Dear Seniors,
I am working in the telecom sector as an HR Executive. I am the only HR personnel here. March has already passed, and all the employees are asking me about their increments. I verbally reminded the Managing Director about the increments for all staff a month ago, but no action has been taken yet. There are not many formal procedures in our company; it's more like an open-door policy.
Should I remind him verbally again or through a formal application, or should I wait for this month? If I need to write a letter to him, please forward the format for that.
Thanks & Regards,
Neha Narang
From India
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1I am working in the telecom sector as an HR Executive. I am the only HR personnel here. March has already passed, and all the employees are asking me about their increments. I verbally reminded the Managing Director about the increments for all staff a month ago, but no action has been taken yet. There are not many formal procedures in our company; it's more like an open-door policy.
Should I remind him verbally again or through a formal application, or should I wait for this month? If I need to write a letter to him, please forward the format for that.
Thanks & Regards,
Neha Narang
From India
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Neha,
If MD sits in the same location, go talk to him/her directly; you may be able to influence the decision immediately. If in another location, try speaking on the phone and support the same through a gentle reminder. There is no format for the same, as you have mentioned yours is an informal company with an open-door policy. You can very well present this in a simple way to MD directly.
From India, Mumbai
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If MD sits in the same location, go talk to him/her directly; you may be able to influence the decision immediately. If in another location, try speaking on the phone and support the same through a gentle reminder. There is no format for the same, as you have mentioned yours is an informal company with an open-door policy. You can very well present this in a simple way to MD directly.
From India, Mumbai
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Hello Neha Narang,
Since you have already reminded him a month back and he hasn't responded, is there any reason for his non-response, as far as you know?
How is the company doing financially? If it isn't doing very well, you know the reason why he didn't respond. In this case, as the HR person, you need to figure out the way to handle the employees. Ask for time from your MD to discuss ways of handling the situation and then plan out a way: the dual purpose being that you should handle the company's situation as well as ensure there's no communication gap with the employees. It's in such situations that the role of HR becomes critical—to ensure the employees don't leave.
If the company is doing well, and yet the increments have not been given, then you still need to meet the MD, BUT with a different set of queries—like when the increments are likely to be given, approximate quantums, reasons for the delay—which need to be told to the employees, etc. You haven't mentioned anything regarding employee strength or the Annual Appraisals—do you have any such practice in your company? If yes, then your job is simplified to an extent. If not, then I think you have another issue/problem to be handled even before the quantum of increments is discussed.
Regards,
TS
From India, Hyderabad
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Since you have already reminded him a month back and he hasn't responded, is there any reason for his non-response, as far as you know?
How is the company doing financially? If it isn't doing very well, you know the reason why he didn't respond. In this case, as the HR person, you need to figure out the way to handle the employees. Ask for time from your MD to discuss ways of handling the situation and then plan out a way: the dual purpose being that you should handle the company's situation as well as ensure there's no communication gap with the employees. It's in such situations that the role of HR becomes critical—to ensure the employees don't leave.
If the company is doing well, and yet the increments have not been given, then you still need to meet the MD, BUT with a different set of queries—like when the increments are likely to be given, approximate quantums, reasons for the delay—which need to be told to the employees, etc. You haven't mentioned anything regarding employee strength or the Annual Appraisals—do you have any such practice in your company? If yes, then your job is simplified to an extent. If not, then I think you have another issue/problem to be handled even before the quantum of increments is discussed.
Regards,
TS
From India, Hyderabad
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Thanks to all for your valuable time and suggestions.
There were no such formal increments before this. The employee strength in the office is around 20, and the field staff is around 150. However, I have to handle only the office staff.
From India
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There were no such formal increments before this. The employee strength in the office is around 20, and the field staff is around 150. However, I have to handle only the office staff.
From India
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Hello Neha Narang,
You haven't answered my other queries. Also, how are the field staff being handled? I am sure there must be some sort of a scheme for them—else all of them would have quit long back. Also, suggest checking with your HR contacts who are working in other companies in the same sector (doesn't matter if you know them or not too, you can introduce yourself and check things out, though in which case they may not be so forthcoming with details). The idea is basically to find out ways of handling your MD when you try to discuss the issue again.
Regards,
TS
From India, Hyderabad
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You haven't answered my other queries. Also, how are the field staff being handled? I am sure there must be some sort of a scheme for them—else all of them would have quit long back. Also, suggest checking with your HR contacts who are working in other companies in the same sector (doesn't matter if you know them or not too, you can introduce yourself and check things out, though in which case they may not be so forthcoming with details). The idea is basically to find out ways of handling your MD when you try to discuss the issue again.
Regards,
TS
From India, Hyderabad
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Dear Neha Narang,
As you have mentioned that you are the only person in the HR department, all the employees will be looking up to you to take up the matter with your MD. I also understand that you have no formal system for giving increments.
In my opinion, I would recommend that you frame a performance appraisal process and submit it to your MD for his views. Upon his approval, you can follow the process and submit the duly filled appraisal forms to him for consideration with your comments. If there are no formal reporting procedures, then you can draw up a self-appraisal form and forward it to your MD for approval.
As you are the only person, you can gain a lot of respect among your colleagues and management if you implement new initiatives. Believe that you are the KING now in your organization as you can make a difference in the organization's culture.
M.V. KANNAN
From India, Madras
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As you have mentioned that you are the only person in the HR department, all the employees will be looking up to you to take up the matter with your MD. I also understand that you have no formal system for giving increments.
In my opinion, I would recommend that you frame a performance appraisal process and submit it to your MD for his views. Upon his approval, you can follow the process and submit the duly filled appraisal forms to him for consideration with your comments. If there are no formal reporting procedures, then you can draw up a self-appraisal form and forward it to your MD for approval.
As you are the only person, you can gain a lot of respect among your colleagues and management if you implement new initiatives. Believe that you are the KING now in your organization as you can make a difference in the organization's culture.
M.V. KANNAN
From India, Madras
Acknowledge(0)Amend(0)
Dear Seniors,
I am working in the telecom sector as an HR Executive. I am the only HR here. March has already passed, and all the employees are asking me about their increment. I have verbally reminded the MD about the increment for all staff a month ago, but still, no action has been taken. There are not many formal procedures in our company; it's like an open-door policy.
Should I verbally remind him or submit a formal application, or should I wait for this month? If I should write a letter to him, kindly forward the format for that.
Thanks & Regards,
Neha Narang
Dear Neha,
My name is Rohit Sutar. I am facing the same situation. I also work in a telecom company where our MD has not increased our salary. He seems to be unaware of the rules and is unwilling to accept any rules.
Regards,
Rohit Sutar
From India, Pune
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I am working in the telecom sector as an HR Executive. I am the only HR here. March has already passed, and all the employees are asking me about their increment. I have verbally reminded the MD about the increment for all staff a month ago, but still, no action has been taken. There are not many formal procedures in our company; it's like an open-door policy.
Should I verbally remind him or submit a formal application, or should I wait for this month? If I should write a letter to him, kindly forward the format for that.
Thanks & Regards,
Neha Narang
Dear Neha,
My name is Rohit Sutar. I am facing the same situation. I also work in a telecom company where our MD has not increased our salary. He seems to be unaware of the rules and is unwilling to accept any rules.
Regards,
Rohit Sutar
From India, Pune
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Dear Neha,
What was the reaction of your MD when you discussed the matter with him? You said there was no increment given at all in the past, isn't that true? How could this be when your company is just over one year old?
However, an increment is due after the completion of one year of service or completion of probationary terms in line with the terms of the appointment letter. First, go through the terms of such letters if any were issued to your staff. If there is no mention, request such letters from those staff who have completed one year of service (without any negative remarks), compile them, attach your remarks, and forward them through your reporting officer to your MD. I also believe you are due for an increment, right?
Alternatively, discuss the matter again with your MD if you don't have any responsible officer between you, and ask for his directions in the matter.
Best regards,
Kumar, Bg.
From India, Bangalore
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What was the reaction of your MD when you discussed the matter with him? You said there was no increment given at all in the past, isn't that true? How could this be when your company is just over one year old?
However, an increment is due after the completion of one year of service or completion of probationary terms in line with the terms of the appointment letter. First, go through the terms of such letters if any were issued to your staff. If there is no mention, request such letters from those staff who have completed one year of service (without any negative remarks), compile them, attach your remarks, and forward them through your reporting officer to your MD. I also believe you are due for an increment, right?
Alternatively, discuss the matter again with your MD if you don't have any responsible officer between you, and ask for his directions in the matter.
Best regards,
Kumar, Bg.
From India, Bangalore
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I talked to him about the increments for all staff. He has already planned for increments and told me about the same. There were increments before, but the company does not have any formal procedure for the same.
From India
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From India
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