Laura Morgan’s Post

We don’t talk enough about getting a DECENT pay rise. And how it not only impacts how valued you feel at work but also your ability to live life the way you really want. Trust me there’s no judgment here whether you want to spend on a designer handbag, make some bigger investments or finally upgrade your airline ticket! I want to assure you, you are not alone if you are facing this right now. My client, 'S' came to me because she was feeling completely stagnant at work, she couldn’t see how she could progress or get the salary she wanted. She had already tried going through the motions in her appraisal process, staying late to show she was hard working and taking on all the projects, but it made zero difference. Here’s what we did to finally turn things around for her: 1. Defined what her unique edge was and built her confidence to communicate that to leadership 2. Worked on using different communication methods for different situations to influence her results 3. We even switched her whole mindset around difficult conversations so she stopped avoiding them. The result? She got promoted into a role managing a team of people way more experienced than her in just 3 months of working together, and without even having to ask for it! If you are feeling how 'S' did did, confused and frustrated but not ready to give up on landing that promotion or pay rise,…here are a couple of things you can do starting now 👇 ➡️Figure out exactly what makes you unique ➡️Read “Surrounded By Idiots” by Thomas Erikson and improve your communication immediately  ➡️Start thinking of difficult conversations as opportunities rather than roadblocks Want to make this promotion malarky go a little faster? Download my FREE Promotion Playbook today and learn the 5 simple tactics that my clients have used this year that has gotten them promoted! DM PLAYBOOK for Link or grab it from my profile! P.S I share even more useful tips on this topic on instagram @tarabrevitt. Connect with me there if we haven’t already and drop in my DM’s to say hi! 

We’ve all been there. Chasing the salary. And let’s be real—it’s a huge factor in choosing the work we do. We’d be lying if we said it wasn’t important. BUT… there’s more to it than just the pay check. People crave purpose, fulfilment and a sense of belonging. Things you find in from a healthy workplace culture. A workplace culture that: 1. Celebrates achievements and milestones 2. Prioritises mental and physical wellbeing 3. Recognises and rewards contributions 4. Invests in professional development 5. Encourages sopen communication 6. Creates a sense of belonging 7. Provides autonomy and trust 8. Promotes work-life balance 9. Encourages collaboration 10. Leads by example At the end of the day, it’s the culture that keeps you happy, engaged, and thriving - to bring home that number on your payslip. P.S. Do you agree? ♻️ If you think this post could help someone in your network, hit repost. 👋🏼 Hey, I’m Laura- I share posts that empower busy people to build healthier, happier workplaces and teams. Hit ‘follow’ to keep updated.

This week (by popular demand as many asking me about this!), I’m sending out my tips and ideas on how to Plan Your Pay Rise – a Back to Basics guide on what I’ve found really helps you to think clearly and confidently when planning a conversation on a pay rise with your manager, boss or business owner – and getting a successful outcome!   This week, I’ll be sharing four key tips on what to think about, starting here with ‘Get to Know the Process’ - a valuable but often overlooked first step for whatever organisation or business you work in, small to large.     I really hope this is helpful if you are feeling stuck or need ideas on how to plan your conversation.    More thoughts to come in the next few days too, so look out for these. Meanwhile - I’d love any ideas on what’s worked for you or what you’d suggest to others. And don’t hesitate to let me know if there is something I haven’t covered and you want me to – and of course, reach out if you want a more personal reply or need a first chat.  

Feeling nervous about asking for a pay raise? Here are 4 ways to do it without losing your job - (No. 1 is most effective) 4. Show them your worth Tell your managers about your accomplishments in the last 6 months. Give them specific statistics and numbers on how you have positively impacted the team 3. Research well Use LinkedIn or other sites to find out how your current salary compares to similar roles in the market. This way you can set a realistic salary expectation and feel more confident while approaching management. 2. Don’t show your fear Asking for a raise is intimidating - But when you have gathered proof that you deserve it, you should approach your senior confidently. Because self-doubt is often met with rejection. 1. Prepare and practice Practice your pitch beforehand to ensure you present your case clearly. And be prepared for pushback or an initial no. Bonus tips - During the discussion, maintain a positive and professional attitude. Show enthusiasm for your role and appreciation for the opportunities you've been given. Thanks, Reno Perry for the reminder. Repost this and follow Ruchi Parekh, PCC for more!

I had a recent eye-opening conversation about job pay scales. It's all about value and contribution in the job market. If someone is earning 50k a month, rest assured they're bringing in 10 times that to the company. In a capitalist world, it's simple math - why pay 100k if not bringing in a million? The key takeaway: strive for improvement and watch your worth grow. #JobMarket #Value #Contribution #CareerGrowth

Pay people what they're worth.  Trying to cut corners on salaries isn’t “saving.”  It’s a gamble that never pays off.  Hiring takes longer than you expect. Finding the right person isn’t as simple as:   ➡️ Posting a job ad and waiting for perfect candidates to roll in. It’s a process.  - Interviews - Negotiations - Decisions All this takes time!  And even after you’ve hired, the real work begins. ➡️ Training and ramping up a new hire to their full potential.  It can take weeks or even months.  Now imagine this: After all that effort, your new hire realises they’re being undervalued. - Maybe they discover the market pays more.  - Maybe they feel unappreciated. Either way, they leave.  You’re back to square one. If you’re hiring to “save a few quid,” ask yourself this:  what’s the hidden cost of starting over?  In business, short-term thinking creates long-term headaches. Value your people through fair pay and recognition. It’s not only moral to pay people what they’re worth, it's good business sense!!!

What to Do if You Can’t Get a Pay Rise Not every request for a raise results in an immediate "yes." But if you find yourself in this situation, don't be discouraged—there are other ways to boost your career and satisfaction. Here are a few ideas: 1. Seek Skill-Building Opportunities: Ask to take on projects that enhance your skills or stretch you in new areas. This can increase your future earning potential and broaden your expertise. 2. Request Flexible Benefits: From flexible working hours to additional leave, perks beyond pay can add significant value to your role and work-life balance. 3. Plan for Long-Term Growth: Map out a career development plan with your manager. This can help align your role with your career aspirations and open up advancement opportunities. 4. Expand Your Network: Connecting with mentors and colleagues can lead to new insights and, potentially, opportunities down the road. 5. Keep Track of Your Achievements: Documenting your contributions and wins can make a strong case for future pay discussions. Remember, while a raise is ideal, there are always ways to grow your value and satisfaction in your career!

So I have a question explicitly for the recruiters and hiring managers out there. Internal or external, past or present doesn't matter, but let's keep it to "recent", say the last 2 years or so. If I, as a prospective candidate, see your rate as significantly too low, like something in the 20-50% below market rate range, what do you expect, or desire my response to be? 1) Apply for the job, but articulate the normal salary band that I would be expecting/requiring at the outset, preferably with some facts to support my position? 2) A polite, but well documented email/message letting you know that your ask is unrealistic. 3) That I just move on, because you'd prefer to price low and wait for the right fit. I am genuinely curious. I have seen jobs request Senior and Consulting level skills, sometimes in two or more domains, and see them price it out at near minimum wage, or in salaries I've last seen in the 1990's. A job listing at Oracle, no less, direct hire, not a contract agency taking their skim: Solutions Consultant with 5+ years of experience, $20-26 an hour. How do you address that disparity? How do we, the jobseekers, respectfully request that introspection be applied? I, personally, want to go sit down in the HR office of my county's two largest employers and try to get a sit down with their chief recruiting strategist, and ask why they are 100% of the time pricing these jobs out so that the *ceiling* is 25-40% lower than the *average* state collated and salary.com salaries for this region.

Here’s why people quit! And sometimes, it’s got nothing to with the pay. It’s the feeling of being invisible. You put in the hours, go above and beyond and no one notices - or worse, someone else takes the credit. That’s what makes people disengage and eventually leave. The wild part? Fixing this isn’t hard. It costs nothing but effort. Here’s how to make sure your team feels seen and valued: → Check in regularly – 1:1 time shows you care beyond their output. → Say “thank you” – Often and with sincerity. → Celebrate wins publicly – A shout out in a meeting or email goes a long way. → Send personal notes – A quick message recognising effort makes an impact. → Ask for feedback and act on it – Nothing says “I value you” like listening and improving. It’s not about big gestures, it’s about showing consistent respect and appreciation. When people feel valued, they stay motivated. They work harder. They stick around. So before you lose another great employee, ask yourself: Are you treating your team like replaceable cogs or like people who matter? P.S. What’s one way you make your team feel appreciated? ♻️ If you think this post could help someone in your network, hit repost. 👋🏼 Hey, I’m Laura- I share posts that empower busy people to build healthier, happier workplaces and teams. Hit ‘follow’ to keep updated

How to Ask for a Raise When You’re an Introvert… Asking for a raise can feel uncomfortable, especially if you’re an introvert or not used to self-advocating. Here’s how to approach it with confidence: 1. Prepare Your Case - Research salary benchmarks for your role to ensure your request is reasonable. Document your achievements; focus on measurable results like increased efficiency, completed projects, or extra responsibilities. 2. Pick the Right Time - Choose a positive moment, like during a performance review or after completing a major project. 3. Use a Script - Keep your request clear and focused on your contributions: “I’ve taken on *specific responsibilities, *delivered specific results, and *exceeded specific goals. I’d like to discuss how my compensation can reflect this impact.” *(relate to your performance directly) 4. Stay Professional - Communicate calmly and avoid apologizing. You’re making a business case, not asking for a favor. 5. Prepare for Any Outcome - If it’s a “yes,” thank your manager. If it’s a “no,” ask for feedback and set a timeline to revisit the conversation, or review your options. Advocating for fair pay is an important step in your career. Plan, practice, and take the leap—you’ve got this! You are the only one in charge of your pathway!