how to get a raise

Struggling to get a raise out of your boss?

Let master career coach Unre Visagie show you how to approach your manager to get a higher salary.

In this coaching video Unre takes you through the process to easily get a salary raise.

Please leave your questions in the comments section below. We would love to answer them!

We’re looking at careerdevelopmentplan.net’s foolproof Career Maker System and specifically at ‘I must earn more money right now’. We believe that if people move from the boxes they perceive to be real and instead towards a different space everything becomes better and they will continuously earn more. Our more senior people increase their salaries by 20 to 30 plus percent a year by approaching the same work a little bit differently, by treating their environment differently.

How do they do it? How do they get to earn more is the question there. We have experience of over 40 years from building teams, then businesses, then doing professional coaching in a wide area, including students at universities and schools, the last being mostly pro bono. The processes are very similar. When people understand how to go implement it and they feel safe and secure they find it becomes very exciting. The foolproof Career Maker System is secure, safe and certain. We hope you find it the same.

Let’s look at moving from the boxes to great spaces and earning more right now. We all work and invest to everyone’s mutual benefit. You cannot lose if you follow this approach. We usually start with the words ‘they’, ‘them’, ‘always’ and ‘again’, feeling that control is external, when in reality the external view always lead to frustration because the people out there do not worry so much about you. They tend to worry about themselves and the things they are paid to worry about.

When people communicate clearly what they already do, they clearly understand what their value is, they deliver more value and they communicate that value, they get paid for what they do, because people know what they do. People can’t pay you if you don’t know, and most often people don’t know. Most people expect that somebody must notice how hard I work. People don’t really pay you for hard work, they pay you for effective work; they pay you for value. We’ll have more stories on that as we go forward. Once you’ve gained insight, you’ve prepared it and you’ve communicated it to the right influencing people, you cannot but lift your salary by 30%. At least you will pave the road towards a 30% increase. Let us look at the simple three steps to earn more right now:

  1. Know what you are currently doing, and know what you want to do more of and want to do less of.
  2. Prepare that message, prepare a story, be clear about it, with the right knowledge, insight and clarity people will come to you. A man with a plan is always welcome.
  3. Thirdly, once you are prepared you will engage and communicate your current work list, your wanted work list, and the list of work you want get rid of and delegate to other deserving people.

Let’s take a look at your role as a cogwheel in the great machinery of industry, production and economic communities. If you drive the whole thing drives, you don’t have to wait for the engine to drive you. What we find is that most people never develop the ability to make their cogwheel fit to the engine, the engine is not going to adapt to us, we can only adapt to the engine. The board and executive is there to see that we do more with less capital, since that would generate a higher capital for shareholders, meaning all of us get more capital at a lower cost to produce even more. That will grow my career, it grows my job, and it grows what I earn.

In the production engine, in the teams I play, the contribution I make, I cannot but grow my salary 20 – 30% a year. if I fit and I’m clear, I’m always wanted, I’m always in demand. Lastly, and the most important, the client comes shopping, what does he buy from us? What do I contribute to what the client buys? If I grow my insight into our clients and their wants, the industry, our investors, our businesses and our competitors, my ability to contribute takes a leap. I also need know what to say no to, which is almost more important than knowing what to say yes to.

We found over the years in our companies, in our coaching and in our pro bono work with students and schools that saying no seem to come very hard to us. If people are confident to what they say yes to, they become very confident what they say no to. Once you know what you really want to do, you get loaded with what you want, and it’s easy to say no to what you don’t want. When the client comes shopping he must find what he wants. My contribution to the team must be clear, our contribution to the executive and the board must be clear so they can get more capital for us and keep the shareholders very happy. If everybody does well I cannot help but do well as well, provided I communicate. That is one more way to move from the perceived boxes to the great spaces.

Let us look at the first one: know what you currently do for whom. What we have found in our companies and recently with some people we coached, people don’t quite understand the value of their contribution, how they as a cogwheel fit in and what they do. Remember that you are much more than your work, we’ll come back to that one. In your work, understand your value. Understand and discuss the value of what you do and what you want with the influencers around you.

What should you do more of? Recently that was my first question to two senior people, Albert and Ken, what is it that they want more of? What is it they want less of? Clarifying that and writing it down, made them go back to their workplace and change the content of their work in less than a few weeks. Once you know and you are confident to communicate because you are prepared, you automatically move up the scale. You know what to say no to, you know what to say yes to.

Let’s move to the next one: prepare. If you look at preparation to communicate, we find it very useful if you use people around you, bounce it of them, and get their support. This can be colleagues, friends, family, and even selected recognized business and industry gurus. They would love it if you approach them with a plan, with respect and you recognize them. You will hear more about that. Identify those who have the insight, who can help you. Practise these communications like you practise for a speech and any situation in real life. Exercise in front of a mirror even, exercise in safe groups around you before you go to the outside world, the influences, the clients, the industry people, and the shareholders.

Elsewhere on the website we talk extensively about the power of stories and how to tell stories and why you tell stories. You’ve got to be clear and comfortable with stories, show your insights, show your research, and show your preparation. Thirdly, engage and communicate your current work list and add to it your wanted work list. Add to it what you don’t want and your plan to delegate. With the wanted list you will have a plan to volunteer. Keep doing what you are currently doing, because if you don’t get your job done you can’t do any of these things.

Ask and share with selected influencers. Use sharing and questioning skills very effectively. Elsewhere on the website we’ve put pages for asking and sharing skills and there’s a vast amount of information. If you’re already good with it ignore it. Many of us need to practice it and more of us have to use models to do it because it takes quite a long time to make it an ingrained habit. It takes a lot of exercise. You know it takes five years to learn golf, ask me, especially if your talent for golf is a bit low like mine. Respect and acknowledge those influencers. I’ve never seen anyone refused if they arrive with a clear plan and respect. They are able to say why they respect the person and why they approach them in absolute humbleness for their advice.

We find that close to 700 students at North-West University, South Africa, get holiday work that they have chosen using this technique. A third of them get jobs that were never advertised. They’ve hired themselves. Elsewhere on the website we will give you a video and the processes to hire yourself at the company of your choice, location of your choice, job of your choice. If we then look at earning more right now, which is our objective here, what stops us are those perceived boxes. The boxes are built out of many perceptions, and unless we move, explore and gather new insights, the box will remain the same.

That brings us to the statement that more of the same equals less because we keep on expending effort and we don’t get the results we want. We must change; we must think differently and get rid of our perceptions, simply through gaining insight, knowledge and some awareness. You must know what you want to do, you must prepare and communicate, and you must engage the influencers and communicate with them. It’s very simple.

Who are you? You are much more than your work skills. You are a family person, a community person, and all kinds of things. But you’re also a person that works. Your store of assets in this case, your natural talents, your experience etc. brings you to the point that you currently do what’s on your to-do list. You can see where your strengths exceed your to-do list and where you need to build some strength. We’ll talk much more about that in another video. Your current list, knowing what you do, preparing and communicating, will be based on your current activities and your current store of assets.

It’s interesting that everything anyone of us can possibly need is available; we’ve proven that over and over, we’ve built 28 companies over time. I like to start companies and then pass them on. We’ve been running incubators for a long time and in those companies we have developed people. That is where all of this comes from, originally based on Hewlett-Packard processes as we knew Bill and Dave in the seventies. It’s all out there for you.

You make a staircase of your own and you climb it yourself. It can be a bit scary to make and climb the staircase; this process is discussed in more detail in another video. Let’s get started. Explore and identify what you contribute right now, re-frame it, refresh it, understand it, and match it to your natural strengths and your required strengths. Prepare with people around you. You will know who among your family, colleagues, and friends will help you. Also identify people you admire, remember how to approach them so they never say no. They will help you prepare, then you are ready to engage the influencers.

If you arrive at the influencers with a clear plan, clear insight, and a wide understanding, they cannot but notice you, notice what you do and compensate you properly because they will start competing for you. In this process you already grow your store, you grow your relationships, you grow your insights and you practise skills that naturally grow. In this process you already get double benefit by growing your store.

When you do this, even if you just want to earn more right now, it’s good to keep in mind that your job, industry and company need to align and you need to place your store where it suits you in the centre. Align yourself in your job, the work you do and the career you want. This will effect that you stay in charge of your own salary increases: how can they not pay you if they know what you contribute as a cogwheel in this great engine we call the economy, business etc.

You will end up with continuous possession of insight, knowing where you are and where you are going, gaining the confidence to communicate it clearly, and this will take you to the great space where your store grows and let you grow. Earn as much as you want, where you want and when you want to.  While your clear purpose in this case is to earn more; we recommend that you keep your work, job, company and industry aligned. It will be like a vision and mission for your career, your objectives, tasks and goals are aligned, because your mission is clear, you can call that your strategy. There is much more of this model in our later detailed videos as we progress.

It’s good to identify what is known and recognize the way it is. The ? typically have no influence in this area. Again, if I can use Ken and Albert, we explained to them that in their businesses there are simple ground rules that are like laws in a country, obey the law while you work to change them. You can’t really spend your energy in this area, it is very negative.  Rather understand the area where you have influence and synergy and it’s known. This is a very good area to play in. There is a third area that’s very exciting, where I would rather spend my time. There are new options, you look forward and there is a future vision, rather than fighting the rules. People so easily get into the trap of fighting the rules; avoid that negative at all cost.

This is the long term future which is unknown and has no immediate influence. We are not looking at that today. Now look at Career Maker; we really believe it’s the foolproof system to let you earn more. Let’s look at the business toolset, simply go to careerdevepmentplan.net, go to the table of contents and look at the entrepreneurial and business processes.

In the personal toolset, I specifically want to look at the one I think that people who want to increase their salaries need to look at most. That is interpersonal skills. You can see that a full list of skills is available to you at very low cost, if any. There’s a full index and different chapters and to make you aware we’ve sent an email soon. We’ll send you a list to help you establish your priorities and which one you should focus on first. We don’t want you to search when we can help you to quickly find exactly what you want. Stay with us and wait for the next email where we hope we’ll take you right through this process to get the increase you want as soon as practically possible. The next email should be in your box in a day. Thank you very much.

How to give feedback, bridging the feedback gap



For some reason I have a feedback gap. Ìt always makes me nervous. When I receive feedback, I often withdraw and go into the poor me – mode. When I give feedback, I’m always afraid that people will take it as criticism. How should I bridge this feedback gap?

giving feedback to peers


Feedback is essential for growth. The most important thing about it is that it should always lead to something constructive, only then can it really act as a motivational tool for growth.

Feedback consists not only of getting feedback, but also of giving feedback. The glue that bonds these two dimensions together, is the development of an action plan to deal with the content of the feedback. It is essential that action follows feedback, otherwise no growth will result.

giving receiving feedback


When is feedback positive and when is it negative?

Can you give me some guidelines that will enable me to be more effective in giving feedback?

how to give effective feedback to your students


One can close the feedback gap and enhance feedback by:

  • Focusing on what you say, how you say it and when you say it,
  • Distinguishing between negative and positive feedback, and by
  • Ensuring that your feedback results in a SMART(M) action plan

The SMART(M) action plan and closing the feedback gap

S Specific: You should be able to break your goals into manageable chunks.
M Measurable: How will I know? (See? Hear? Feel?) What is the evidence procedure?
A Achievable: Is this within my control? Do have I the skills, the resources, the authority? Do I give myself permission to act?
R Rewarding: The benefit must be greater than the cost, otherwise you won’t achieve the goal (causes procrastination).
T Timing: When do I start? How long will it take? What are the mileposts so that I can monitor that I am on my way?
M Monitor: We added a last M for monitor. We found that one can have the most amazing plan, but without monitoring and tracking it until completion; the chances for successfully completing this plan is minimal.

Feedback should always result in something constructive and actionable. When you are about to give feedback and are afraid that it might be destructive in a way, rather apply the 24 hour rule.

Sometimes the need to give feedback was caused by something that triggered emotions; these emotions can interfere with giving constructive feedback. If this is the case allow at least 24 hours to pass before giving feedback. The 24 hour rule allows these possibly interfering emotions to play themselves out before giving feedback. This is sometimes difficult to do, but once you have done this a few times the feedback gap will be significantly reduced!

how to give constructive feedback

Constructive Feedback

Developing a SMART(M) action plan

  • What is to be done?
  • Who is to do it?
  • When is to do?
  • How do we monitor?

Close the feedback gap by giving

  • Descriptive feedback
  • Specific feedback
  • Constructive feedback
  • Timeous feedback
Negative feedback Positive feedback
Should always be in private. Praise in public as person and others benefit as well.

Focus on the problem:

  • What was the behavior
  • What was done
  • What’s was said

And not on the person.

Focus on the person:You did a great job!

Put into context – Period of time.

People are then more ready to accept.

Make permanent by using:You “always” produce good results.
You” never” let us down.
Make specific – Resolved Copy (great)
how to give performance feedback


Remember that feedback should always be constructive.

Never cause pain, other than as a signal to learn something new or to do something differently.

how to give good feedback


Receiving feedback is an even worse nightmare! I often feel that everyone else is trying to burst my bubble… What can I do to change this mind set and close this feedback gap I have even more?

giving feedback to your boss


Always give constructive feedback, be aware and bridge the feedback gap!

There are two different sets of tools that will enable you to deal effectively with the feedback you receive:

  • Using open-ended questions to explore exactly what is expected of you. Read the questioning skills applet.
  • Using NLP (Neurolinguistic Programming) techniques like reframing and dissociation to see yourself inside the picture.

It is natural to feel attacked when one is at the receiving end of critical feedback (poor me); however, reacting in a defensive or attacking manner curtails the feedback, stops the growth process and stretches the feedback gap even more.

A person coming from the personal power model (maturity), who receives unpleasant feedback controls his natural feelings of defensiveness and gets more information by using the following technique:

negative positive feedback

Negative Positive Feedback

  • TELL me more.
    • Use Open-Ended questions: What, when, where, who, how to determine an Action Plan.
  • WHAT is to be done?
    • (Now/Next time/In future)
  • WHO is to do it?
    • (Who is to be responsible? What other resources are needed?)
  • WHEN is it to be done?
    • (When is it to be started? How long will it take?)
  • WHERE is to be done?
    • (What area, location etc.)
  • HOW do we monitor it?
    • (How will I know your plan is working? Who does the checking?)
  • Reframing
    • What else (that would be to my benefit) could this mean – this method is commonly known as Lateral Thinking.
  • Dissociation
    • When feedback is hurtful, I can dissociate from the feelings in order to effectively manage the feedback to find a solution.
giving feedback exercises


Deal with feedback in an emotionally intelligent way. While you’re at it why not also use the six thinking hats to enhance communication and understanding.

The first few times you are going to react like you always did. Make a conscious effort to be aware when giving or receiving feedback; focus on what to do, what to say and how to react for all to get maximum benefit from the feedback.

Handling feedback in a mutually beneficial way will eventually come naturally. Use the support of those around you and make them aware of how you are developing certain skills. Others will then learn from you and everybody grows and develops new skills!