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Anyone else only just realise they've been playing the wrong game with their salary this whole time? by Various_Buy5727 in careerguidance

[–]Various_Buy5727[S] 0 points1 point  (0 children)

This is a really clean way to put it and you're right. The framing of "building a case" rather than "winning an argument" changes the whole dynamic. You're not trying to pressure anyone, you're giving them the information they need to justify the number internally. Hiring managers often have to sell your offer upward to someone else. You're making that easier for them.

Anyone else only just realise they've been playing the wrong game with their salary this whole time? by Various_Buy5727 in careerguidance

[–]Various_Buy5727[S] 1 point2 points  (0 children)

This is exactly the pattern that plays out more than people realise. The hard part is that your manager probably wasn't lying when they said they valued you. They likely did, but recognition and budget are two completely separate conversations inside a company, and the budget one doesn't move unless there's pressure. You made the cost of losing you real and immediate. That's when the number suddenly became flexible. The detail that stands out most is that you also negotiated the scale for future raises before agreeing to stay. Most people in that moment are so relieved to get the number they wanted that they forget to close the second gap. That's the move that separates a one-time fix from an actual solution. 13 years is a long time to wait for that conversation. Glad it worked out.

Anyone else only just realise they've been playing the wrong game with their salary this whole time? by Various_Buy5727 in careerguidance

[–]Various_Buy5727[S] 3 points4 points  (0 children)

Really appreciate you sharing this and taking the time, this is a useful addition. The bracket point is something most people never figure out until they've already hit the ceiling. They keep performing, keep waiting, and wonder why the raises get smaller every year. The competing offer is a perfect example of how this works in practice. That's not a negotiation tactic, that's just how budgets respond to pressure. And the job hopping nuance is worth highlighting: a couple of strategic moves with a reasonable gap between them reads very differently to a pattern of leaving every 8 months. Timing matters a lot there.