????Jay Bazzinotti給出的答案

????無論在什么情況下，你都有三個選擇——接受現實、做出改變或者一走了之。現在你的情況是，對現狀不滿，希望通過加薪來改變。如果公司拒絕給你漲工資，你打算一走了之嗎？如果沒有這種打算，那么你就得接受現實，盡管這有點難。

????這個世界的真相是：除了走出校門后的第一份工作，你的薪水永遠是偏低的。少付你些薪水能給公司帶來好處，所以他們當然會這么做。關于這一點，公司心里很清楚，現在你也明白了。從另一個角度來說，你在入職時商定的工資水平就偏低，這也怨不得別人（別去抱怨當初招聘你的人，那只是為自己的錯誤找借口）。他們給你設定的工資水平當時是經過你認可的。即便后來發現別人的工資比你高，這也怪不到他們頭上。就算你知道了自己薪水偏低，你對工作的認真程度也不應該受到影響。

????入職后再協商工資總是很難。你唯一的談判砝碼是：如果他們不給你漲工資，你就辭職。如果你是公司的骨干，對公司有價值，并且是公司不愿意失去的未來資產，那么這個砝碼會很管用。或許你會列舉自己的過往業績，但是，會不會給你加薪或升職并不完全取決于你過往的表現，而是取決于他們對你未來表現的預期。因此，對于你來說，最好的談判切入點是向他們展示，你將在公司未來發展中能發揮怎樣的價值，讓他們認為給你加薪是值得的。

????下次要記得，在入職前先談好薪資。關于薪資談判你還需要知道的是：他們會等著你提出來，如果你沒提，他們反而會看扁你。什么都可以拿來談——工資、獎金、額外福利、休假、辦公場地的面積，甚至于停車場地。你開出的待遇一定要大大超出你認為自己應得的部分。很多時候，他們會毫不猶豫地滿足你的要求，我自己就經歷過這種情況，因為他們對你的價值判斷與你想的不同，通常會更高。即使他們不能滿足你的某些荒唐要求（比如在辦公室配備女按摩師），他們也會提供一些仍然超出你預期的補償。另外，要公司加薪往往很難，但是，即使給不了別的，他們一般都會同意給你更多的休假時間。協商結果要形成白紙黑字。如果只是握握手，或者說些“只有我和你知道”之類的話，那么之后就會仿佛什么也沒有發生，你的要求肯定會落空。一定要他們在白紙黑字上簽字畫押。

????扯遠了。所以你應該直接去老板那里告訴他真相：通過種種途徑（不用說太具體），你發現你和同事做著一樣的工作，拿的工資卻比他們低得多。你希望至少將工資漲到和他們一樣的水平。記得避開薪酬審核周期，以免影響你未來的加薪。

????Answer by Jay Bazzinotti

????There are three things you can do in any given situation – accept it, change it, or leave it. What you are saying is that you are unwilling to accept it and now want to change it by getting a raise. If they refuse to give you the raise, are you willing to leave the company? If not, then you will have to accept it, though it will be difficult.

????Here’s the thing: with the exception of your first job out of college or technical school, you are ALWAYS being underpaid. It’s to the advantage of the company to always underpay you and so they do. They know it and now you do too. On the other hand, it’s not their fault that you (don’t talk about your recruiter, that’s just an excuse for your failure) negotiated poorly at hiring time. The money they offered you was acceptable to you at the time. The fact that you somehow found out that others get more is not their fault. You owe them the exact same loyalty and effort now as you provided before you learned about the pay disparity.

????It’s always difficult to negotiate in retrospect. The only real lever you have is that if they don’t pay you what you are asking, you will leave. This is most effective if you have become a key player, add positive value and are seen as a future asset that they don’t want to lose. Making a list of great stuff you have done in the past is OK, but you won’t get a raise or promotion based on what you did yesterday — you get it based on what they expect you to do tomorrow. Therefore, your best bargaining position is to show them how you will assist them in their abilities to be successful in the future and how therefore it is worth their while to increase your pay.

????In the future, negotiate at the beginning before you accept the job. Here’s another thing to remember when you negotiate: they expect you to negotiate, and if you don’t they lose respect for you. Everything is negotiable. Everything — from pay to bonus to perks to vacation time to office size to parking spaces and more. You should always ask for something that is way more than you think you are worth. Lots of times, and I have seen this myself, they will give you what you want without even blinking because their perception of your value is different than your own and usually higher. Even if they don’t give you the ridiculous things you ask for, such as an in-office masseuse, they might counter with something that is still more than you expected. It’s often difficult for companies to give more money – but they will almost always agree to give you more vacation time, if nothing else. And get it all in writing. If it’s just a handshake, or just a little “secret between you and me,” then it never happened and you will never get it. Get them to write it down and sign it.

????But I digress. So you are going to go to your boss and tell him the truth — through a confluence of events that you won’t discuss, you discovered that you are making significantly less than your co-workers for essentially the same work and that you would like to be brought up at least to par with them and out of the review cycle and you don’t want it to effect your future raises when the review cycle comes around.