Netflix fosters a culture where they seek outstanding employees and pay them “top of market”. Their goal is to hire and retain great employees, so everyone in the organisation appreciates they will be paid more than anywhere else for the value they provide.
It is rare for an organisation to be the one setting the high benchmark for salary discussions. It’s usually up to the employee to raise this topic.
This raises two important points you should consider.
The first is how much you are valuing yourself. The other is what you are asking of your employer.
With your value, it’s helpful to embrace a proactive curiosity about your worth in the marketplace. There are so many opportunities available to you, and you shouldn’t restrict your awareness to those around you that you work with. Even if you are happy in the position you are in, stay curious about what the future may hold.
With your negotiations, understand that you must drive this conversation at work. If you are nervous about having this discussion with the key decision-makers, you will be surprised how open they can be to a clear proposal. Just be sure to reference your salary against your performance and value to the firm. If you are great in your position, it’s usually a better outcome for the organisation if they increase your salary than try to find your replacement.
And a final point for those working in an industry or organisation with clear salary structures. It’s still important to embrace an attitude of “top of market”. While you may not be able to influence your salary, there are many non-monetary benefits and opportunities available to you.
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