Feel like you are not getting paid enough for the work you do? Let master career coach Unre Visagie show you what to do to change that as soon as possible!
Slide 1 (Getting paid right for what you do)
I’m not getting paid enough for what I do. This is something we hear often in our coaching and big businesses. At all levels of employment people sometimes feel that they are not paid enough. There’s a simple solution to get paid right where you are for what you do. Let’s look at the getting paid right process correctly.
What happened to Andre in one of the companies, he was really working hard and he felt cheated when he didn’t receive an increase. He made it known that he was looking, got a very good job offer and in the process he got a 40% increase in his existing company. Very uncomfortable situation, nice choice though. How could Andre have avoided this?
He could’ve turned this into a super opportunity and a fun experience. Today this process is packaged in the Career Maker System to always get paid for what you really do and getting paid right. We call it the secure, safe and certain way to get paid right, with the right solution and the right approach.
Slide 2 (Why should I be paid more now or soon?)
The question is always “What should you be paid for more?” I’ve had many people in my companies come to me and say “I need more money”, “I need to be paid more”. The question is always what do you do, and what is it worth to whom? You can earn and be paid according to your production, provided you can communicate your production. You will rarely get paid more if you wait, so waiting is not an option. You’ve got to do something about it.
How do you do it? Firstly, look at how you currently communicate the work you do. How you say yes to work and how you say no to work. Yes, you do have a choice if you know how to say yes and no. Each one of us does. Let’s look at the decision makers. If I ask you “Do they understand what it is you do and the value of what you do?” In Andre’s case, he worked so hard that they never noticed him. He felt it was very visible, but other people have their work and don’t notice. All that’s needed is they must become aware of what you do and how valuable it is.
Slide 3 (The solution to be paid right for what you do)
If that is true, what is then the solution to always be paid right for what you do? And even be paid forward a little bit because you stretch towards higher targets. There are three steps we will look at. You have to know what you currently do. Choose the people to communicate to, who are the real influence decision makers? If I look at Andre’s situation, he didn’t even consider his decision makers and the people that must make this decision, how much of the production is his. They just didn’t notice.
Slide 4 (How does the system work for all of us?)
To recap how Andre was working in the company, he was working very hard, but he didn’t make sure that his gears fit, that while driving the system he fits the system’s needs. A little bit of awareness, a little bit of appropriate communication and I can assure you his increase would have been even bigger than 40%. The executive management must know what he’s doing, why he’s doing it and agree on the value. Yes, you can manage your own success factors, your own tasks that are always aligned with the expectations of the shareholders.
You would ask what the shareholders have to do with my job. Understanding the purpose and the returns the shareholders expect and communicating that with management and your team, you become a more strategic contributor in your company, you become visible; you discuss higher end things with your managers. It makes all the difference. Fitting into your team and keeping the customer in mind. The customer is the one that comes shopping, that must pay us. When the customer pays us and my value to the team and the team’s value to the client is clear, how can you not be paid right when you inform the people upwards? We find that when you inform up, you use the management to do your work for you. That’s a different discussion.
Slide 5 (Know what you currently do for whom)
When you move from the box across to the great spaces, this is where you get paid enough, you get paid right, then things are right, therefore the great space. Know what you currently do for whom, why you do it, what is the value, when is it complete, those are simply things to clarify. I found in coaching and in all my companies that people can’t really answer this question. So step one is to figure out the answer to that question. In the process you will engage other people.
You will know the value, you will know what to do more of, and you will know what to do less of. When you engage other people it becomes very clear. We found that almost nobody can do it by themselves. We recently did this process with a few professors and they couldn’t answer it either. Their life changed when they communicated and they started saying no to some things and yes to others that were beneficial. When Andre saw this model and realized that he actually has a choice thing started changing.
Slide 6 (Prepare to communicate to influencers)
Let’s look at moving from the perceived boxes, because they are perceived, they are not real, moving from there to the great space, what is the process? The second one then, prepare to communicate to influencers. You want to identify them and understand who the decision makers are. What are their priorities, when do they deliver, and play the game. Inform them, choose the right tasks, and prepare with people around you, friends, family, you can even get professional people to help you prepare, but you want to be prepared.
You want to practice the communication. Discuss with selected people, prepare and seek more information, identify and go forward into practice, repeat this process a few times, the more you repeat it the clearer it will become. Now you are prepared and you know who the influencers are.
Slide 7 (Engage & Communicate)
You are now ready to engage. You engage these people with their priorities first, you engage them saying thank you to them. When you engage people with a little bit of respect and acknowledgement they never say no, they always enjoy it, a little bit of recognition, a little bit of saying thank you, say “Wow, it’s great what you do!” You can always find something, I know in some cases it’s very hard to find something to say thank you for, because there are many things that bug you. Andre never did that; therefore people never knew what he was doing, He never informed them, that is where the problem came from.
Slide 8 (Fear and Fail and Risk)
Let’s look at the process in summary. The perceived boxes are about fear and failure. It’s also about risks, how do I know they will treat me right? Will I do damage to my career if I risk this? Each of us are concerned about that. Remember that fear stands for False Evidence Appearing Real. Fail stands for First Attempt in Learning. Sometimes you do make mistakes, but you go back through the process, figure out what is right, and do it again. You cannot but succeed if you focus and the fear goes away. The process is: know what you do, prepare and engage.
Another thing we find in our companies, and with coaching etc. people rarely know exactly what their transferrable skills are. What is my experiences worth in the company? What are their natural aptitudes? Which relationships do they maintain bring to bear and how valuable are those relationships? In the process of knowing, preparing and engaging that becomes a lot clearer, because other people can see what is very difficult for us to know by ourselves.
In the process of exploring, preparing and engaging, you realize that all the resources are available, provided you engage them, engaging them with respect, showing people respect, having respect for what they do well. You can engage any knowledge or resource that you may need on the road forward. It’s like climbing your own staircase. I know making and climbing a staircase at the same time is the origin of a lot of fears and perceived risks. If you have a clear process, a clear system, this becomes a lot of fun, very exhilarating.
So you start by exploring, you prepare, you engage, and in the process your store is growing. In the process it also guides you to align your job with your company and your industry. Your skills, your expertise applied in the switch pot, makes you grow personally, you add more value and you are aligned in your job, industry and company. The same alignment applies to your work, job and career, where it is aligned with industry and company. The end result of the process is you get in charge of where you go, what you say yes to, what you say no to, how fast you grow, how big your increases are, where you work, with whom you work.
This gives you a whole lot of insight, knowledge and confidence. A man with a plan is never refused when you look for resources. People don’t know how to engage a man without a plan, so you just won’t get the resources from outside to bring it inside. You end up in a great space, having moved from the perceived boxes to no more fears, just great energy forward.
Slide 9 (Start with the purpose)
Inside the Career Maker System we have a whole lot of models we like to use to keep it simple, so people can visualize it and make it theirs very quickly. One of them is the clear career purpose, the clear job purpose with your short term objectives and tasks you are executing you keep them aligned with your vision and mission. If Andre did that and this was clear to his manager’s communicator he would never have had that stressful period of not getting paid right or not getting paid enough.
Slide 10 (Influence direct synergy)
Let’s look at one more example. A lot of people fight the rules instead of understanding them. The rules tend to be known and you don’t have an influence on their reality, slowly maybe, but not quickly. Spend no time fighting the rules; spend a lot of time understanding the game, playing the game where you can make decisions, where you can make a contribution, where you have influence, where it’s also known. You make your space bigger in this process of engaging people and preparing, you grow your options, you get to know more. The more you know, the more options you have, the more you can do and the quicker you grow. It’s such an obvious process. Interesting enough so few people do it.
Slide 11 (The approach to engage people)
We attempted to put a system together that came out of our multi-million dollar companies, we’ve built big incubators, we’ve done lots of coaching and a whole lot of pro bono work at universities, schools and communities. The approach to engage people is I respect and I say thank you. This gets the attention of the other person. What does the other person want? What the other person wants and needs must be first. If you give others more of what they want, I guarantee you get more of what you want. It works every time to say thank you.
There are two styles of questions we use extensively in this process, open exploratory and closed questions. On the website there are models for questioning, communication and interaction. To assist people with quick models that they can grasp and remember, they must share with people around them, which enable them to get a lot more information a lot faster. At the time, Andre didn’t have this tool, he used this but he never thought of using these tools for his own career growth. He used it in his family, in sales, but never in his own career, now of course, he does.
What should you do more of? What should you do less of? Which projects can you expand? In the model it all comes down to career project management. To that end there are a whole lot of models on the website. I want to demonstrate the website to you quickly (careerdevelopmentplan.net). There is a whole list of items related to career planning and performance management. We have grouped the tools around specific focus areas to make it easy for you to use the group of tools to address this one issue. There is a whole range of specific topics.
We would like your feedback at the bottom of the pages to improve these clusters. These clusters have been developed in a very large incubator that went from zero to $120000000 at the time in less than six years. We’re fairly proud of it, and we didn’t do all these things so well so the incubator didn’t keep growing at that speed. That story is on my personal site. You can see that the clusters of tools should make it easier to address each issue, as you may need it.
Slide 12 (Business toolset)
In conclusion, looking at ‘I am not paid enough for what I do’. This happens often, many people don’t even know that they are not paid enough for what they do. If they do this process, nine times out of ten they are paid more. Remember, you can come on the site and get our direct coaching, but more often than not, working with family, friends and work colleagues you can do it all absolutely free. We believe if we help a little it does accelerate. There’s a business and a personal toolset. Please watch out for the next email. Hopefully we can walk this journey with you, as we have done with many, to keep on increasing your salary in a practical, logical way every year.
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