Senior Officer - Hr
Recruitment/talent Acquisition, Career Counselling
Write down his answers for each and every point. Communicate it in a diplomatic way.
Its just a word game.. Its based on what type of words you use while communicating with an employee while discussing about his performance / salary. You have to start with his positive things and then go to negative things in motivational way. Like organization wants to see him growing. Need to improve and should show his exceptional performance.. It should not be same as like his other colleagues. He should shine like a star. so that organization could recognize him well and offer him automatically whatever he wishes.
All the best.
14th August 2015 From India, Chennai
16th August 2015 From India, Mumbai
While HR is invariably drawn into the scene of hikes negos, it also HAS to be the concern of the respective Team Leads/Project Managers.
In fact PRIMARILY, it's their concern.....since it's THEY who will have to take work from the team members & it's they who will get DIRECTLY effected in case the individual doesn't perform.
So make the respective Team Leads & Managers a PART of the Appraisal Process. Else things are likely to to go out of control as you move forward. It COULD become more of a blame game on who is responsible for a low performance rating--the Team Leads would blame HR & HR blaming them.......though everyone knows that HR will only be laying out the broad contours of the process & any Hike is essentially based on the Team Leads' ratings.
I think Dinesh Divekar had suggested quite a few angles w.r.t. this Topic in this Forum on many occasions..............just use the 'What do you Need' feature @ the top of this page. You are sure to get many earlier discussions & some that could just about suit your actual situation.
All the Best.
18th August 2015 From India, Hyderabad