This article originally appeared on DiversityInc.com on December 13, 2005

No one likes to do it. It's awkward. It's uncomfortable. The very thought of it may have you tossing and turning at night. But invariably, at some point in your professional career, you'll be faced with that difficult task.

It's time to ask for a raise.

Hold on before blurting out your needs. Remember, it pays to be prepared with a detailed plan in hand. If you walk into your boss's office waving ultimatums or making unreasonable demands, the battle is over before it's even started. You might even find yourself quickly ushered to the unemployment line.

But, if you take your time and go in having completed the necessary research with your arguments succinctly laid out, you could have that extra cash in your paycheck before too long.

"It's about doing your homework and having open communication," says John Jones, director of Staffing and HR Strategic Services with Comerica Bank, No. 34 on The DiversityInc Top 50 Companies for Diversity list. "What a person can't do is go in and say, 'So-and-so is making this much, so I should too.' That may actually cause their demise, as management may walk away thinking they have a real problem with that employee. A softer, kinder approach the first time around is usually the way to go."

There are specific steps an employee should take well before having the dreaded "talk" with the boss.

• Take the time to list out the specific goals that were set for you and be prepared to illustrate how you've met, or better yet, exceeded, those targets. Don't expect to receive a raise simply because you've done your job. But, if you can show how you've exceeded specific objectives, the boss should be more inclined to reward your efforts.

• Go out of your way to demonstrate how you've contributed to the company's bottom line.

• Illustrate how you've fostered relationships with company clients. If possible, break out flowcharts that detail how your efforts directly funneled additional dollars into the company coffers.

• Do your research. Investigate what your peers are earning in similar situations across the country.

  "With the Internet, it's easy enough to ... get specific benchmarking information," says Jones. "Go in armed, knowing exactly what your skills are valued at in the marketplace." Obviously, it bolsters your case if you can show your supervisor others at similar companies are making significantly more for the work that you do. So call professional organizations or scour the Internet to find stats that will back up your argument.

• Be firm in your argument, but remain calm and be open to reasonable explanations if your request can't be met at that specific time.

  "There are a lot of things that go into determining a salary for an individual. Most companies have salary structures and there are times when an employee asks out of that structure," says Jones. "I don't think it's mean-spirited. It's just sometimes an employer doesn't have the luxury to do it."

• Make this about the job accomplishment, not about your needs. You may want to buy a house, have a baby or go on a great trip. That isn't your boss's concern.

• Lastly, make sure you have your best argument set the first time out.

"You've generally got one shot at glory with this," says Jones. "When someone decides they want to leave and say they have a competing offer, management might say OK and do something to keep that employee. But you only get one opportunity at that. The next time you try it, they'll say, 'Good luck to you.' If you are constantly going to the well, the less likely you are to get what you're looking for."

And, adds Jones, if your boss flat out refuses to even entertain your request after you've done the research and carefully laid out why you believe you're deserving, then it may be time to consider other career options.

"If it doesn't work out and you're rejected, then an employee needs to reassess. Maybe there's an opportunity to make more money somewhere else."