Psychologist shares ways to make sure you always get a raise

A RIGHT salary often makes the difference between feeling appreciated and respected in your job and, well, no.

But if you are considering bringing up the topic of a raise with your boss, there are dos and don’ts that will transform your chances of success.


Caroline Plumer shares her top tips for securing a pay raiseCredit: collection

The Sun spoke with Caroline Plumer, founder and therapist at CPPC London (, for her top tips for making sure you walk into this meeting with everything you need – and walk out with what you want.


Part of the battle for getting a raise is whether you’re right to ask for one in the first place – but there are some clear directions to look for.

Caroline says, “The first thing you want to know is if you are being paid at the going rate compared to other people in your business who are doing the same job and have been doing it for the same amount of time.

“The next step is whether the company is paying the industry standard compared to other companies doing the same.

“If you find out that you are paid considerably less than others or less than elsewhere, I don’t think there is anything wrong with questioning that.

“They may have very good reasons why you are on the paycheck that you are, but you just don’t know if you’re not asking the question.”

Determining whether your pay is fair is especially important for women and people from minority backgrounds, who are always more likely to be paid less than their peers.

Remember that when you apply for a job you will often be asked for your current salary and a new company will base their offer on this, rather than what they are willing to offer, which can create a cycle of constant underpayment.

So ignore the secret of wages and do your research.


Caroline says, “When we’re nervous about asking for things, we tend to do one of two things: either we really procrastinate on it or we just want to rip the bandage off and be done.

Instead of going either way, give yourself plenty of time to prepare.

Sitting down and watching all the things you’ve done right can give procrastinators the confidence to stop procrastinating.

And if you feel sloppy in your job, it also gives you the ammo you need to get noticed.

“Bring real proof of the impacts you have had on your projects or on what you are working on,” Caroline explains.

“So not just examples of where you did a good job or what is expected, but where you went above and beyond or also where you did something that you can tangibly quantify. “

If you can say that your idea or contribution improved productivity by 25%, or increased value tenfold, for example, you are in a good position to start the conversation.


What you don’t want to do is make every effort to prepare yourself to bring up the subject of the raise, to blow it up by asking your boss for a meeting when he’s at the top of the job. stress.

“Think about the right time to do it,” Caroline advises.

“If you’ve just done a great job, maybe knock while the iron is hot – don’t leave it on too long or put it off.

“But if your team or boss is in the middle of a really heavy project, consider waiting a bit.

“Don’t do it a day before your boss has a deadline, for example.”


The moment has come and your boss asks you what you wanted to discuss – what now?

Carrying a piece of paper with you so that you have all of your facts on hand can help keep things on track.

Caroline says, “Your job is not to be perfect, your job is to be really efficient and capable at what you do and that doesn’t mean you have to be a robot and remember everything by heart.

“If you want to take notes to make yourself feel better, that’s great. “

She also advises not to despair if things don’t go as planned.

“If you come in with an attitude of willingness to listen and to come to some kind of agreement together, that still serves you quite well,” says Caroline.

“So if you’re pushed back, or if you get a definite no, rather than jumping into a place of anger or defense, try to get curious.

“Ask questions like ‘What am I not doing yet that would prove that I am at the right level to progress? Or “What are you particularly concerned about about my performance?” “.

You may need to have another conversation next quarter, but if you get specific feedback and come up with a plan with tangible actions, it’s a lot harder for them to push back when you’re talking again and sticking to your Part of the market.


What many people dread as much as the reunion itself is the awkward wait that follows.

But rather than sitting at your desk like a hopeful MasterChef waiting for the judges’ verdict, take action.

“Ideally, you would want to get some sort of confirmation at the meeting as to when you will resume the conversation,” Caroline explains.

“What I would be inclined to do, right after that first meeting, is send a quick email.”

Thank them for their time, describe what you discussed and what actions or outcomes you agreed to, and when you will meet again.

If you haven’t set a day for the meeting, you can tell when you will come back with them.

It also gives you a paper trail, which is always helpful.

“That means if you have any crossed threads, it gives them the space to say it wasn’t what they wanted to say or what they thought you wanted to say.

“And that’s also a way to start holding them accountable for the process,” Caroline says.

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