Overpaid and underworked?

Barbara Stanny, author of "Overcoming Underearning," finds underearning particularly prevalent among women, but notes that it also affects men. "I would like the message spread that anyone can make more than they are now, if that's what they want," she says. "It's much more in our control than we realize."

She cautions against simply blaming a company if its pay scale is lower than an employee would hope. "To make more money, we have to do things like speak up and ask, say 'no' to a lower offer and walk away, and make changes that we don't want to make."

Workers who want a raise must show managers that they deserve it, says Allyson Lewis, a motivational coach in Jonesboro, Ark. Sometimes just a small amount of extra effort can make the difference between being almost successful and getting a raise. Even reading one nonfiction book a month, she suggests, can increase an employee's knowledge on the job.

When workers consider leaving because of pay, Bottos says, they need to find out what people are earning in that job across the board as well as in companies like theirs. "The reality may be, you might be being paid fairly."

If someone is not being paid fairly by market standards, Bottos suggests doing some 'What if?' scenarios: What if I move? What if I go to a larger company? What if I change industries? "Take a look at how the pay would change, so you can find out if the grass is really greener."

Typically, individuals who stay with a company for their entire career earn below market value, Ms. Williams says. Those who change jobs every five or six years tend to be equal or above market standards. But making too many changes can have negative effects.

To some extent, Williams adds, your current salary will follow you to your next position. The hiring organization takes that number into consideration when it determines a salary.

For those who do not want to make a job change, Mr. Cooper offers tips to getting a good raise:

First, find out what your company wants to achieve in 2006. "Knowing what is important to your boss helps you make your boss look good, which makes you look like a good candidate for a big raise," he says.

Ask your boss, "If I do this, this, and this, and set goals for the quarter or year, would I be a candidate for a bonus or salary increase?"

E-mail your boss when you make achievements. "Your company cannot reward you for work it doesn't know you're doing."

When you ask for a raise, do not use competing offers as leverage unless you are prepared to leave. Bluffing can backfire.

Finally, consider other forms of remuneration.

"There are ways employers and employees can get creative around what reward and compensation mean," Cooper says. Perks such as telecommuting several days a week might not put a lot more money in the bank, but they could improve your quality of life. And telecommuting, he points out, could reduce commuting and child-care expenses.

Eric, the IT consultant, says his solution will be to leave. His manager does not have the authority to give a meaningful salary increase.

Yet he considers his eventual departure regrettable. "I really like my managers," he says. "The guy I report directly to is one of the best people I've ever worked for. But for better or worse, money is how you're valued. I've taken on progressively more responsibility. I'm just not seeing that reflected in my paycheck."

When companies do find ways to reduce this kind of turnover, workplace experts see benefits for both sides. "It's in an organization's best interest to pay their employees fairly," says Williams. "It keeps them there, and it keeps them happy."

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