This means you need to take stock of your current position, decide where you want to be, then create some goals and milestones to help you achieve your aim.

Carrying forward old and irrelevant job history usually won't bring success.  Instead, take a blank sheet of paper and start brainstorming about where you are today in terms of knowledge and skills, and where you where to be.

Working from scratch, list all your hard and soft skills.  Then list your achievements and the value you have delivered in previous roles.  This could include increased efficiencies, profits, sales, brand awareness, functionality, etc.  If you're short on ideas, browse LinkedIn for job vacancies and member profiles, which will help give you some inspiration about skills, terminology and how to present your achievements.  You're not just trying to create a list of duties; you want to create a list of value-added achievements.  Employers need to know what makes you better than the other candidates; why they should employ you.

Be honest with yourself.  It's no good saying you've got excellent interpersonal skills if no-one in your office enjoys working with you or if you don't enjoy working as part of a team.  If you're a square peg, you'll never fit into a round hole, however much you kid yourself.

This process will almost always identify skills gaps.  These could be technical or perhaps lack of knowledge about team leadership or business methods.  Whatever gaps you identify, try to plug them.  Research the internet for training courses - many of which are free or very cheap - then sign up.  Don't overdo it and take too much on at once.  Bite-sized training over a period of time will deliver better results.

A word of warning...

Don't quit until you've got all your ducks in a row.  You're always more employable when you're in work.  So stay focussed on your existing job while you get your career move in place, and make sure you leave on good terms and with a glowing references and testimonials.

We're always happy to chat and we're around over much of the Christmas break, so give us a call if you need help.

Are you in a position to ask for a pay rise?

For a long time I've believed that salaries are falling in real terms.

With the dire job market and the current UK recession, many employees are staying put and tolerating poor pay. They don't dare ask for a pay rise because they consider themselves "lucky" to have a job.

But what do you do when you know you are being paid less than what you are worth? 

How do you go about asking for a pay rise?

Well, firstly you need to be sure about what you're really worth.  What's the market rate for your role?  Check the online job boards to find similar jobs with equivalent responsibilities, same locations, etc.  Compare on a like for like basis.  Research it properly and you'll have more chance of success.

Then look at the value you bring to your employer.  Have you brought in new business?  Created new opportunities?  Made significant cost savings?  Supported, trained or mentored colleagues?  Taken on additional workload or responsibilities?  Learned new technologies?  Improved productivity levels? 

Once you're absolutely sure of your worth, create your case and tell your boss that you'd like to meet with them to discuss your remuneration package.  It's best not to spring it on them.  Give them time to think about it.  Ensure that the appointment is in your boss's diary and that they're not just giving you 2 minutes out of their busy day... it needs to be a proper appointment.

YOU set the benchmark

Bring evidence to the meeting and set the anchor. If you allow them to suggest a new salary, it may be totally out of line with your expectations and research.  You'll find it difficult to negotiate, and you'll feel insulted and undervalued - possibly feeling worse than if you hadn't asked at all.  So make sure you say what you think you're worth at the outset. 

Because you've done your research, you know what you're worth so you can make a sound business case for why they should pay you  more. 

You also need to think about what you do if your request is turned down but hopefully that won't happen.

Should I wait until my annual review?

If you wait until your annual review, you run the risk of being subject to fait accompli... Your pay rise, if there is one, will already have been broadly determined.  Whereas if you ask for a pay rise soon after some major accomplishment, you are more likely to be deemed worthy.

If you're really doing a great job and it's not just your perception but also the company's, then your employer won't want to lose you.  Yes, there may be lots of people out there who would jump at the opportunity of doing your job for your existing salary.  But if they're not going to be as good as you and they need training, then your employer would be foolish not to keep you and pay you what you're worth.

What happens if they say no?

If your request is turned down, don't give ultimatums about leaving the company.  This could prove difficult if they call your bluff.  Instead, ask if you could perhaps have a further meeting in a month or 3 months' time.  Or suggest that you receive a rise or a bonus if you can exceed targets by a given percentage.  Give the company an elegant way so that the door isn't closed entirely.

What about equal pay?

Whilst you shouldn't be paid less than someone else in a similar role, you can't expect to be paid more either - not unless you have more responsibility, deliver more value, etc.  That's why it pays to do your homework thoroughly.

Good luck!  We'd love to hear how you get on.

I had a long conversation recently with a chap who isn't happy in his current role and intends to quit his job - even though he doesn't have a new job to go to.  I urged him not to.

And earlier this year I had a CV client who is a shining star but wasn't enjoying their job and quit, without having anything else lined up.  They're currently unemployed.

As anyone will tell you, jobs are no longer two-a-penny.  So, unless you're extremely lucky and you're in the right place at the right time, it could take you some time to find something else.  We all have financial obligations to meet and it would be reckless to make yourself unemployed before you have something better to go to.

Furthermore, being unemployed can often put you in a weaker position when negotiating your salary package for your new role, with employers offering you a lower package than you could normally command.

If you're not happy in your current role, you'll need a career plan.

• Assess your current situation.  What is it that's irritating you?  Could anything be done to rectify it?  If it's a grievance with a colleague or boss, could it be addressed via your employer's grievance procedure? (All UK employers should have one)
• If it can't be sorted, try not to be emotional or to make knee-jerk decisions.  Your head must rule your heart.  Grit your teeth and continue to do what you're paid to do to the best of your ability.  At some stage you'll probably need a reference from your current employer, so bear that in mind.
• Try to stay cheerful. Don't let your mood or negativity come to the fore as it will affect your colleagues, create bad feelings around you and make the workplace unpleasant for everyone.
• Try to engage in pleasurable activities outside of work and perhaps during your lunch breaks. Reflecting on these during working hours will help keep you sane.
• Get your ducks in a row.  Decide on the type of role you want to apply for and start searching the market.
• Update your CV and LinkedIn Profile so you're ready to roll when you see the job of your dreams.  We'd be happy to help you with this.
• Don't jump out of the frying pan into the fire!  In your frustration, you may want to accept any old job just to get out of your current situation.  If you do this, you'll be back to square one in the very near future, so take your time and try to hold out for the right role.
• Don't confide your feelings to anyone at work and that includes clients and advisors.
• When it's time to move on, give full notice and stay committed to the job during your notice period.
• Always leave on good terms effecting a full handover to your successor and training them if necessary.

Give us a call if you want to have an informal chat about your future career.


Barbara Patrick
Professional CV Writer and Career Coach
Compelling CVs
Reading, Berkshire