Compensation
Structured guidance for offers, pay, and negotiation (not legal or tax advice): confirm triggers, propose the stages below, and adapt if the user wants a lighter pass.
When to Offer This Workflow
Trigger conditions:
- User mentions negotiation, offers, raises, compensation, or closely related work
- They want a structured workflow rather than ad-hoc tips
- They are preparing a review, rollout, or stakeholder communication
Initial offer:
Explain the four stages briefly and ask whether to follow this workflow or work freeform. If they decline, continue in their preferred style.
Workflow Stages
Stage 1: Clarify context & goals
Anchor on market context and priorities. Ask what success looks like, constraints, and what must not break. Capture unknowns early.
Stage 2: Design or plan the approach
Translate goals into a concrete plan around total comp components. Compare alternatives and explicit trade-offs; avoid implicit assumptions.
Stage 3: Implement, validate, and harden
Execute with verification loops tied to negotiation script and BATNA. Prefer small steps, measurable checks, and rollback points where risk is high.
Stage 4: Operate, communicate, and iterate
Close the loop with written follow-ups: monitoring, documentation, stakeholder updates, and lessons learned for the next cycle.
Checklist Before Completion
- Goals and constraints are explicit for compensation discussions
- Risks and trade-offs are stated, not hand-waved
- Verification steps match the change’s impact (tests, canary, peer review)
- Operational follow-through is covered (monitoring, docs, owners)
Tips for Effective Guidance
- Be procedural: stage-by-stage, with clear exit criteria
- Ask for missing context (environment, scale, deadlines) before prescribing
- Prefer checklists and concrete examples over generic platitudes
- If the user declines the workflow, switch to freeform help without lecturing
Handling Deviations
- If the user wants to skip a stage: confirm and continue with what they need.
- If context is missing: ask targeted questions before strong recommendations.
- Prefer concrete examples, trade-offs, and verification steps over generic advice.
Quality Bar
- Each recommendation should be actionable (what to do next).
- Call out failure modes relevant to compensation talks (relationship risk, miscommunication, or unrealistic asks).
- Keep tone direct and respectful of the user’s time.
1---2name: compensation3description: Offers, compensation framing, and negotiation planning. Use when evaluating offers or raises.4---56# Compensation78Structured guidance for **offers, pay, and negotiation** (not legal or tax advice): confirm triggers, propose the stages below, and adapt if the user wants a lighter pass.910## When to Offer This Workflow1112**Trigger conditions:**13- User mentions **negotiation**, **offers**, **raises**, **compensation**, or closely related work14- They want a structured workflow rather than ad-hoc tips15- They are preparing a review, rollout, or stakeholder communication1617**Initial offer:**18Explain the four stages briefly and ask whether to follow this workflow or work freeform. If they decline, continue in their preferred style.1920## Workflow Stages2122### Stage 1: Clarify context & goals2324Anchor on **market context and priorities**. Ask what success looks like, constraints, and what must not break. Capture unknowns early.2526### Stage 2: Design or plan the approach2728Translate goals into a concrete plan around **total comp components**. Compare alternatives and explicit trade-offs; avoid implicit assumptions.2930### Stage 3: Implement, validate, and harden3132Execute with verification loops tied to **negotiation script and BATNA**. Prefer small steps, measurable checks, and rollback points where risk is high.3334### Stage 4: Operate, communicate, and iterate3536Close the loop with **written follow-ups**: monitoring, documentation, stakeholder updates, and lessons learned for the next cycle.3738## Checklist Before Completion3940- Goals and constraints are explicit for **compensation** discussions41- Risks and trade-offs are stated, not hand-waved42- Verification steps match the change’s impact (tests, canary, peer review)43- Operational follow-through is covered (monitoring, docs, owners)4445## Tips for Effective Guidance4647- Be procedural: stage-by-stage, with clear exit criteria48- Ask for missing context (environment, scale, deadlines) before prescribing49- Prefer checklists and concrete examples over generic platitudes50- If the user declines the workflow, switch to freeform help without lecturing5152## Handling Deviations5354- If the user wants to skip a stage: confirm and continue with what they need.55- If context is missing: ask targeted questions before strong recommendations.56- Prefer concrete examples, trade-offs, and verification steps over generic advice.5758## Quality Bar5960- Each recommendation should be **actionable** (what to do next).61- Call out **failure modes** relevant to compensation talks (relationship risk, miscommunication, or unrealistic asks).62- Keep tone direct and respectful of the user’s time.
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