What to do in case of a "zero" raise...
7 September 2010
Read by 1662 persons
What to do in case of a "zero" raise? This is a subject that angers bosses, knowing that a large part of them haven't increased their employees' salaries. As proof, several HR managers, who were asked to intervene on this subject, did not want to speak, fearing that their employers would feel targeted. And yes, it is really necessary to avoid this kind of intervention.
That said, we won't stop there, because it's an important subject to address given the enormous expectations of employees. "My salary hasn't been increased again this year.
Frankly, I don't know what to do: should I take my foot off the gas or continue at the same pace, knowing that there will be nothing in return?" wonders a young woman who works in the service sector. She is not the only one to complain, those who haven't received a raise at the beginning of the year are asking themselves the same questions. The most experienced ones notify their superiors of their dissatisfaction and continue to work at the same pace, if not more, to show their bosses that they can be counted on despite everything, while hoping to receive a raise from the second semester. Others, being tired, are content to work without enthusiasm or strong involvement, which negatively impacts the company's performance.
For this category, gone are the days when staying late at the office to finalize a project was a satisfaction, which is a real shame. Other executives patiently endure their situation and try to make ends meet by giving classes in private schools, while others enroll to obtain a master's or doctorate degree because they want to review their career. Bosses at this point have a preponderant role to play in maintaining a good level of mobilization. They must inform their employees of the reasons for this "status quo" to involve them more and evaluate, on a case-by-case basis, the achievements of each person. The goal is to reward the most deserving and try to align themselves with the salaries practiced by the competition. Especially since the latter remains on the lookout for this type of information that would cause the dissatisfaction of executives and that would make these good profiles a good prey to try to poach.
However, executives should not expect a miracle or a written commitment from top management, nor a quantified promise. In these times, increasing employee salaries is not a priority for bosses. They want to assert themselves more in the market and often invoke the impact of the crisis on their company's financial results to cut short any such claim. But how long will this ostrich policy last?
Published September 7, 2010
ode.ma
That said, we won't stop there, because it's an important subject to address given the enormous expectations of employees. "My salary hasn't been increased again this year.
Frankly, I don't know what to do: should I take my foot off the gas or continue at the same pace, knowing that there will be nothing in return?" wonders a young woman who works in the service sector. She is not the only one to complain, those who haven't received a raise at the beginning of the year are asking themselves the same questions. The most experienced ones notify their superiors of their dissatisfaction and continue to work at the same pace, if not more, to show their bosses that they can be counted on despite everything, while hoping to receive a raise from the second semester. Others, being tired, are content to work without enthusiasm or strong involvement, which negatively impacts the company's performance.
For this category, gone are the days when staying late at the office to finalize a project was a satisfaction, which is a real shame. Other executives patiently endure their situation and try to make ends meet by giving classes in private schools, while others enroll to obtain a master's or doctorate degree because they want to review their career. Bosses at this point have a preponderant role to play in maintaining a good level of mobilization. They must inform their employees of the reasons for this "status quo" to involve them more and evaluate, on a case-by-case basis, the achievements of each person. The goal is to reward the most deserving and try to align themselves with the salaries practiced by the competition. Especially since the latter remains on the lookout for this type of information that would cause the dissatisfaction of executives and that would make these good profiles a good prey to try to poach.
However, executives should not expect a miracle or a written commitment from top management, nor a quantified promise. In these times, increasing employee salaries is not a priority for bosses. They want to assert themselves more in the market and often invoke the impact of the crisis on their company's financial results to cut short any such claim. But how long will this ostrich policy last?
Published September 7, 2010
ode.ma
