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When I interviewed at Google several years ago, they told me up front that the salary was non-negotiable. It was very much a take-it-or-leave-it offer.You may run into situations like this once or twice over the course of your career, but in most cases, there’s room for negotiation.In fact, I get worried when one of our senior hires doesn’t attempt to negotiate their offer. That’s actually a bad sign, and I start wondering how they’re going to react when a vendor makes an offer. Will they just accept it without negotiating in that situation, too?I know these negotiations can be anxiety-inducing, but there are things you can do to ease any nerves and put yourself in the best position to come away with a better offer.Negotiate based on what's important to you.Your salary can certainly be important to your quality of life, but it isn’t the only part of the contract you can negotiate.In fact, most people I talk to don’t name salary as the most important factor in their decision to take a job. There are so many other aspects of compensation and responsibilities that can have a much bigger effect on overall happiness.For some, a title is important. For others, it’s the amount of ownership they have over their work. At a startup, many people value equity and upside potential the most.Figure out what matters to you and focus your negotiations around that. If it happens to be salary, that’s perfectly fine. Just realize it's not the only compensation you can consider.Know the market ahead of time.Depending on your career and industry, you’ll want to be aware of the market dynamics at play when you’re interviewing.I worked in investment banking for two years out of college and then took some time off to travel. This was 2002, so when I began looking for work again, we were still in the midst of a recession. In that type of market, the labor pool for companies that are hiring is huge—and it can work against you.I ended up getting a job offer to be a financial analyst at a well-known magazine. It seemed like a natural fit for me, and they gave me a week to make my decision. Unfortunately, I waited until the day before the deadline to tell them I would accept. And when I got in touch, I found out they’d given the job to someone else.By dragging out my decision, I made it look like I was balancing different offers. I didn't factor in the poor job market, and there was obviously someone who seemed more eager to take the position.Remember, nothing is official until the paper is signed. If you’re going to take a role, let the company know you’re really excited about it—and understand the market dynamics that may influence your negotiations.Don’t get too ahead of yourself with career planning and optimizations.Over the course of a long career, a difference of a few thousand dollars won’t matter as much as the more intangible aspects of the job.What really matters is whether you like your manager, whether you like the company, and what you’ll learn in this position. How is this going to help you get to your next role? It may not feel great to take a lower salaried position, but if it puts you on the trajectory you want, then it probably won’t matter in the long run.Personally, there were times in my career when I took pay cuts because I wanted to pursue a more interesting opportunity, or I wanted to take a role where I had no experience. When I started working at Aeropostale after business school, I had no tangible experience in retail, but it was a way for me to shift industries. So even though my salary was lower than a lot of my fellow graduates, I took the job.In my experience, the people who tend to make the most money are those who are really good at what they do. That comes from doing something you love, something that plays to your strengths. You should always negotiate your offers—just remember there are other forms of compensation than numbers on your paycheck.This article originally appeared on Inc.

They said “996” is a blessing.The rules that can be listed in the employee handbook are not stupid. But the underlying rules are really disgusting.When I applied for an Internet company, hr told me vaguely that they were a fast-growing company and were in the golden stage of development. So they usually work overtime until 9 o'clock, and they have to work on Saturdays. ? ? ? You must be kidding me.This is not written in the contract, but "everyone volunteers to work overtime". You can guess if everyone is voluntary. In other words, this is another form of compulsion. You may not get or just get very little overtime pay. If you go home when everyone is working overtime, you may become a "unique landscape", and your superiors will think that you are not serious about your work.“996”refers to those who put in 12-hour days — 9 a.m. to 9 p.m. — six days a week.In 2019, the 996.icu project was spread on Github, which means you stick to 996 rules when you work and live in ICU when you are sick. (It is an exaggeration, but it has the effect of highlighting emotions. It satirizes entrepreneurs who are blindly seeking to extend employees' working hours. )Some entrepreneurs say that 996 is good fortune, and by this way those who work longer can get more rewards. But this return is too vain. It refers more to the employee’s hard work being discovered by the superiors, the possibility of promotion and salary increase, or the improvement of personal ability. To be honest, 996 is a squeeze on employees. It is not a reward for employees, but for the company. In addition, the act of increasing the working hours of employees ignores the rights of employees and violates the law.Entrepreneurs associate hard work with long working hours, and think that not working longer means not working hard, which is a symbol of not having an active life. It seems like a selfish lie.The time after work should be spent on rest, entertainment and learning other interesting knowledge, rather than still working for the company. We should spend more time with the people we love instead of colleagues and computers.

Do you believe that increasing your salary is in the best interests of the company?If yes, then it looks like you can easily come up with arguments for a win-win. A win-win means you negotiate by expressing that in accepting your request, both you and the other party (the board) would benefit. In other words, increasing your salary will benefit the board and the company, so is worth carrying out.Why will it benefit the company?Some arguments may be:I am a valuable asset to the company, and so need to be adequately remuneratedUnder my leadership, the company has tripled in revenue over the last year.The directors should receive more remuneration than the shareholders because of their active input in the business.If shareholders receive more than directors, directors may feel demotivatedThe motivation that a higher salary would create can increase my performance and therefore further increase revenue. [propose a test?]In the long term, this means more profit so therefore more dividends for the board.Issuing a Dividend may be more tax friendlyI understand that you would like a salary increase. However, I also realise that you are the company’s largest shareholder. In most jurisdictions, issuing profit in the form of dividend rather than salary can enable you to pay less tax. Surely that’s something both you and the board could benefit from, so perhaps issuing profits in the form of dividends is not such a bad idea after all?Hope this helps! If you have more questions or would like legal help navigating the complex laws of companies, please don’t hesitate to get in touch with me or contact Linkilaw directly.