nehasonar
Hi All,

Even Iím some what in the same situation as Sariís, my Ops team hasnít performed well but during their yearly appraisal review all of them talk about their experience (as they have been with us for more than 2yrs) and are asking hike according to market standards.

Now my company is not that big, we are a small call centre in Chennai which is doing well but if the salary increases our over all cost would go high. We focus on employee satisfaction but the problem is that everyone in the team are expecting 30% to 50% hike which is not possible and we would not be able to satisfy each and everyone. So I thought if I could show my employees the statistics of appraisals in other companies and tell them that their salaries are all most close to that they would not feel let down, now for this I would require statistics of salaries in other SMEís and the percentage of hike offered.

So I would request you all to help me out with some presentation which would provide me with these statistic.

Thanks and Rgds,

Neha.

From India, Madras
sreekumar.j
4

Hi,
I am assuming certain things...job description is in place for all emloyees with agreed upon KRAs including targets.
If the sales targets are not up to the mark, you need to think about all possible ways to boost sales. First of all you need to understand the issues behind the decline in sales figures. If it is due to economic slow down or because of product/service quality or related aspects, you can't project the dip in sales figures as performance issue. Otherwise you need to counsel employees with an objective to convince that company can't go for revised pay package without getting right kind of sales volumes. But at the same time you need to convince them with supporting data.
Also try to motivate them by introducing incentive schemes, have some weekend parties etc.
best of luck

From India, Bangalore
nehasonar
Thanks Kumar for your quick reply
My company has everything in place from bonuses, to incentives (wherein my top agent takes home anywhere between 30K to 50K of incentives) Parties, get to gathers everyone in my company is happy and we have always lived up to our employees expectations but at the time of appraisals as you always know that not everyone will be happy with their hike, all my agents are only talking about MARKET STANDARS where as non of them have the right knowledge about this. I just want to show them few realistic statistic of the hike that is offered in the market and compare the hike that we would offer them.
Itís just to enlighten my agents and give them real figures about the appraisal systems in this industry.

From India, Madras
Govil Nanda
10

Well said Mr. Hassan
My point of view is that how does it matter to an employee whether the company is doing well or not, if an employee has done well he deseves the hike and if you dont give the same then my apprehension is that you will have high attrition. This happened in my organization, so we had to give good hikes to the deserving employees irrespective of the fact that we didn't do well to retain our performers.
Regrds
Govil Nanda

From India, Delhi
themitra
The sincere employees of a company knows how the company is doing. Hence, it will always be prudent to have a face to face communication with the total team. When a company is not doing well one has to pin point the reason - whether Sales Team or Production Team or the Logistic / Procurement Team or which team is not playing the game with full Team Spirit. Once marked then you can start rectifying the game plan of the particular Team and improve their performance.
On question of salary hike - The sincere employees' who know the actual reason / result of the company's performance will never regret the move of - "No Hike" and in turn will try their best to make a Turnaround for the Company.
Be honest and transparent to the sincere employees' of the Company and you will never regret. Everybody understands ups & downs in business. But if you intentionally show a bad performance in the Company Books you'll get in trouble from which you cannot be bailed out.

From India, Mumbai
Sari
42

Thanks to one and all who has come forward with genuine suggestions and inputs sparing their valuable time.

I am planning out something like this:

1) Pressure sales team (which is a vital source for the economic status of the company)with targets as of now,

pay them(hike) once they reach the targts, as i can see few projects are in the pipe line.

2)Assess the revenue generation for the coming year, based on the forecast plan the man power based on the long term and short term projects,.

3)grade the staff (A, B, C, D, E)

Encourage self assessment along with reporting head's assessment,.

4)The one who is avg or below avg can laid off (as we cannot invest time and money any more on training them at this point of time).

5)Pay more to retain the A category as per the mkt stds, but increase their responsibilities, add more levels to avoid stagnation of levels/ JDs in terms of giving them more exposure.

B- & cthe same like A, but a lesser pay as compared to level/jd/.

D & E- Pay them the same till you occupy them or lay them off with one months notice.

Grading is based only on the rare skill set, personal characteristics, technical exposure, not only on the basis of seniority.

From India, Hyderabad

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.








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