If you’re thinking about asking for more money, this Salary Confidence Checklist will tell you whether you’re actually prepared — or just frustrated.
Most professionals don’t struggle with effort.
They struggle with positioning.
Before you schedule that compensation conversation, run yourself through this diagnostic.
Salary Confidence Checklist: Market Positioning
High compensation requires market awareness.
☐ I have researched my role’s salary range using at least two compensation sources (e.g., Glassdoor, Levels.fyi, LinkedIn Salary).
☐ I understand my company’s pay band structure.
☐ I know what professionals with similar scope earn externally.
If two or more of these are unchecked, you’re negotiating without data.
External salary sources:
Salary Confidence Checklist: Compensation Clarity
Vague numbers create weak negotiation energy.
☐ I have defined my Optimal salary (best aligned outcome).
☐ I have defined my Target salary (market-backed number).
☐ I have defined my Minimum Acceptable Package (MAP).
If you do not know your MAP, you do not have leverage.
Negotiation without a floor leads to anxiety-based decisions.
Salary Confidence Checklist: Business Impact Proof
Effort does not drive raises. Impact does.
☐ I can quantify at least 3 measurable business outcomes I’ve driven.
☐ I can tie those outcomes to revenue, retention, cost savings, or strategic expansion.
☐ I can articulate my impact in 2–3 clear sentences.
Example:
Before: “Responsible for managing client relationships.”
After: “Expanded enterprise portfolio from 12 to 27 accounts, increasing retention by 18% and protecting $3.2M in annual revenue.”
If your résumé can’t prove impact, your negotiation won’t either.
Salary Confidence Checklist: Objection Readiness
Raises trigger resistance. Prepare for it.
☐ I’ve identified at least 3 likely objections.
☐ I’ve prepared business-framed responses.
☐ I’ve identified alternative compensation options (bonus, equity, flexibility).
Objection example:
Employer: “We don’t have the budget.”
Strategic response: “I understand constraints. What measurable outcomes over the next quarter would position this for approval?”
That response maintains leadership posture.
Your Score
0–5 checked → You’re not ready.
6–9 checked → Partially prepared.
10–12 checked → Negotiating strategically.
If this Salary Confidence Checklist exposed gaps, the 3-Step Salary Negotiation Workbook walks you step-by-step through closing them.
How We Can Work Together
Start with the checklist. If you’re actively negotiating, use the Workbook.
If positioning is the real issue, the Career GlowUp rebuilds your résumé and LinkedIn so your value is obvious before you ever speak.
If you need long-term compensation growth strategy, book a discovery call.
Choose your level and let’s make 2026 the year you finally have a 9-5 that actually financially fuels your 5-9.
+ show Comments
- Hide Comments
add a comment