Raise Your Game Unique Salary Negotiation Conversation Starters

Raise Your Game Unique Salary Negotiation Conversation StartersRaise Your Game Unique Salary Negotiation Conversation Starters4Job seekers often dread salary negotiation conversation starters because they dont know how to approach the subject with their boss or manager. And when they do finally muster the courage to discuss the topic, they often dont know what to say, how to say it, and when to say it.While timing is often everything, the approach, and language used, is equally as important when initiating salary negotiation conversation.Job seekers can take the fear out of starting the salary negotiation conversation by following these strategies from Chris Bolte,CEO of Paysa, a company that employs a data-driven approach to help you understand your value in todays job market. Bolte offers passive, aggressive, and data-driven salary negotiation conversation starter tips that will help flexible job seekers start the salary negotiation conversation with confidence and poise.Here is a look at three unique approaches to the salary negotiation conversation1. The Passive ApproachHi Boss, Id like to talk to you about compensation. As you know Ive had a great experience working here, I love the team and company, and Im definitely motivated to continue. Ive been a key contributor to XYZ initiatives, and Im slated to contribute to ABC initiatives and am really looking forward to that. Im not one to pay too much attention to this, but Ive been hearing from friends and past colleagues what other startups and companies are paying people like me, and its definitely opened up my curiosity about how in line my compensation is with the market for my background and contribution.Boltes TakeThis is effective because it opens up the conversation and leaves room for negotiation on both ends, Bolte says. Management will take into consideration the value you have given them and the value you will continue to give to them and make a decision based on that.2. TheAggressive ApproachHi B oss, Id like to talk to you about raising my compensation to be more in line with the current market. You know that I love working here and am highly motivated to continue, but I feel like my compensation is lower than market for my experience and contributions, and Id like to find out what you could do to help adjust.Boltes TakeThis approach is more direct and specific with your boss, Bolte says. It opens up the conversation without leaving wiggle room to interpret intentions. This can be effective if presented strong with room for negotiation.3. TheData-Driven ApproachHi Boss, I wanted to open up the discussion about my compensation rate. Based on recent information from a compensation site that uses a data science approach to analyze a parties background and lets them know what theyre worth in the market, I printed out itscustom raise report. It looks like Im about $30,000 off in total compensation. Is this something you could help adjust for me?Boltes TakeThis approach is effect ive because it presents your boss with some actual market data, Bolte says, and Its hard to deny real data in line with the market.When initiating conversation around salary negotiations, always do so in person, says Loren Miner, chief operations officer at Engage2Excel, a recruitment products and services company.It is too easy to misread a reaction when over the phone or sent via email, Miner says.Keep a positive and upbeat mentality when you make your request. And remember to smile.Pretend that you know the answer is going to be yes when youre asking, and your positive attitude will reinforce why you deserve the raise, Miner adds.Looking for a job that pays a little more and offers flexibility? Start with this list of the top 100 companies for remote jobs.Readers, what approach would you use when asking for a raise? Let us know in the comments below.

12XX Navigator Utilization Field AFSC Description

12XX Navigator Utilization Field AFSC Description12XX Navigator Utilization Field AFSC DescriptionThe Navigator Utilization Field encompasses all functions performed by rated navigator officers to conduct or directly support flying operations, including combat, combat support, and training missions. Inherently included are supervisory and staff functions such as inspection, contingency planning, and policy formulation. Specific Instruction on the Use of Certain AFSCs Identify navigators by the 12XX specialties appropriate to the type of missions and weapon system involved. Use the following prefixes to identify additional rated qualifications and experience, and unit manpower document positions that require these capabilities B - Squadron Operations/Maintenance Officer. C - Commander. F - Aircraft Systems Flight Evaluation. G - Automated Systems Program Designer. H - Military Consultant to the Surgeon General. K - Instructor for weapon system designated by AFSC. L - Life Support. M - Medical Service Specialist (Physiological Training Instructor). N - Navigator Required. Q - Standardization or Flight Examiner for Weapon system designated by AFSC. S - Safety. T - Formal Training Instructor. V - Automated Functional Applications Analyst. W - Weapons and Tactics Instructor. Y - Analytical Studies Officer. Identify navigators serving as instructors in undergraduate navigator training and formal training units (FTU) with a T prefix. Do not award the T prefix to instructor navigators in operational units. Prefix K identifies these instructors and authorizations. In each major weapon system (MWS) specialty, use suffix T to identify navigators serving as Specialized Undergraduate Navigator Training (SUNT) instructors. Only use suffix S to identify electronic warfare officers (EWO) serving as SUNT instructors. Navigators assigned to duty as Aerospace Physiology Instructors, after completion of formal training, may be identified by prefix M. The office of the Chief, F light Medicine, Air Force Medical Operations Agency validates positions and awards AFSCs. Identify requirements for staff officers above wing level with a staff AFSC (12X4). Award individuals possessing a qualified AFSC (12X3) a staff AFSC (12X4) upon assignment to a position so identified. Qualification level 3 designates a navigator qualified in the assigned specialty or shredout. Level 2 may be used to designate qualification at an intermediate level, if appropriate, for a specific shredout in AFSC 12BX. Level 1 identifies rated navigators at the entry level for their specialty. Current aeronautical rating and qualification for aviation service according to AFI 11-402, Aviation and Parachutists Service are mandatory for award and retention of navigator AFSCs. See AFI 36-2101, Classifying Military Personnel (Officer and Airmen) for policy on retention or withdrawal of rated AFSCs for personnel disqualified from aviation service or placed in an inactive status. Complete Listing of AFSC for the Navigator Utilization Field 12AX - AIRLIFT NAVIGATOR 12BX - BOMBER NAVIGATOR 12EX - EXPERIMENTAL TEST NAVIGATOR 12FX - FIGHTER NAVIGATOR 12GX - GENERALIST NAVIGATOR 12KX - TRAINER NAVIGATOR 12RX - RECONNAISSANCE/SURVEILLANCE/ELECTRONIC WARFARE NAVIGATOR 12SX - SPECIAL OPERATIONS NAVIGATOR 12TX - TANKER NAVIGATOR

8 Tips for Dealing With That Extra Annoying Co-worker

8 Tips for Dealing With That Extra Annoying Co-worker8 Tips for Dealing With That Extra Annoying Co-workerWhether its the copywriter who incessantly talks to you about her family drama or the account executive who steals food from the company fridge, weve all dealt with annoying co-workers in the bro at some point or another. Of course, colleagues who drive you crazy also pose a aufgabe How do you deal with them without leaving a bad impression?Have no fear, because weve searched the great depths of the web to find the best resources on handling those pesky people in the office. Youll be a work relationships master in no time.Trust me, youre not alone Here are the 15 most annoying co-workers ever (and, shocker Everyone deals with them). (LinkedIn)Building on that, there are definitely ways to handle each individual infuriating co-worker case its not one-size-fits-all. (DailyWorth)If youre worried that youre the only person dealing with a frustrating colleague, dont be research found that one in eight people leave a job due to incivility. (Entrepreneur)Its easy to reach a breaking point with loud, gossipy colleagues, so drown them out with unterstellung five awesome apps. (Fast Company)Sometimes when youre dealing with an obnoxious team member, its best to find a bigger enemy. (Inc.)If youre dealing with a perpetually late co-worker, heres the fix youve always been waiting for the Whisky Rule. (Lifehacker)Obviously, its easy to be annoyed with other people, but its also important to take a step back and think about what irritating office habits you have that drive others crazy. (Forbes)All in all, look on the bright side Your co-worker isnt as awful as David Thorne. (Elite Daily)Need more help dealing with annoyances in the office? Check out some of our suggestionsHow to Deal Handling the Impossible Co-Worker13 Types of Co-workers We Could Seriously Do WithoutHow to Handle the Co-worker Who Just Doesnt Get ItPhoto of upset office workers courtesy of Shutterstock .