Q: My wife has had three different management jobs at three separate companies where the same thing has happened to her. She is smart and a dedicated worker, and she gets promoted repeatedly. Then she hits a ceiling and is no longer given raises. When she asks for increases, upper management hires someone, has her train the person and then lets her go. She didn't realize it the first time, but when a similar situation happened at two later companies, she knew exactly what management was doing.

We both think she should continue getting raises as long as she is doing a good job in her position. Now when the company hires a replacement without saying the person is a replacement, my wife knows better, but it really makes us angry. How can she avoid this from happening again and again?

A: It sounds like the companies replace your wife when her demands for raises outweigh the good she is doing in the job. A raise is a thank you, not a requirement. Your wife may be at the top of her job's pay scale. When employees do a good job but never create ways to improve procedures, systems, products, or uniquely contribute to improvements, that person becomes a "worker" rather than true management material. If the job and the tasks stay the same, and the company is not providing cost-of-living increases, demanding a raise can be the path to the exit interview.

Only your wife knows what she is contributing to a company. If she is a good employee but without special achievements, she will have nowhere to go but out, unless she accepts and appreciates the job she has "as is." It helps to keep abreast of the economy, the industry she is in and the particular company's financial condition. She can check www.salary.com to keep current on salary ranges in her field and in different parts of the country, so her expectations stay realistic.

Her approach to negotiating may also be antagonistic, which is what ultimately leads to replacing her, so learning negotiating skills may be required. If she has made significant improvements to the job and the company, she should compile a chronological list of such and re-sell herself to her boss when asking for a raise. One thing is certain: She needs to reflect on her past experiences, her job performances and her communication style with her bosses. Reflecting on her past behaviors is crucial so she doesn't attribute the three-time outcome to external forces.

SINCE DUCT TAPE WOULD BE ILLEGAL, ASK FOR QUIET TIME

Q: A new young woman was hired and brought into our group office. We all come and go on our own schedules, so we never know who is going to be there. From the moment she walks in, she doesn't shut up. Her trite, mindless babble that pours out of her is more than I can bear. She even begins her moronic mumblings before a person finishes talking, and she runs to join in every conversation. What can I do?

A: You have many choices. Beg your officemates to stop acknowledging this bimbo. When she babbles, say "And your point is?" Or, cover your ears and scream, "No more!" You could also roll your eyes and groan loudly when she opens her mouth. Best yet, and far more polite and effective, is to ask her to please keep it down so you can concentrate on getting your work done.

Email all your questions to workplace expert Lindsey Novak at [email protected]. She answers all emails. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate Website at www.creators.com. COPYRIGHT 2013 CREATORS.COM