发现公司给的工资太低怎么办？

    Jay Bazzinotti给出的答案

    无论在什么情况下，你都有三个选择——接受现实、做出改变或者一走了之。现在你的情况是，对现状不满，希望通过加薪来改变。如果公司拒绝给你涨工资，你打算一走了之吗？如果没有这种打算，那么你就得接受现实，尽管这有点难。

    这个世界的真相是：除了走出校门后的第一份工作，你的薪水永远是偏低的。少付你些薪水能给公司带来好处，所以他们当然会这么做。关于这一点，公司心里很清楚，现在你也明白了。从另一个角度来说，你在入职时商定的工资水平就偏低，这也怨不得别人（别去抱怨当初招聘你的人，那只是为自己的错误找借口）。他们给你设定的工资水平当时是经过你认可的。即便后来发现别人的工资比你高，这也怪不到他们头上。就算你知道了自己薪水偏低，你对工作的认真程度也不应该受到影响。

    入职后再协商工资总是很难。你唯一的谈判砝码是：如果他们不给你涨工资，你就辞职。如果你是公司的骨干，对公司有价值，并且是公司不愿意失去的未来资产，那么这个砝码会很管用。或许你会列举自己的过往业绩，但是，会不会给你加薪或升职并不完全取决于你过往的表现，而是取决于他们对你未来表现的预期。因此，对于你来说，最好的谈判切入点是向他们展示，你将在公司未来发展中能发挥怎样的价值，让他们认为给你加薪是值得的。

    下次要记得，在入职前先谈好薪资。关于薪资谈判你还需要知道的是：他们会等着你提出来，如果你没提，他们反而会看扁你。什么都可以拿来谈——工资、奖金、额外福利、休假、办公场地的面积，甚至于停车场地。你开出的待遇一定要大大超出你认为自己应得的部分。很多时候，他们会毫不犹豫地满足你的要求，我自己就经历过这种情况，因为他们对你的价值判断与你想的不同，通常会更高。即使他们不能满足你的某些荒唐要求（比如在办公室配备女按摩师），他们也会提供一些仍然超出你预期的补偿。另外，要公司加薪往往很难，但是，即使给不了别的，他们一般都会同意给你更多的休假时间。协商结果要形成白纸黑字。如果只是握握手，或者说些“只有我和你知道”之类的话，那么之后就会仿佛什么也没有发生，你的要求肯定会落空。一定要他们在白纸黑字上签字画押。

    扯远了。所以你应该直接去老板那里告诉他真相：通过种种途径（不用说太具体），你发现你和同事做着一样的工作，拿的工资却比他们低得多。你希望至少将工资涨到和他们一样的水平。记得避开薪酬审核周期，以免影响你未来的加薪。

    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.