Sign #4: No regular performance reviews or pay rises. Performance reviews are the opportunity for both you and your manager to exchange feedback, set mutual goals and recognise achievements.

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When these evaluations don’t happen regularly (or worse, don’t exist), you miss out on the guidance and structure needed for professional growth as well as the formal process for pay rises to be justified.

Sign #5: Your pay doesn’t align with your skills, experience or education. When you were hired, your pay probably reflected the experience and qualifications you had at that time. But as you develop new skills, gain experience or achieve additional qualifications, your compensation should keep pace.

If it doesn’t, it’s time to revisit the numbers. A job that undervalues your education or experience levels can limit your growth and leave you questioning your value.

What to do if you’re underpaid

If you’ve recognised one or more of these signs, don’t worry. There are steps you can take to advocate for yourself and improve your situation.

Step 1: Research market salaries. Before making any demands, understand your market worth. Review reliable salary data for your role in your location and industry.

Sites such as Payscale and industry-specific salary surveys can provide a ballpark figure for what you should be making. Knowing the numbers equips you with a factual, unbiased foundation for negotiation and can help you confidently justify your request for a raise.

Step 2: Prepare your case with evidence. Simply asking for more money won’t suffice. Compile a list of accomplishments, additional duties and the value you bring to the team.

Show specific outcomes you’ve achieved, such as revenue growth, project completion or cost savings. Demonstrating your contributions with concrete examples strengthens your case and provides a clear reason for your employer to agree to an increase.

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Step 3: Schedule a formal meeting with your supervisor. Timing is essential for these conversations. Choose a time when you know your manager isn’t overwhelmed and set up a formal meeting to discuss your performance and pay.

Approach the conversation respectfully and collaboratively. It’s not an attack on your employer, but a discussion about your values and mutual goals. Emphasise how an adjusted salary can enable you to stay motivated and committed to producing even greater results.

Step 4: Be open to negotiation. If your employer can’t meet your salary expectations right away, ask for alternative forms of compensation, such as a one-time bonus, extra vacation days, professional development opportunities or flexible work arrangements. Remember that total compensation includes more than just the dollar amount on your pay cheque.

Step 5: Have a back-up plan. Sometimes, the answer simply is “no”. If your employer cannot or will not meet your reasonable compensation needs, you may want to look for other opportunities. Staying underpaid can stunt your professional growth and financial wellbeing.

A role that recognises your full value could be the perfect next step.

Tea Angelos is an entrepreneur, author, speaker and founder of Smart Women Society, an online education company providing innovative products and tools for women to grow their independence with money, career, wellbeing and love.

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