Hays senior regional director for Victoria, South Australia and Tasmania, Nick Deligiannis, says: "Sometimes it's just not possible to offer a pay rise at a given time, despite how much your boss might like to give you one.''

Deligiannis says using threats, intimating you will work harder if you get the raise, or trying to justify more money with personal reasons are mistakes.

Chandler Macleod executive consultant Leslie Alderman, who specialises in career management, says a feeling of entitlement will also lead to failure.

"Some people believe that because they have been at a workplace the longest, or for a few years, they deserve a raise. It is not a valid reason for an increase,'' she says.

"They do not do the research and find out what the market rates are for a person in a similar role in a similar industry so they can compare.''

Robert Half NSW regional director Nicole Gorton said research and preparation were the keys to successfully negotiating those rises.

Gorton said one major mistake employees made in salary negotiations was not doing enough research.

"Don't underestimate the recruiter - they spend their entire day talking to employers and employees and they know what other people are getting paid in the market place,'' she said.

RogenSi director Sandy Hollis said employees needed to prepare in advance and develop a range of options for their meeting.

"Think about what you would like to get and think very carefully about what your walk-away position is,'' Hollis said.

Other points to consider

Use evidence. If you and your boss set Key Performance Indicators (KPIs) in a previous appraisal, you can clearly demonstrate your achievements against these markers and justify your request for a raise.

If no KPIs are set for you, compare your current responsibilities to those originally listed in your job description.

Any extra responsibilities completed successfully are examples you can use to justify that you deserve a raise.

Be realistic. Don't be afraid to ask for what you are worth, but at the same time don't let talk of the current skills shortage blur your view of current salary rates.

Hays' annual Salary Survey can give you and your boss impartial evidence of market levels.

Be prepared Collect examples to demonstrate your successes and plan the conversation. You could start by talking about how long you have been in the role and what your original position entailed.

Then move on to the duties and responsibilities of your current role.

Use examples that illustrate these new responsibilities.

Then discuss the salary your role is worth, but be realistic.

Have a figure in mind, but be flexible and be prepared to negotiate.

Timing your request is also a key to success. Knowing when to ask might leave your boss no alternative but to agree.

"It might be if you have won company awards for excellence, achievement or industry awards that provide a high profile and recognition for the company,'' Alderman says.

Do research. Understand market rates. Look into your industry;

• Think creatively: Look beyond financial remuneration and consider additional benefits;
• Anticipate their reaction: Prepare your possible responses, remain unemotional; and
• Preparing for a "no'': Prepare a solution, set goals and timeframes with your manager and get an agreement with your boss.

Mistakes to avoid

Nick Deligiannis lists some of the more common mistakes:

• Instead of using examples that demonstrate responsibilities, successes or performance, a big mistake is to use personal reasons as justification for a raise, such as having bought a house or children's educational expenses.
• Using threats is another common mistake, from suggesting you will resign if you don't get the raise to refusing to take on a new project. Threats are never received well by an employer and will rarely be successful.
• An attitude that if you get a raise you'll work harder. You should be able to demonstrate a solid history of performing your best to justify your increase.

Alderman says some common mistakes include:

• Not talking to recruiters about the current trends, opportunities and market rates.
• Not developing a business case to confirm valid reasons you should have an increase.
• Not recognising your own talents, new skills, added skills, new accounts, new processes and new initiatives that you have developed.