Stephen_7
Senior Officer - Hr
Rashmi Srivastav
Hr Generalist
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
+1 Other

Thread Started by #Rashmi Srivastav

Hello Everyone, Myself Rashmi I am new to the HR world, And recently had joined a company and its been 6 months.
I sometimes get confused how to deal when a employee come for salary hike and he is expecting more than his performance. Though he do his task well but as a team leader we are not getting the results and completions of projects from his whole team from last 4 months.
13th August 2015 From India, Gurgaon
You listen to him 1st and note all his points and tell him that you will get back to him in a week and discuss with his team leader about his performance.
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
It is natural for an employee to negotiate for a hike when he is performing well. This problem arises when employees are not properly briefed at the time of selection about how they become entitled to incentives. You need to be frank and explain to him that the work culture is team based and it is the performance of the team that is rewarded but not individual one and therefore there is need for supporting and sharing among the team members to gain collectively.You can call for the meeting of the team to have a talk to foster team spirit among them.However there is a risk in following team rewards in that individual performers become restless and may leave. You can discuss this problem with top management and think of rewarding individual performances too..
B.Saikumar
NaviMumbai
16th August 2015 From India, Mumbai
Hello Rashmi Srivastav,

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.

Rgds,

TS
18th August 2015 From India, Hyderabad
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