Hi all, I am HR in an IT company and would like to discuss a case.
If an employee is adamant about getting an increment and wishes to resign if he does not, is it fair to keep the employee from resigning?
And if the management is not cooperating with HR in giving their decision update, is it the duty and right of HR to know the update regarding the increment?
I know a good company has fair transparency with its employees. But in this case, management is also working along with the employees and busy with their project work.
From India, Kochi
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13If an employee is adamant about getting an increment and wishes to resign if he does not, is it fair to keep the employee from resigning?
And if the management is not cooperating with HR in giving their decision update, is it the duty and right of HR to know the update regarding the increment?
I know a good company has fair transparency with its employees. But in this case, management is also working along with the employees and busy with their project work.
From India, Kochi
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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 not 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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From India, Kannur
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Hi,
I differ from Mr. Madhu.
The other side of the coin is if you are planning to recommend an increment for the employee just because he will resign, then tomorrow all other employees will follow his footsteps. So, 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 resignation. But no Management will succumb to such pressure from an individual employee.
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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I differ from Mr. Madhu.
The other side of the coin is if you are planning to recommend an increment for the employee just because he will resign, then tomorrow all other employees will follow his footsteps. So, 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 resignation. But no Management will succumb to such pressure from an individual employee.
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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