Dear Seniors, One of my friends got less increment as compared to others. Her performance is outstanding. How to write a effective letter to the management as well as her boss. Please help
From India, New Delhi
4From India, New Delhi
Dear 
,
One of your friends who can not write effective letter, then how you say the performance of that one of your friends is outstanding?
I think there is some thing wrong. One need to do self analysis.
From India, Mumbai
One of your friends who can not write effective letter, then how you say the performance of that one of your friends is outstanding?
I think there is some thing wrong. One need to do self analysis.
From India, Mumbai
Hi,
Instead of writing a letter to Boss regarding these issues, I believe your friend must to speak to her Boss/Senior directly in a nice or wise way. Latter writing would not be a good or right dealing, also by having direct conversation about this topic, she can get the direct answers which will help her to understand why she was not appraised though was a good performer.
Second, I request you to ask your friend to come and share more about it directly with us, so that, we can batter understand the case and help her in this regard
From India, Gurgaon
Instead of writing a letter to Boss regarding these issues, I believe your friend must to speak to her Boss/Senior directly in a nice or wise way. Latter writing would not be a good or right dealing, also by having direct conversation about this topic, she can get the direct answers which will help her to understand why she was not appraised though was a good performer.
Second, I request you to ask your friend to come and share more about it directly with us, so that, we can batter understand the case and help her in this regard
From India, Gurgaon
We understand that she knows her performance rating is outstanding means her HOD might have informed while assessing or she is presuming is not knowm
Normally these things happen where performance management exists with out a proper procedure and KRAs are not made in the begining of the year and not reviewed from time to time by HOD
In a proper Performance Management system there exists a clause that aggrived employee can make a representation .and its procedure
In case of representation she should be in a position support the data of work for the full year ( Such as acievements,Savings , Improvements made,etc) these things differ from position to position,such being the case she has all the right to represent other wise meet the HOD and seek guidence in support of her case
Patrudu
From India, Hyderabad
Normally these things happen where performance management exists with out a proper procedure and KRAs are not made in the begining of the year and not reviewed from time to time by HOD
In a proper Performance Management system there exists a clause that aggrived employee can make a representation .and its procedure
In case of representation she should be in a position support the data of work for the full year ( Such as acievements,Savings , Improvements made,etc) these things differ from position to position,such being the case she has all the right to represent other wise meet the HOD and seek guidence in support of her case
Patrudu
From India, Hyderabad
dEAR mEMBER,
i AGREE WITH this is not the forum for effective letter writing. rather you ask her to present her views as to why she has to be considered for a reasonable increment ?
* Appreciate And Validate
..............................
D.Kumar
From India, Mumbai
i AGREE WITH this is not the forum for effective letter writing. rather you ask her to present her views as to why she has to be considered for a reasonable increment ?
* Appreciate And Validate
..............................
D.Kumar
From India, Mumbai
Dear Sheeads,
Happyness and quantum of Increment is always an issue. Your friend is not happy about the increment she received. What was her expectation, does rating and increment amount is linked or market data is linked. You know there are many questions on increment and frankly speaking, you will find many more people who are never happy with their increment quantum.
Boss, this is all depend on the Company's Profitablity, Budget for the increment and most important is Policy of the Company, which today no one is aware. However, keeping things in writing can be dangarous for the future of an individual. These things should be settled across the table, while receiving the increment letter or immediately after that. She can talk to her boss, bosses boss and understand why she received a less increment in comparison with others. In case she is not happy with the reasons, she can always look for different assignment.
Hope this clarifies.
Thanks & regards
Ravindra Chaubal
Sr. Manager - HR
9960735999
From India, Delhi
Happyness and quantum of Increment is always an issue. Your friend is not happy about the increment she received. What was her expectation, does rating and increment amount is linked or market data is linked. You know there are many questions on increment and frankly speaking, you will find many more people who are never happy with their increment quantum.
Boss, this is all depend on the Company's Profitablity, Budget for the increment and most important is Policy of the Company, which today no one is aware. However, keeping things in writing can be dangarous for the future of an individual. These things should be settled across the table, while receiving the increment letter or immediately after that. She can talk to her boss, bosses boss and understand why she received a less increment in comparison with others. In case she is not happy with the reasons, she can always look for different assignment.
Hope this clarifies.
Thanks & regards
Ravindra Chaubal
Sr. Manager - HR
9960735999
From India, Delhi
Does she appeared for Appraisal, if she did then she must have accepted the remarks by her HOD by signing the Appraisal. If she did not appreared for any Appraisal or the company does not have the system of appraisal, then she can ask the reporting manager for the drawbacks she has to overcome and am sure the reporting manager will be glad to help her out.
From India, Ahmadabad
From India, Ahmadabad
Increments regarding salary is something, many of us think is low from time to time. As already suggested, it is advisable to speak to the person to whom she reports. With an assertive attitude, when her point of view is explained, she will be able to take an informed decision about how to perform in her job in the future. This conversation is crucial to ensure she does not pile it in her thinking unnecessarily. Eventually such negative or discouraging thoughts can impact her performance as well. Before indulging in such a conversation, let her make a check list of points such as why am i doing this?; is this necessary? If the answers received are not encouraging, what will my next course of action be?
It is pertinent to keep it formal and polite through out.
From India, Bangalore
It is pertinent to keep it formal and polite through out.
From India, Bangalore
Hi There,
I joined this company in April 2012 as Engineering maintenance manager, I have got the first increament after probation in August 2012 which was about 8% plus fuel and maintenance of my car(not been used for the company).
second review in Oct 2013 with $50 raise and the promise(which has not been fulfilled) of $20 conditional raise plus training,the conditions had been fulfilled later on.
third review in 2014 in Dec.with the promise of review in next month after holidays,again failed.
Fourth review in January 2016 $42 although I mentioned all misscommitment and promisses I had faced during last years in a nice and respectfull way also mentioned my achievments(once my boss refers the time before me as a dark era.which I have taken as an acceptance of progress).
I started this job in 2012 at $70k after the last increament I am getting $84450.
I know I have some English language problem but it is not effecting my department to grow.in terms of $ value the volume been increase by five times.
May be I am wrong,
I will highly appreciate your feedback,
Best regards,
From Australia, City of Parramatta
I joined this company in April 2012 as Engineering maintenance manager, I have got the first increament after probation in August 2012 which was about 8% plus fuel and maintenance of my car(not been used for the company).
second review in Oct 2013 with $50 raise and the promise(which has not been fulfilled) of $20 conditional raise plus training,the conditions had been fulfilled later on.
third review in 2014 in Dec.with the promise of review in next month after holidays,again failed.
Fourth review in January 2016 $42 although I mentioned all misscommitment and promisses I had faced during last years in a nice and respectfull way also mentioned my achievments(once my boss refers the time before me as a dark era.which I have taken as an acceptance of progress).
I started this job in 2012 at $70k after the last increament I am getting $84450.
I know I have some English language problem but it is not effecting my department to grow.in terms of $ value the volume been increase by five times.
May be I am wrong,
I will highly appreciate your feedback,
Best regards,
From Australia, City of Parramatta
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Salary Increment Survey.pps