% now, 40% at the new fiscal. If base is tight, let\u2019s increase bonus and RSUs with a written adjustment date.\u201d<\/p>\nObjection \u2013 \u201cWe need more time\u201d:<\/p>\n\u201cWhat information would make this a yes? Who needs to sign? I\u2019ll update the memo and set a follow-up for [date].\u201d<\/p>\nClose:<\/p>\n\u201cAppreciate you working this. I\u2019ll send a summary with the agreed next steps and dates.\u201d<\/p>\n<h2>What If They Say No?<\/h2>\nA clean no is data. Treat it as such.<\/p>\nRun this decision tree.<\/p>\n1) Is it timing or principle?<\/p>\nIf it\u2019s timing, get the plan in writing. Milestones, amounts, dates.<\/p>\nIf it\u2019s principle (\u201cwe don\u2019t pay for that scope\u201d), believe them. That\u2019s cultural.<\/p>\n2) Are you capped by level?<\/p>\nAsk for the band. Ask for the criteria to reach the next one. If they won\u2019t disclose, that\u2019s a flag.<\/p>\n3) Does the work-to-comp ratio break your Five Pillars? <\/p>\nHealth, Wealth, Work, Relationships, Spirit. If two or more pillars are stressed, you\u2019re paying a tax you can\u2019t sustain.<\/p>\n4) Activate the market<\/p>\nQuiet search. Warm intros. Target roles where your current scope maps one level up. Use your memo as your talk track.<\/p>\n5) Exit clean<\/p>\nGet the offer. Give notice. Document transitions. Protect your reputation. South LA rule: never fumble the handoff.<\/p>\n<h2>How Much Is $40K, Really?<\/h2>\nIn the abstract, $40K can feel big. In business math, it\u2019s a rounding error against real impact.<\/p>\nIf your added scope drives even $200K in annual value, $40K is 20% of value. Most orgs would do that trade every day.<\/p>\nIf your replacement cost clocks $150\u2013250K when you add fees, ramp, and vacancy drag, $40K is the retention discount.<\/p>\nThat\u2019s why good companies pay to keep grownups.<\/p>\n<h2>Stop Apologizing for Being Good<\/h2>\nThere\u2019s a difference between gratitude and silence.<\/p>\nYou can respect the opportunity and still price your work.<\/p>\nThat\u2019s not greed. That\u2019s governance.<\/p>\n<h2>Field Notes from Real Negotiations<\/h2>\nThree quick plays that work.<\/p>\nPlay 1: Scope-to-Title Lock<\/p>\n\u201cI\u2019m acting as [Director]. Let\u2019s lock the title now with comp staging over two quarters.\u201d Titles unlock future comp. It\u2019s an asset.<\/p>\nPlay 2: Comp Package Mix<\/p>\nIf base hits a ceiling, move the other levers. Higher bonus target with guaranteed minimum year one. RSUs with front-loaded vest. Education or certification budget that turns into hard skills.<\/p>\nPlay 3: Define \u201cOff Your Plate\u201d<\/p>\nScope creep is silent theft. If they won\u2019t pay, define what you will stop doing. \u201cHappy to keep doing X at the aligned comp. Without it, I\u2019ll return X to [team] by [date].\u201d Calm. Professional. Real.<\/p>\n<h2>The Internal Game<\/h2>\nIf asking makes you sweat, train it like any other skill.<\/p>\nReps build calm. Calm sells.<\/p>\nDo three dry runs with a peer. Record yourself. Remove hedges like \u201cjust,\u201d \u201cmaybe,\u201d \u201cI feel.\u201d Replace with \u201cbased on,\u201d \u201cgiven,\u201d \u201cI propose.\u201d<\/p>\nRead your memo out loud. Anywhere you cringe, fix the sentence.<\/p>\nBring printouts.<\/p>\n<div style=\"margin-top:3rem; padding-top:2rem; border-top:2px solid #eee;\">\nREAD NEXT:<\/p>\n<ul style=\"list-style:none; padding:0; margin:0;\">\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/how-high-performers-escape-the-autopilot-trap-before-its-too-late\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">How High Performers Escape the Autopilot Trap Before It’s Too Late<\/a><\/li>\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/why-youre-dead-by-5-pm-and-how-to-reclaim-your-evenings\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">Why You’re Dead By 5 PM (And How to Reclaim Your Evenings)<\/a><\/li>\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/why-your-productivity-system-is-making-you-less-productive\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">Why Your Productivity System Is Making You Less Productive<\/a><\/li>\n<\/ul>\n<\/div>\n","protected":false},"excerpt":{"rendered":"You invested in yourself. You became exceptional at your job. You’re now doing two roles. And you’re still wondering if asking for fair compensation is crazy. I<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"pagelayer_contact_templates":[],"_pagelayer_content":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[16],"tags":[],"class_list":["post-469","post","type-post","status-publish","format-standard","hentry","category-mindset"],"_links":{"self":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts\/469","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/comments?post=469"}],"version-history":[{"count":0,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts\/469\/revisions"}],"wp:attachment":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/media?parent=469"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/categories?post=469"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/tags?post=469"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}

{"id":469,"date":"2026-03-16T15:26:08","date_gmt":"2026-03-16T15:26:08","guid":{"rendered":"https:\/\/shermanperryman.com\/blog\/the-40k-question-are-you-asking-for-what-youre-worth\/"},"modified":"2026-03-16T15:26:08","modified_gmt":"2026-03-16T15:26:08","slug":"the-40k-question-are-you-asking-for-what-youre-worth","status":"publish","type":"post","link":"https:\/\/shermanperryman.com\/blog\/the-40k-question-are-you-asking-for-what-youre-worth\/","title":{"rendered":"The $40K Question: Are You Asking for What You’re Worth?"},"content":{"rendered":"

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\nThe $40K Question: Are You Asking for What You’re Worth?<\/title><\/p>\n<style>\n body { margin:0; padding:0; color:#000; font-family: Georgia, serif; line-height:1.8; }\n .wrap { max-width:720px; margin:0 auto; padding:2rem 1rem; }\n .label { font-family: Arial, sans-serif; font-size:0.8rem; letter-spacing:1px; text-transform:uppercase; color:#000; }\n h1 { font-family: Georgia, serif; font-size:2.2rem; line-height:1.3; margin:0.5rem 0 0.75rem; }\n h2 { font-family: Georgia, serif; font-size:1.5rem; margin:2.5rem 0 0.75rem; }\n p { margin:0 0 1rem; }\n .subtitle { font-size:1.05rem; color:#000; }\n .quote-card { background:#111; color:#fff; padding:2rem; border-radius:6px; margin:2rem 0; font-size:1.3rem; font-weight:bold; }\n .doctrine { counter-reset:item; margin:1.25rem 0; padding:0; }\n .doctrine li { list-style:none; counter-increment:item; margin:1rem 0; padding-left:2rem; position:relative; color:#000; }\n .doctrine li::before { content: counter(item) \".\"; position:absolute; left:0; top:0; font-weight:800; color:#b8860b; font-family: Arial, sans-serif; }\n .pill { font-family: Arial, sans-serif; font-weight:bold; letter-spacing:.3px; }\n .pull { font-family: Georgia, serif; font-style:italic; }\n a { color:#000; text-decoration:underline; }\n<\/style>\n<\/head> \n<body><\/p>\n<div class=\"wrap\">\n<div class=\"label\">Career Capital<\/div>\n<h1>The $40K Question: Are You Asking for What You’re Worth?<\/h1>\nYou did the work. You leveled up. You took on two seats and kept the ship moving. Now you\u2019re wondering if asking for a $40K bump is wild. It isn\u2019t. The fact that you\u2019re hesitating is the real signal.<\/p>\n<h2>Hook<\/h2>\nYou invested in yourself. You became exceptional. Then the org noticed and stacked more weight on your bar.<\/p>\nYou\u2019re now doing your old job and your boss\u2019s job. You cleaned up the mess and kept revenue on the rails.<\/p>\nAnd you\u2019re still questioning whether requesting market pay is \u201ctoo much.\u201d<\/p>\nIt\u2019s not.<\/p>\nBut that hesitation is telling you where the gap is.<\/p>\n<div class=\"quote-card\">Organizations don\u2019t pay out of generosity. They pay because the cost of losing you is higher than the cost of keeping you.<\/div>\n<h2>Why High Performers Undervalue Themselves<\/h2>\nI see this pattern constantly. Especially with people who pride themselves on being low-drama operators.<\/p>\nYou run quiet. You over-deliver. You assume the scoreboard will speak for you.<\/p>\nHere\u2019s the trap.<\/p>\nWhen your baseline is excellence, your new normal hides your value. What felt like a stretch last quarter now feels obvious.<\/p>\nSo you discount it. You call it \u201cjust doing my job.\u201d<\/p>\nAdd in loyalty, imposter noise, and the fear of getting labeled \u201cdifficult,\u201d and you lowball yourself.<\/p>\nMeanwhile, the company is happy to let a top performer subsidize the gap.<\/p>\nI grew up in South LA. You learn fast that value is negotiated, not assumed.<\/p>\nNo one\u2019s coming to tap you on the shoulder with a fair deal. You present it. Calm. Clear. Backed by numbers.<\/p>\n<h2>Quantify Your Actual Value (Not Your Feelings)<\/h2>\nThis is where most people wing it. Don\u2019t.<\/p>\nPut a dollar sign on your contribution using three levers.<\/p>\n1) Revenue Impact<\/p>\nWhat cash did you directly create, protect, or accelerate?<\/p>\nExamples: deals you closed, churn you prevented, conversion lifts you drove, projects that shipped on time because of you.<\/p>\nHow to estimate: Before\/after metrics x average deal value x time window.<\/p>\nExample: You improved win rate from 22% to 27% on a 400-opportunity pipeline with $18K ACV. That\u2019s 20 more wins x $18K = $360K annualized.<\/p>\n2) Cost Savings<\/p>\nWhat expenses did you reduce or avoid?<\/p>\nExamples: vendor renegotiations, process fixes, cutting tool bloat, reducing error rates that burned hours.<\/p>\nHow to estimate: Previous run-rate minus current run-rate x 12 months. Include avoided costs like headcount you made unnecessary.<\/p>\nExample: You consolidated tools and cut $4,500\/month. That\u2019s $54K a year.<\/p>\n3) Risk Reduction<\/p>\nWhat downside did you remove?<\/p>\nExamples: compliance fines avoided, SLA breaches prevented, security incidents contained, client escalations defused.<\/p>\nHow to estimate: Probability x impact. Be conservative. Use documented benchmarks when possible.<\/p>\nExample: A likely $150K SLA penalty avoided with your coverage plan. If the risk had a 50% chance, that\u2019s $75K expected value.<\/p>\nAdd it up across a 12-month window. Use low, base, and high cases.<\/p>\nIf your base case value is $360K + $54K + $75K = $489K, a $40K raise (~8% of value) is not audacious. It\u2019s sane.<\/p>\nNow layer the replacement math.<\/p>\nReplacement Cost<\/p>\nIf you leave, what does it cost them?<\/p>\nRecruiter fees (20\u201330% of salary). Vacancy drag (months without output). Onboarding ramp (3\u20136 months to full productivity). Manager bandwidth lost.<\/p>\nQuick calc: For a $150K role, 25% fee is $37.5K. Three months vacancy on $489K annual value is ~$122K lost. Ramp inefficiency another $40\u201360K. You\u2019re at $200K+ before intangibles.<\/p>\nThis is the math you bring to the table. Not vibes.<\/p>\n<h2>Asking vs. Demanding (Posture > Volume)<\/h2>\nPeople fumble comp talks because they collapse two different moves.<\/p>\nAsking is a proposal. Demanding is an ultimatum.<\/p>\nAsking sounds like this:<\/p>\n\u201cI took on X and Y. Here\u2019s the measurable impact and the base-case value. Given the expanded scope, I\u2019m proposing we align my comp to $Z. Can we make that effective this cycle?\u201d<\/p>\nIt\u2019s clear. It\u2019s specific. It\u2019s priced.<\/p>\nDemanding sounds like this:<\/p>\n\u201cPay me $Z or I\u2019m out.\u201d<\/p>\nThat triggers defense. It corners your manager. It shrinks options.<\/p>\nWhat you want is firm, not hostile.<\/p>\nYou also want a BATNA. Best Alternative To a Negotiated Agreement.<\/p>\nIf you\u2019re truly underpaid and carrying two roles, you should have live market options. Quietly built. Ethically pursued.<\/p>\nOptions shift posture without loud threats. You don\u2019t need to say, \u201cI have offers.\u201d You just need to negotiate like a person who does.<\/p>\n<h2>The One-Page Comp Memo<\/h2>\nDon\u2019t rely on a hallway chat. Put your business case on a page.<\/p>\nKeep it boring. Keep it sharp. Here\u2019s the structure.<\/p>\n<ul>\n<li>Role and Scope Today: One paragraph. What you own now vs. six months ago. Name the second seat if you\u2019re holding it.<\/li>\n<li>Key Outcomes and Metrics: Bullets with before\/after numbers, dates, and links\/screenshots. Tie to revenue, costs, risks.<\/li>\n<li>Base-Case Value: The 3-lever math. Low\/base\/high with conservative assumptions.<\/li>\n<li>Market Data: Salary bands from 2\u20133 sources (levels.fyi, Radford if you have it, transparent job postings). Note location and level.<\/li>\n<li>Replacement Cost: Recruiter fee estimate, vacancy drag, ramp time. Quick table total.<\/li>\n<li>Proposal: Salary number, bonus\/RSU adjustments, title update to match scope, and effective date.<\/li>\n<li>Options: Two acceptable packages (A and B) so they can say yes to something.<\/li>\n<\/ul>\nSend it before the meeting. Give them time to socialize it upstream.<\/p>\nYour manager isn\u2019t the final boss. They\u2019re the champion. Make it easy for them to go to bat.<\/p>\n<h2>Timing and Sequence<\/h2>\nMost raises die from bad timing, not bad cases.<\/p>\nUse this operator\u2019s sequence.<\/p>\n1) Pre-Alignment<\/p>\nTwo weeks out, have a scope conversation. \u201cGiven I\u2019m owning X and Y, are we aligned that this is a combined role?\u201d Get the yes in writing.<\/p>\n2) Drop the Memo<\/p>\nSubject: \u201cComp alignment proposal \u2013 [Your Name].\u201d Send it 48\u201372 hours before the meeting. No surprises in the room.<\/p>\n3) Anchor and Ask<\/p>\nOpen with outcomes, then the number. \u201cBased on the impact and market, I\u2019m proposing $Z base, [bonus\/RSU], effective [date]. How can we make this happen?\u201d<\/p>\n4) Shut Up<\/p>\nSilence is part of the price. Hold your ground. Let them think. Don\u2019t discount yourself in real time.<\/p>\n5) Trade, Don\u2019t Cave<\/p>\nIf they push back on base, trade for something. Title, equity, bonus structure, remote flexibility, education budget, scope clarity. Every concession returns value.<\/p>\n6) Deadlines and Next Steps<\/p>\nEnd with dates. \u201cWho else needs to review this? What\u2019s the approval path? Can we reconvene by [date]?\u201d<\/p>\n<h2>Compensation Doctrine<\/h2>\n<ol class=\"doctrine\">\n<li>You get what you can quantify, not what you quietly deserve.<\/li>\n<li>Scope without pay is a loan. Set terms or stop extending credit.<\/li>\n<li>Replacement cost is your floor. Market data is your guardrail. Impact is your ceiling.<\/li>\n<li>Options create leverage. Leverage creates outcomes.<\/li>\n<\/ol>\n<h2>Scripts You Can Steal<\/h2>\nUse simple language. No fluff. No apologies.<\/p>\nKickoff:<\/p>\n\u201cI\u2019d like to align compensation with the scope I\u2019ve been owning. I sent a one-page memo with the impact and market data. Can we walk through it?\u201d<\/p>\nAnchor:<\/p>\n\u201cGiven the base-case value of ~$489K and replacement costs, I\u2019m proposing $190K base, 15% bonus, and a title update to [Title], effective next month.\u201d<\/p>\nObjection \u2013 Budget:<\/p>\n\u201cI get the budget cycle. Let\u2019s stage it. 60% now, 40% at the new fiscal. If base is tight, let\u2019s increase bonus and RSUs with a written adjustment date.\u201d<\/p>\nObjection \u2013 \u201cWe need more time\u201d:<\/p>\n\u201cWhat information would make this a yes? Who needs to sign? I\u2019ll update the memo and set a follow-up for [date].\u201d<\/p>\nClose:<\/p>\n\u201cAppreciate you working this. I\u2019ll send a summary with the agreed next steps and dates.\u201d<\/p>\n<h2>What If They Say No?<\/h2>\nA clean no is data. Treat it as such.<\/p>\nRun this decision tree.<\/p>\n1) Is it timing or principle?<\/p>\nIf it\u2019s timing, get the plan in writing. Milestones, amounts, dates.<\/p>\nIf it\u2019s principle (\u201cwe don\u2019t pay for that scope\u201d), believe them. That\u2019s cultural.<\/p>\n2) Are you capped by level?<\/p>\nAsk for the band. Ask for the criteria to reach the next one. If they won\u2019t disclose, that\u2019s a flag.<\/p>\n3) Does the work-to-comp ratio break your Five Pillars? <\/p>\nHealth, Wealth, Work, Relationships, Spirit. If two or more pillars are stressed, you\u2019re paying a tax you can\u2019t sustain.<\/p>\n4) Activate the market<\/p>\nQuiet search. Warm intros. Target roles where your current scope maps one level up. Use your memo as your talk track.<\/p>\n5) Exit clean<\/p>\nGet the offer. Give notice. Document transitions. Protect your reputation. South LA rule: never fumble the handoff.<\/p>\n<h2>How Much Is $40K, Really?<\/h2>\nIn the abstract, $40K can feel big. In business math, it\u2019s a rounding error against real impact.<\/p>\nIf your added scope drives even $200K in annual value, $40K is 20% of value. Most orgs would do that trade every day.<\/p>\nIf your replacement cost clocks $150\u2013250K when you add fees, ramp, and vacancy drag, $40K is the retention discount.<\/p>\nThat\u2019s why good companies pay to keep grownups.<\/p>\n<h2>Stop Apologizing for Being Good<\/h2>\nThere\u2019s a difference between gratitude and silence.<\/p>\nYou can respect the opportunity and still price your work.<\/p>\nThat\u2019s not greed. That\u2019s governance.<\/p>\n<h2>Field Notes from Real Negotiations<\/h2>\nThree quick plays that work.<\/p>\nPlay 1: Scope-to-Title Lock<\/p>\n\u201cI\u2019m acting as [Director]. Let\u2019s lock the title now with comp staging over two quarters.\u201d Titles unlock future comp. It\u2019s an asset.<\/p>\nPlay 2: Comp Package Mix<\/p>\nIf base hits a ceiling, move the other levers. Higher bonus target with guaranteed minimum year one. RSUs with front-loaded vest. Education or certification budget that turns into hard skills.<\/p>\nPlay 3: Define \u201cOff Your Plate\u201d<\/p>\nScope creep is silent theft. If they won\u2019t pay, define what you will stop doing. \u201cHappy to keep doing X at the aligned comp. Without it, I\u2019ll return X to [team] by [date].\u201d Calm. Professional. Real.<\/p>\n<h2>The Internal Game<\/h2>\nIf asking makes you sweat, train it like any other skill.<\/p>\nReps build calm. Calm sells.<\/p>\nDo three dry runs with a peer. Record yourself. Remove hedges like \u201cjust,\u201d \u201cmaybe,\u201d \u201cI feel.\u201d Replace with \u201cbased on,\u201d \u201cgiven,\u201d \u201cI propose.\u201d<\/p>\nRead your memo out loud. Anywhere you cringe, fix the sentence.<\/p>\nBring printouts.<\/p>\n<div style=\"margin-top:3rem; padding-top:2rem; border-top:2px solid #eee;\">\nREAD NEXT:<\/p>\n<ul style=\"list-style:none; padding:0; margin:0;\">\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/how-high-performers-escape-the-autopilot-trap-before-its-too-late\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">How High Performers Escape the Autopilot Trap Before It’s Too Late<\/a><\/li>\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/why-youre-dead-by-5-pm-and-how-to-reclaim-your-evenings\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">Why You’re Dead By 5 PM (And How to Reclaim Your Evenings)<\/a><\/li>\n<li style=\"margin-bottom:0.75rem;\"><a href=\"https:\/\/shermanperryman.com\/blog\/why-your-productivity-system-is-making-you-less-productive\/\" style=\"color:#b8860b; text-decoration:underline; font-size:1.1rem;\">Why Your Productivity System Is Making You Less Productive<\/a><\/li>\n<\/ul>\n<\/div>\n","protected":false},"excerpt":{"rendered":"You invested in yourself. You became exceptional at your job. You’re now doing two roles. And you’re still wondering if asking for fair compensation is crazy. I<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"pagelayer_contact_templates":[],"_pagelayer_content":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[16],"tags":[],"class_list":["post-469","post","type-post","status-publish","format-standard","hentry","category-mindset"],"_links":{"self":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts\/469","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/comments?post=469"}],"version-history":[{"count":0,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/posts\/469\/revisions"}],"wp:attachment":[{"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/media?parent=469"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/categories?post=469"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/shermanperryman.com\/blog\/wp-json\/wp\/v2\/tags?post=469"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}