Hi! All.
Can anyone help me with the pros and cons of a performance review conducted without a monetary raise (their can be raise in terms of designation and responsibilities).What are the things to be kept in mind to carry out this procedure, what can be the various possible concerns from the employees regarding the same?
Awaiting for your inputs.
Thanks.
From India, Ahmadabad
Can anyone help me with the pros and cons of a performance review conducted without a monetary raise (their can be raise in terms of designation and responsibilities).What are the things to be kept in mind to carry out this procedure, what can be the various possible concerns from the employees regarding the same?
Awaiting for your inputs.
Thanks.
From India, Ahmadabad
Hi Pooja Dont feel bad but please search about performance appraisal/review in Top Center dialogue box of this page of citehr and you will find a lot of topics and your answers. Siddharth
From India, Surat
49From India, Surat
Hi Siddharth,
Thanks for your reply.
I have already searched citehr for this. This, I believe is a specific case where a review of performance is there but it's pre-determined that there shall be no monetary raise or not on an immediate basis. I have read that many organizations have been doing this, that is despite freeze in increment the performance review is timely conducted. I wanted to know if this a sound practice or it may back-fire, as usually, a review is generally associated with a raise in salary.
Awaiting inputs on this.
Regards,
Pooja
From India, Ahmadabad
Thanks for your reply.
I have already searched citehr for this. This, I believe is a specific case where a review of performance is there but it's pre-determined that there shall be no monetary raise or not on an immediate basis. I have read that many organizations have been doing this, that is despite freeze in increment the performance review is timely conducted. I wanted to know if this a sound practice or it may back-fire, as usually, a review is generally associated with a raise in salary.
Awaiting inputs on this.
Regards,
Pooja
From India, Ahmadabad
Hi Pooja
I have practically done above in my previous co, Performance appraisal with no increment/minimal increment at lower level, it definately attracts people towards other jobs but you have to have a proper plan.
Do let me know exactly what do you want may be i can help? Pls let me know ur co dtls
siddharth
From India, Surat
I have practically done above in my previous co, Performance appraisal with no increment/minimal increment at lower level, it definately attracts people towards other jobs but you have to have a proper plan.
Do let me know exactly what do you want may be i can help? Pls let me know ur co dtls
siddharth
From India, Surat
Hi, Pooja
Performance Reveiw do exist without monetary raise,regarding how it is done depends on Organisations Appraisal Systems. But as a employee u should clarify regarding the career Growth in the aspect and also time frame on which Monetary and other related benefits can be availed.
Regards Jitu
Performance Reveiw do exist without monetary raise,regarding how it is done depends on Organisations Appraisal Systems. But as a employee u should clarify regarding the career Growth in the aspect and also time frame on which Monetary and other related benefits can be availed.
Regards Jitu
Hi,
As said by other not all performance reviews end up in Monetary benefits unless your organization has a practice or policy of it.
First and last is you need to communicate clearly what is that you are planning to do and for what reason you do this. Then you have to explain how do you plan for next performance cycle and what will be the challenges to gain or prevent monetary benefits.
First convenience the managers and take help of the Management team for that so that they will keep up their commitment. Do not present things to the managers without Management team unless you have written commitment from them ( which is practically not possible).
Arrange for small informal meetings with few employees with and without managers. This will help you to manage the show when you present it to all of the employees.
Kindly ensure that you have all the statutory documents ready.
Regards
Vijay
From India, Coimbatore
As said by other not all performance reviews end up in Monetary benefits unless your organization has a practice or policy of it.
First and last is you need to communicate clearly what is that you are planning to do and for what reason you do this. Then you have to explain how do you plan for next performance cycle and what will be the challenges to gain or prevent monetary benefits.
First convenience the managers and take help of the Management team for that so that they will keep up their commitment. Do not present things to the managers without Management team unless you have written commitment from them ( which is practically not possible).
Arrange for small informal meetings with few employees with and without managers. This will help you to manage the show when you present it to all of the employees.
Kindly ensure that you have all the statutory documents ready.
Regards
Vijay
From India, Coimbatore
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