NHA salaries are rising.

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Good Morning. NHA and Executive Director salaries have increased at an unprecedented rate since 2020. The demand for good leaders has risen, and the supply continues to decline. It’s often left me wondering. Am I being underpaid? Today, we’re giving our readers access to be part of our pay transparency database (link below) and providing tips on negotiating your salary at the time of hire.

We’re launching our pay transparency database to help our 13k readers better understand where their total compensation is in their market. Please take 30 seconds to fill out our anonymous pay transparency tool and browse the other submissions. Please also share this newsletter with industry peers and encourage them to fill in the tool as well.

You can view the database HERE.

Special thanks to our sponsor, Icon. Be sure to check out their engagement white paper. (Download link is below)

Elevate your compensation

Scroll through Indeed, and you can find NHA ranges in the low-mid 200s, especially in the mid-Atlantic area and around major cities. And that’s just what is posted. Connect with a few industry headhunters on LinkedIn, and you’ll see ranges like 180k-300k.

And so begs the question. How do you know what range to provide when the recruiter or headhunter asks, "What compensation are you looking for?"

The answer?

Never, ever provide your number first. Instead, respond like this.

“I have enjoyed speaking with you and everyone in your organization and am thrilled to have progressed to this stage.
(Insert role) compensation have been increasing throughout the industry and can vary tremendously between organizations. To save us both time I would like you to make the first offer. Your offer will show me how much your organization values the role. I will be fully transparent with you immediately if the offer doesn’t meet my expected range.
In addition to the salary, it would be helpful to know the bonus structure, paid time off, and other benefits eligible for this role to ensure I am evaluating the compensation package in its entirety.”

I have used this tactic a few times, and it works well. Be prepared to honor your commitment and provide fast and transparent feedback on where the offer lands compared to your expectations.

Always counter with an 8-12% increase. First, with the salary, and if that gets shot down, propose an additional bonus on your first anniversary, given that you're still employed and in good standing. The bonus on your anniversary limits the risk to the organization because, from their perspective, if you're not performing, you won't be there in a year.

As someone who has hired dozens of NHAs throughout my career, I respect this approach from a candidate. It's straightforward, fast, and shows me the candidate is organized and can advocate for themselves and their team.

Try it and let me know how it works.

Partners We Love

Clear Eyes, Full Attendance Sheets, Can't Lose: A Life Enrichment Playbook from Icon

Life enrichment programs are vitally important for senior living communities. Put simply; they make your residents healthier. Numerous studies show that social engagement improves physical health. It also boosts brain function, literally changing the makeup of people's gray matter. But this isn’t necessarily news. Most senior living leaders have long

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An uptick in social isolation. Loneliness and social isolation aren’t just emotions. They’re health risks that increase the risk of dementia by 50 percent, heart disease by 29 percent, and strokes by 32 percent. And thanks to early-pandemic policies, many seniors are feeling the effects.
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The incoming “silver tsunami.” By 2040, one in five Americans (81 million people) will be over 65. In 2019, that number was just 54 million.

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Grab your coffee and make it a great day. We appreciate you and your dedication to your team and residents. -Thank you!