In my previous post, Closed Mouths Don’t Get Fed, I emphasized the importance of building a clear individual development plan and communicating it to your leader and HR. But development isn’t only about skills and promotions it’s also about compensation.
One of the most overlooked forms of self-advocacy is ensuring your salary matches current marketplace standards. Whether you’ve been with the same company for years or you’re considering a new role, understanding benchmarks for your position in your local market is critical for both career satisfaction and financial well-being.
Why Salary Awareness Matters
Too often, long tenure in a single company can lead to significant salary gaps compared to newer hires. I’ve seen firsthand the disparities, sometimes as high as $10,000 to $30,000 annually between employees doing similar work.
Employers rarely volunteer this information. No leader will pull you aside and say, “You left money on the table.” This is why self-advocacy isn’t optional it’s essential.
Tools to Compare Compensation
The good news is that salary data is more accessible than ever. With many U.S. states now requiring employers to post salary ranges in job descriptions, you have real numbers to work with.
Use these resources to get started:
- Salary.com → Reliable averages across industries.
- Glassdoor.com → Employee-submitted salary insights.
- Simple Google search → “Job title + city” often pulls up local benchmarks.
Keep in mind that salaries typically fluctuate once or twice per year based on demand for specific skills. Always compare against the median average that’s the truest indicator of where most professionals are being paid.
How to Use the Data in Conversations
Yes, salary discussions can feel uncomfortable. But discomfort doesn’t diminish importance. When you prepare with fact-based details, you bring power to the table.
Consider:
- Years of experience you’ve accumulated.
- Industry sector you work in.
- Unique accomplishments that set you apart.
If your pay is well below the median, catching up can be difficult. In those cases, it may be smarter to explore opportunities at another organization that aligns with market standards.
Recommended reads:
- Get Paid What You’re Worth by Robin L. Pinkley & Gregory B. Northcraft — practical salary negotiation strategies.
- Ask For It by Linda Babcock & Sara Laschever — a playbook for asking with confidence.
Final Thoughts
Closed mouths don’t get fed. And in this case, they don’t get paid fairly either.
The professionals who consistently benchmark their compensation and bring fact-based data into conversations with leaders and HR are the ones who close pay gaps and secure their financial growth.
Take action this week: Research salary benchmarks for your role and city. Know where you stand before your next compensation discussion.
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