How much are you worth? Over the years I have continually heard from both men and women that they are not being paid what they are worth. Further back in history, there was nothing worse than the female professional who found out that she was making a lot less than her male counterpart. Since, wage laws have intervened. Unfortunately, getting angry with the employer for not making what you are worth is fundamentally ridiculous. After all, you are the one that accepted the offer. You agreed to take what was given you. You are also ultimately responsible to prove and sustain your professional value within the workplace.

Why is it that you rely upon the employer to be the benevolent provider and then complain about the outcome, when it is much more effective to determine and present your workplace value as based upon the direct results that you bring to the employer?

Step # 1
Research your salary via the salary or job boards. This information is often respective of the geographical location and the cost of living there. Keep in mind that these are averages. If you are an exceptional worker, the numbers automatically go up.

Step #2
Recognize that in some industries, the salaries are going down and in some, they are going up. This requires homework on your part. Often the only way to sustain or increase your current salary is to remain up to date with your skills and a master in what you do.

Step #3
Determine the direct correlation of your contribution to your company. The company size is not always a good reflection of their ability to pay, however your ability to get results that directly affect their revenues are.

Here is a good example: If you are the sole customer help desk support for a large customer that brings in $1,000,000 or $1M a year of business, divide your salary into that amount of revenue that you maintain. What is that number? You are sustaining that number times your salary in support to that customer. If you increase their revenues, you deserve a raise. If your customer doesn’t wish to use anyone else but you, you are also performing as an effective relationship manager. However, are you being paid as one?

Step # 4
Do not assume that the business or your direct supervisor sees all that you impact. Keep an accomplishment journal; get reference letters from internal and external customers that you support. Use these at your performance meetings.

Step #5
Time to negotiate a raise? This is not a casual discussion for the coffee machine or water cooler. Set an appointment to discuss your work status with the company. Schedule it a week in advance. Do not discuss it briefly or at all before. Prepare this meeting with documentation, references and your performance proof as evidence. Leave your emotions at the door. This discussion is about wage increase and performance results, not niceties.

Step #6
At your negotiation, present the facts. Give the employer time to review your information and ask them when they could get back to you. Schedule a follow-up meeting. Realize that there is a measure of risk if you make demands or threats, let the expectation of the next meeting be that they will take your information under consideration as you will take their final decision in the same light. Be prepared to conduct a job search if you are not given what you have researched that you deserve.

By following these steps, you have made a commitment to be paid what you are worth and creating equity in your job. Wow, now doesn’t that feel empowering?