Hi all, I am an HR professional in an IT company and would like to discuss a case.
Employee Resignation Due to Increment Issues
If an employee is adamant about receiving an increment and wishes to resign if it is not granted, is it fair to prevent the employee from resigning?
HR's Role in Management Decision Updates
If the management is not cooperating with HR in providing updates on their decision, is it the duty and right of HR to know the update regarding the increment?
I understand that a good company maintains transparency with its employees. However, in this case, the management is also working alongside the employees and is busy with their project work.
From India, Kochi
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13Employee Resignation Due to Increment Issues
If an employee is adamant about receiving an increment and wishes to resign if it is not granted, is it fair to prevent the employee from resigning?
HR's Role in Management Decision Updates
If the management is not cooperating with HR in providing updates on their decision, is it the duty and right of HR to know the update regarding the increment?
I understand that a good company maintains transparency with its employees. However, in this case, the management is also working alongside the employees and is busy with their project work.
From India, Kochi
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Employee Increment and HR Responsibility
Whatever the business that keeps the company busy, you cannot make the employees stand outside your doors. You will give an increment only if the employee is worthy. So, why delay? HR will be questioned in case of any delays. You might argue that you have submitted the evaluation reports and the delay is due to the top management. However, repeatedly using this excuse is not acceptable.
While it's true that an increment is not an employee's right, you also should not deny an increment to someone who is contributing. Failure to provide an increment may prompt the employee to leave the company, which reflects negatively on you. It is your responsibility, and you should acknowledge it. You can try to convince the employee, but you cannot pass judgment on them. If the employee disagrees with your decision, let them proceed with their choice of leaving the company.
From India, Kannur
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Whatever the business that keeps the company busy, you cannot make the employees stand outside your doors. You will give an increment only if the employee is worthy. So, why delay? HR will be questioned in case of any delays. You might argue that you have submitted the evaluation reports and the delay is due to the top management. However, repeatedly using this excuse is not acceptable.
While it's true that an increment is not an employee's right, you also should not deny an increment to someone who is contributing. Failure to provide an increment may prompt the employee to leave the company, which reflects negatively on you. It is your responsibility, and you should acknowledge it. You can try to convince the employee, but you cannot pass judgment on them. If the employee disagrees with your decision, let them proceed with their choice of leaving the company.
From India, Kannur
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Hi, I differ from Mr. Madhu.
The other side of the coin
If you are planning to recommend an increment for the employee just because he will resign, then tomorrow all other employees will follow in his footsteps. Such employees with a threatening attitude should not be encouraged. The employee needs to wait for the increment patiently. Your role here is to update management about the resignation and the reason for it. However, no management will succumb to such pressure from an individual employee.
Management's decision
As the ball is in management's court, they will take a call on it. You may try to pacify the employee to wait, which will be the maximum you can do.
From India, Madras
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The other side of the coin
If you are planning to recommend an increment for the employee just because he will resign, then tomorrow all other employees will follow in his footsteps. Such employees with a threatening attitude should not be encouraged. The employee needs to wait for the increment patiently. Your role here is to update management about the resignation and the reason for it. However, no management will succumb to such pressure from an individual employee.
Management's decision
As the ball is in management's court, they will take a call on it. You may try to pacify the employee to wait, which will be the maximum you can do.
From India, Madras
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