Professional Positioning
Communicating Your Market Value
Confident professionals don't wait to be valued. They communicate their worth. Here's how to own what you bring to the table.
The Professionals Who Deserve More Are Often the Ones Who Don't Ask
I've placed hundreds of candidates into senior leadership roles. I've negotiated salaries on both sides of the table. And I've watched one pattern repeat itself over and over:
The professionals who deserve the highest compensation are often the ones who struggle most to ask for it.
They deliver exceptional results. They take on extra responsibility. They solve problems no one else can. But when it comes to talking about money, they freeze.
And here's what that costs them:
If you can't articulate your value, someone else will define it for you.
And they'll almost always undervalue you.
I've seen it happen in every industry:
- High performers who assume their work will speak for itself, then get passed over for raises while less effective colleagues negotiate higher salaries
- Leaders who accept the first offer without negotiating, leaving tens of thousands of dollars on the table over the course of their career
- Professionals who wait for their manager to recognise their contributions, only to realise that recognition doesn't happen by accident
- Talented people who feel guilty asking for what they're worth, as if wanting fair compensation makes them greedy
The difference between those who get paid what they're worth and those who don't isn't capability. It's communication.
What Market Value Actually Means
It's not about what you think you deserve. It's about what the market will pay.
Your market value isn't a feeling. It's not what you hope you're worth. It's what employers are willing to pay someone with your skills, experience, and impact in the current market.
And it's made up of three components:
Market Rate: What the Role Commands
This is the baseline: what companies in your industry and location pay for your role and experience level. It's determined by supply and demand, industry standards, and geographic factors. If you don't know this number, you're negotiating blind.
Your Unique Value: What You Bring That Others Don't
This is what justifies paying you above market rate. It's your specific expertise, your track record of results, your ability to solve problems faster than anyone else. This is where edge matters. If you can't articulate what makes you different, you'll be paid the same as everyone else.
Your Ability to Communicate It: How Well You Make the Case
You can be worth $200K, but if you can't explain why, you'll get paid $150K. Communication isn't a "soft skill" in compensation discussions. It's the skill that determines whether you get paid what you're worth or what the employer hopes you'll accept.
Why Communicating Your Value Matters
Because silence is expensive.
Let's say you're offered a role at $120K, but the market rate is $140K. If you don't negotiate, you're not just losing $20K this year. You're losing $20K every year. Plus the compounding effect of future raises, bonuses, and retirement contributions based on that lower salary.
Over a 10-year career, that one conversation you didn't have could cost you $200K or more.
But it's not just about money.
It signals confidence
Professionals who can articulate their value are seen as more confident, competent, and strategic. They're trusted with bigger opportunities because they understand their worth.
It sets a precedent
The way you show up in one compensation conversation affects every conversation that follows. If you accept being undervalued once, it's harder to correct later.
It creates leverage
When you know your value and can communicate it clearly, you have options. You're not dependent on a single employer. You can walk away from bad offers because you know what you're worth elsewhere.
It shifts the power dynamic
Most compensation conversations feel one-sided because the employer has all the information and you're guessing. When you know your market value and can articulate your unique contributions, the conversation becomes a negotiation, not a favor.
The Beliefs That Keep You Underpaid
These are the lies we tell ourselves. And they're costing you.
❌ "My work should speak for itself"
Your work does speak. But if you're not in the room when decisions are made, no one hears it. Recognition doesn't happen by accident. You have to make your case.
Reality: The person who gets promoted isn't always the best performer. It's the one whose value is most visible.
❌ "Asking for more makes me seem greedy"
Employers expect negotiation. They build salary ranges anticipating that candidates will ask for more. Not asking doesn't make you humble. It signals that you don't understand your value.
Reality: Companies respect candidates who negotiate. It shows confidence and business acumen.
❌ "I should be grateful for what I have"
Gratitude and self-advocacy aren't mutually exclusive. You can appreciate your job and still expect to be paid fairly. One doesn't cancel out the other.
Reality: Your employer isn't doing you a favor by paying you. You're delivering value. Fair compensation is an exchange, not a gift.
❌ "If I'm good enough, they'll pay me more"
Companies optimize for their bottom line, not your financial wellbeing. If they can get great work from you at a lower salary, they will. It's not personal. It's business.
Reality: Raises and promotions go to those who ask, not those who wait to be noticed.
❌ "I don't want to seem difficult"
Advocating for fair compensation doesn't make you difficult. It makes you professional. The people who think you're "difficult" for asking to be paid fairly are the ones benefiting from your silence.
Reality: Standing up for your value is a professional responsibility, not a personality flaw.
What It Takes to Communicate Your Value
Three things you need to get right before the conversation happens.
Know the Data
You can't negotiate without knowing the market
Before you walk into any compensation conversation, you need to know what the market pays for your role, experience level, and location. This isn't optional. Salary ranges, industry benchmarks, competitor offers: this is the foundation. Without it, you're guessing.
You don't need to know everything. But you need to know enough to anchor the conversation in reality, not hope.
Quantify Your Impact
Results matter more than effort
Saying "I work really hard" doesn't justify a salary increase. Saying "I reduced costs by 20%, led a project that generated $500K in revenue, or improved team efficiency by 30%" does. Your value isn't what you do. It's the outcomes you deliver. If you can't quantify it, you can't sell it.
The professionals who get paid the most aren't necessarily the hardest workers. They're the ones who can prove their impact.
Frame It as a Business Case
Make it about value, not need
Don't make your salary request about your mortgage, your bills, or your personal expenses. Your employer isn't responsible for your lifestyle. They're responsible for paying you what the role and your contributions are worth. Frame the conversation around market rate, your results, and the value you bring. Make it about business, not emotion.
The strongest compensation cases are unemotional, data-backed, and focused on mutual value.
When You Can Communicate Your Value
I've watched what happens when professionals finally learn to articulate their value clearly and confidently. It doesn't just change their salary. It changes how they show up.
You stop accepting lowball offers
When you know your market value, you recognise when an offer is below standard. You can walk away from roles that don't value you appropriately.
You negotiate without guilt
You stop feeling awkward about salary conversations because you understand that negotiation is expected, not inappropriate.
You create leverage in your career
When you can articulate your value clearly, you have options. You're not stuck in a role because you're afraid you can't get paid fairly elsewhere.
You stop waiting for recognition
You realise that visibility and advocacy are your responsibility. You make your case instead of hoping someone else will notice.
Ready to Own Your Value?
Bold Moves is a 60-day career accelerator that teaches you how to position yourself, articulate your value, and negotiate with confidence. Stop underselling yourself. Start getting paid what you're worth.
Learn About Bold MovesFrequently Asked Questions
Common questions about knowing and communicating your value
How do I know what my market value is?
Your market value is determined by three things: what the market pays for your role and experience level, what unique value you bring that others don't, and how well you can articulate that value. Start by researching salary ranges for your role in your location and industry. Then assess your specific contributions, impact, and results. Finally, understand that knowing your value means nothing if you can't communicate it clearly and confidently.
Why do I struggle to talk about money?
Most people find money conversations uncomfortable because we've been conditioned to believe that discussing compensation is awkward, greedy, or inappropriate. But here's the truth: your employer is not uncomfortable discussing your salary. They have a budget. They've set a range. They expect negotiation. The discomfort is entirely one-sided. And that power imbalance only exists if you let it.
What if I ask for too much and they say no?
The fear of "asking for too much" keeps more professionals underpaid than any other single belief. Here's what actually happens when you ask: either they say yes (and you get what you asked for), they counter with something lower but still higher than the original offer, or they say no and you decide whether the role is still worth it. In none of these scenarios do you lose the offer simply for asking. Companies expect negotiation. Not negotiating signals that you don't understand your value.
Should I wait for my employer to recognise my value?
No. Waiting to be recognised is a strategy that rarely works. Your manager is busy. They have competing priorities. If you don't make your case, someone else will make theirs. Recognition doesn't happen by accident. It happens when you consistently demonstrate impact, communicate your contributions, and ask for what you deserve. Visibility and advocacy are your responsibility, not your manager's.
What if I'm not the top performer on my team?
You don't need to be the top performer to deserve fair compensation. You need to be able to articulate the value you bring relative to market standards. Most professionals underestimate their contributions because they compare themselves to the highest performers instead of the market average. If you're delivering results, solving problems, and contributing meaningfully, you have value. Own it.
How do I bring up compensation without seeming entitled?
You don't need to apologize for wanting to be paid what you're worth. Confident professionals frame compensation conversations as business discussions, not personal favors. Use market data, demonstrate impact, and present your case clearly. Entitlement is expecting something you haven't earned. Confidence is knowing you've earned it and asking for it without apology.
About the Author
Georgie Hubbard
Georgie Hubbard is a career coach, keynote speaker, and author of The Bold Move. With 12+ years in recruitment and 8+ years leading her own agency, she's negotiated hundreds of salary packages and placed candidates into senior leadership roles.
She founded CH Solutions (IT recruitment), Sisterhood Club (women in tech), and hosts the Career Confidence Podcast. Her work focuses on helping leaders build career confidence and strategic positioning.
Stop Waiting to Be Valued
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