Skhadir
Strategic Business Management Includes Revenue
Bodhisutra
Manager, Operations
Puneet.Khurana
Human Resources
Cite Contribution
Community Manager
Dsaurav
Corporate Training, Executive Coaching, Outbound

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Many times I have seen that if you appreciate your employee, within a period of 3-6 months the employee approach you for salary hike. If you don't hike the pay the employee loose motivation. Can anyone suggest the right way to appreciate an employee hard work or it is better not to speak about his good deeds.
Did u search this website seeking appropriate reply. If not, please do it.
In short and sweet, the best way to appreciate your employee is
1) recognizing talent,
2)appreciate hardwork/performance delivered followed by continuous motivation and
3)extent complete support for developing talent.

There are many other ways aswell.
With profound regards

Hello Vivek,
I'm very glad you spoke about this here. It is a very common dilemma that employers in small organizations face. I've faced this problem too.
It is indeed important to appreciate an employee. However setting realistic expectations is the key in retention of an employee. Its important for any employer to design an appraisal procedure, annual or bi-annual, compulsorily. The employees should know that they get hikes only at a specific time during the year. This saves you from unnecessary negotiations.
Moreover while appreciating an employee, do NOT overdo it. The safest way to appreciate an employee is to draw his attention towards his drawbacks first and then towards his contibution. This makes an employee feel that you are observing him/her and also appreciating. Diplomacy is the key here.

thanks to you all, infact am the one benefiting from this posting. my workers keep on asking for salary increament am even tied of it but now i know how to go about it. thanks
Greetings,
This is a concern not just to you but many. We understand solutions remain specific to the situation . Here's what I may suggest.
We are arranging live session, through G+ to resolve issues, during the online session, that matters to us the most. Would you want to take this up ? We will request our seniors and moderators to resolve your concerns during the session. These seniors are HR Leaders with decades of experiences , headed many blue chip firms and now mentoring many like us, in this community
Here's what we are working for , let us know if you wish to be a part of it ! Online MeetUp

Tanye, If you ok with sharing ideas, kindly upload your reviews about how you manage the same.
To me it depends upon employee to employee. What I have observe that there is two type of workers-One who are are more concerned with the organization and least concerned with salary and vice versa. These type of employee needs respect and true work appreciation. By saying this, I'm not telling that they don't require salary appreciation but such employee's motivation does not go down even they don't get the expected salary hike. Every organization do have atleast 4-5 such motivated employees.

The problem is with the rest class. If you hike their salary, again within a year most of them will approach to their senior to recommend their name for salary hike or else they will look for for another job which gives them extra bucks. Off-course, They do their assigned work but to them they have done extra from others and same mind set is there in others employee too. If all of them worked extra then what should be the criteria for salary hike.

Regarding appraisal, most of the appraisal done by the seniors are biased and when it comes to department wise then it will be much more difficult to counter them.

No doubt that living cost have gone up and the salary should be such to sustain that extra cost but on the other hand employee are least concerned to show their concern towards organization.

I seek honest practical views from all interested members to this common but one of the most crucial psychological aspect of HR Management.

Dear Vivek, I want to work further on this to get the best of the solution from our experts. Allow me to send you a private message and take this ahead.
Dear Mr.Vivek,

The question you have raised appears simple but is the real challenge faced by most HR professionals.

You may not be surprised to find a person whom you promoted after a careful performance review leave the organisation within months after he was promoted. On the other hand you will also find employees whom you have not promoted still working with the organisation. In fact at this juncture you will feel that you made the wrong decision of promoting an undeserving candidate. In fact at times you can even hear the employee you have not promoted stating that the Management promoted an employee who was not loyal.

You are aware employees tend to leave for multiple reasons. The reasons cited by them at the time of leaving cannot be taken on the face value of it. Even in exit interviews employees tend to give politically good statements and do not want to divulge the real reasons for leaving (Bad treatment by the boss, work is not challenging, recognitions are not transparent, and so on). But I would still prefer that exit interviews are conducted meticulously because once you ask the employee to cite examples for the reasons quoted by him, you will be able to make out whether the reason is factual or not.

Increase in unauthorised absence without proper reasons or advance intimation by the employee can be an indicator of the employees intention to leave. He tries to exhaust all his leave and avails all his entilement such as LTA & reimbursments in a short span of time. Employees who are sincere generally tend to avail leave based on necessity and not availability. In other words he refrains from exhausting his leave eligibility.

Some reasons after deep probing turned out to be

Leave policy (Policy has to be clearly spelt out at the time of the employee joining), Not being nominated for a particular training programme (methodology of nominating to be spelt out), Giving more responsibility to yet another colleague overlooking him (Why was he assigned more responsibility), Spouse not keen on the job location, Children not comfortable with the job location,

Like this there can be several reasons. Root cause analysis for motivation is difficult but not impossible. Have a passion for the employees personal life too. Ensure that you attend all the functions/ ceremonies (both good and bad) you are invited for. This gives you an opportunity to know his family better. His family members know that you care for them. So in the event the employee has intentions to leave there is a possiblity that his family members may advise him against such a move.

Greet the newly wed couple at the wedding venue (if you are invited). You can always meet them at a later date. But there is a difference. If you greet them on their wedding day then you are accomodating your time for them. If you opt to greet them at a later date they are accomodating their time to suit your convenience.

Lot more things like this adds value to the profession.

M.V.KANNAN

Dear Vivek Sang,

Since i am practicing Human Psychology of Behaviour, i had come across various things in my life. Please consider my views. To my knowledge, there are three types of employees behaviour wise.

1) One who is contended self motivated happy employee satisfied with his performance, work(roles & responsibilities) and pay(salary) as well. Very high in EQ & IQ. Knows how to balance work and life.

2) Second is the one who is ambitious, go-getter, achiever, wants to climb up high, having very high expectations. At times he motivates himself and when he is down he needs someones to share his grievance, motivate/support him to get back to normal stage. These type of employees possess very less EQ but they manage with whatever IQ they have.

3) Third type expects hike in pay every year as they are good in everything but sound's very wise. They do their job only to secure their hike in pay. if they don't get hike in pay, they start slowing down and may look for better opportunity. Most of the SKILLED EMPLOYEES fall under this category because they have very good understanding about the ECONOMY and MARKET DEMAND.

Let me know, if my study is wrong or if you haven't come across such type of employees in your organisation.

With profound regards


This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™