How to effectively negotiate salary and working conditions
2025-08-14
5 MIN READING
TABLE OF CONTENTS
Not so long ago, talking about money was considered uncomfortable. It was associated with entitlement or a lack of loyalty. But 2025 shows that times have changed, and today it is not only possible to talk about working conditions, but necessary.
The market is more dynamic than ever before. Artificial intelligence, hybrid working models, B2B contracts, higher turnover, economic uncertainty – all of this means that being “good at what you do” is not enough. You also need to be able to clearly communicate your needs and boundaries. Only then will you have a chance to work on your own terms.
Importantly, negotiations are no longer just about salary. More and more often, they are about flexible hours, the possibility of remote work, access to training, transparency of goals, and real influence on how things are done. But no one will ask you what you need. You have to say it yourself.
01
Why it's worth negotiating, even if you feel resistant
Many people still believe that if they are good, “the company will give them more.” Unfortunately, this way of thinking leads to many people working for less than they could for years. Not because they are not competent enough. Just because they don’t talk about what really matters to them.
Accepting the first offer usually means accepting conditions that are close to the lower limit of the budget. Due to systems, procedures, and wage policies, employers rarely offer more “just in case.” That is why you have to give a specific reason why the rate or scope of cooperation should be different.
In Poland, the subject of salary has long been culturally charged. Negotiations were associated with a lack of gratitude. Today, this is changing, and it must change. In the reality of inflation, automation, project work, and constant market changes, negotiating has become not only acceptable but necessary.
Contrary to stereotypes, a person who clearly states their expectations is not arrogant. They are aware of their value and understand the business context. And that is why talking about money or working conditions is a sign of professional maturity today.
02
Good preparation is your advantage
The most common mistake in negotiations? Believing that everything is decided at the table. In fact, most of the work is done beforehand. In negotiations, it is not the loudest who wins, but the one who knows the most.
Preparation starts with data. If you don’t know how much people in your industry earn, you don’t know the range and standards, it will be difficult for you to gain anything. It is worth consulting salary reports (Hays, Antal, Grafton), salary data portals or even LinkedIn profiles to see how others position themselves.
The next step is self-awareness. What do you really bring to the company? How does your work translate into results? Do you generate revenue, streamline processes, save the team time? Specifics are powerful. Instead of saying, “I run marketing campaigns,” it’s better to say, “I ran a campaign that increased conversion by 23%.”
The third element of preparation is awareness of your limits. What is a must for you? What are you willing to give up if other needs are met? Knowing your BATNA, or best alternative to a negotiated agreement, significantly boosts your confidence. Someone who knows they don’t have to agree to every condition speaks differently, behaves differently, and commands respect.
Finally, choose the right moment. A conversation after a successful project or positive evaluation increases your chances. When a company has other priorities, it may not be ready. It is not only the content of the conversation that matters, but also its timing.
03
Different situations, different strategies
Discussions about working conditions do not look the same in every situation. Depending on the context – a new job, a promotion, a change in arrangements – you need a different approach.
A new job is the best time to negotiate. You have something the company needs, but you are not yet bound by a contract. Candidates are often afraid to negotiate, fearing they will lose the opportunity. Meanwhile, companies often allow for a buffer for negotiations. If you don’t activate it, the budget remains at a minimum level.
At this stage, it is worth discussing not only your salary, but also the length of the trial period, remote working policies, available training, and the possibility of a formal conversation about a raise after a few months.
Promotion or a raise is an internal conversation, and therefore more delicate. Here, it is important not to rely solely on seniority. What counts are results, scope of responsibility, and impact on the team. It is worth having a list of activities that went beyond the contract. And it is worth being ready to compromise, e.g., a raise spread out over time with a specific schedule.
A change in working conditions, such as switching to hybrid work, adjusting your hours, or a different work schedule, is the most difficult scenario. Here, your needs may conflict with the rhythm of the company. Therefore, you need to show that the change is reasonable and will not reduce your effectiveness. It helps to refer to data (e.g., remote work results), but also to propose a trial period and joint evaluation.
Negotiation is not a whim, but a necessity. It is also the result of changes in the labor market and professional culture, as well as the process of establishing rules for fair cooperation.
To do this effectively, you need two things: awareness of your value and preparation. The rest is conversation.
You don’t have to be a master of rhetoric. All you need to know is what you want, understand why you care about it, and have the courage to communicate it.
But that’s not all. Prepare specific examples of your achievements and impact on the company. A raise or better conditions are usually the result of well-founded arguments, not just a request.
And remember, if you don’t take care of your conditions yourself and show why you deserve them, no one will do it for you.
