Hi,
You know, no one is indispensible. When a King dies, the Kingdom does not end with him - it goes only.
I think you have taken him from some company where his salary was low and you have given him a raise accordingly, maybe it is not as per market trend but it was one that he accepted. Why did he accept the same in the first place? Everyone feels that his/her salary is lower than either his collegues or the market. You cannot please everyone. You should tell him that when the offer was made, why did he not raise his displeasure at the amount offered or tell you'll that the amount offered was lower than the market prevalent rates ??? if he didnot make his point vocal at that time, he should give you time to make the correction. He cannot hold you at gun point. Tell him what he is doing is completely unethical and something which will not help him in his career path as sometime along the way these wrong moves do have a habit of catching up with you.
My advice to you is, tell him the above and if he still wants to move, let him go otherwise he will create a lot of negativity around him which will cause more damage. I am speaking from experience. I had an identical case although the person was not so critical as maybe in your case, but after putting things on the table he realised that it was as much his fault because a Company will always try to negotiate and get people at the best cost possible. However in my case the person stayed back understanding what I told him and I did respect his case and got the necessary correction done in the next financial year.
From India, Nagpur
You know, no one is indispensible. When a King dies, the Kingdom does not end with him - it goes only.
I think you have taken him from some company where his salary was low and you have given him a raise accordingly, maybe it is not as per market trend but it was one that he accepted. Why did he accept the same in the first place? Everyone feels that his/her salary is lower than either his collegues or the market. You cannot please everyone. You should tell him that when the offer was made, why did he not raise his displeasure at the amount offered or tell you'll that the amount offered was lower than the market prevalent rates ??? if he didnot make his point vocal at that time, he should give you time to make the correction. He cannot hold you at gun point. Tell him what he is doing is completely unethical and something which will not help him in his career path as sometime along the way these wrong moves do have a habit of catching up with you.
My advice to you is, tell him the above and if he still wants to move, let him go otherwise he will create a lot of negativity around him which will cause more damage. I am speaking from experience. I had an identical case although the person was not so critical as maybe in your case, but after putting things on the table he realised that it was as much his fault because a Company will always try to negotiate and get people at the best cost possible. However in my case the person stayed back understanding what I told him and I did respect his case and got the necessary correction done in the next financial year.
From India, Nagpur
Dear Mr.Buddy, You can give suspense pay in a way that his pay suits to his cadre in that Orgn. It should be confidential and convince the employee to put it confidential. Sathish Reddy P.
From India, Jaipur
1From India, Jaipur
Dear Mr.Buddy,
He might have accepted lower package keeping his salary (old orgn.) in mind. But here, his cadre fellows may be drawing more. So it is better to be settled confidentially. First of all, you have to know that this is era of employees.
Sathish Reddy P.
From India, Jaipur
He might have accepted lower package keeping his salary (old orgn.) in mind. But here, his cadre fellows may be drawing more. So it is better to be settled confidentially. First of all, you have to know that this is era of employees.
Sathish Reddy P.
From India, Jaipur
Let it be so what? In this case the poster says that he is not comparing his salary with the existing people in the organization. He says that he is getting salary not as per the industry standard.
So what if it is employees era? You mean to say that they will dictate terms with you and you will keep honouring their salary increase.
there is no confidentiality in this. You need to be straight foward and open to employees. If you (management) do dilly-dallying business like this, you will end up in trouble.
Balaji
From India, Madras
So what if it is employees era? You mean to say that they will dictate terms with you and you will keep honouring their salary increase.
there is no confidentiality in this. You need to be straight foward and open to employees. If you (management) do dilly-dallying business like this, you will end up in trouble.
Balaji
From India, Madras
If the guy has potential and you consider him as an asset, nothing wrong in negotiating the pay hike. There is no rule as to the hike should be made in the next apprisal cycle. It can be in the interrugnum also on case to case basis.
Pon
From India, Lucknow
Pon
From India, Lucknow
Hi Nischal,
First of all tell me, do you, as an HR , actually able to evaluate as to if mgmt is right on this part or the employee? i.e do you think that the employee is actually getting a lower package as to his performance and in comparison to others' packages Or all the employees are getting lower package than the mkt standards.in Addition to that do you think this person can actually get a higher package if he quits and joins somewhere else.
If the company is paying other employees more than him in spite of his good performance in comparison to others then its your duty to talk to management and bring his contribution to the company in their notice. But,Employees generally use this trick in a situation when Management or some other authorized person has praised the employee in some words which conveys the message that the company will suffer without the presence of that particular person in the organization.
It doesn't mean you are not to praise them and motivate them. Rather it is the job of HR to appraise their work in a manner which conveys a msg that company praises their performance only as long as they are part of the organization and working for its welfare as its member. But they can't dominate the company management anyhow.
So better if the employee is having any this kind of thing in his mind that company is to agree on his conditions, then it will give him a message as he can drive the management as he wants to. But yes if the employee is actually being paid lower package instead of his extraordinary contribution towards the organization welfare then Management must realize this and should give him a reasonable hike. This is a situation where your true qualities of an HR are to be examined. Now you will have to play the role of a bridge between mgmt and the employee. All the best and do share what finally the results are ....
Thanks & regards,
Renuka Prashar.
From India, Jaipur
First of all tell me, do you, as an HR , actually able to evaluate as to if mgmt is right on this part or the employee? i.e do you think that the employee is actually getting a lower package as to his performance and in comparison to others' packages Or all the employees are getting lower package than the mkt standards.in Addition to that do you think this person can actually get a higher package if he quits and joins somewhere else.
If the company is paying other employees more than him in spite of his good performance in comparison to others then its your duty to talk to management and bring his contribution to the company in their notice. But,Employees generally use this trick in a situation when Management or some other authorized person has praised the employee in some words which conveys the message that the company will suffer without the presence of that particular person in the organization.
It doesn't mean you are not to praise them and motivate them. Rather it is the job of HR to appraise their work in a manner which conveys a msg that company praises their performance only as long as they are part of the organization and working for its welfare as its member. But they can't dominate the company management anyhow.
So better if the employee is having any this kind of thing in his mind that company is to agree on his conditions, then it will give him a message as he can drive the management as he wants to. But yes if the employee is actually being paid lower package instead of his extraordinary contribution towards the organization welfare then Management must realize this and should give him a reasonable hike. This is a situation where your true qualities of an HR are to be examined. Now you will have to play the role of a bridge between mgmt and the employee. All the best and do share what finally the results are ....
Thanks & regards,
Renuka Prashar.
From India, Jaipur
Hi Renuka,
Thanks a lot for your help. I had the same thought in my mind wherein I did not want this guy to drive management at his will. The problem here is this guy was offered a hike based on his package from his last job; which was less. But here with us he has evolved as a key resource, and now asking for a pay raise. I Tried negotiating with the management about this issue, but the main worry is if this will send a wrong message to the rest of the folks in the team. I don't want any other fellow of the Team to get inspired by this guy's hike. For now, I am planning to suggest his direct manager to start preparing for a backup. please let me know if you have any other thoughts to retain this guy.
Thanks,
Nischal.
From India, Karimnagar
Thanks a lot for your help. I had the same thought in my mind wherein I did not want this guy to drive management at his will. The problem here is this guy was offered a hike based on his package from his last job; which was less. But here with us he has evolved as a key resource, and now asking for a pay raise. I Tried negotiating with the management about this issue, but the main worry is if this will send a wrong message to the rest of the folks in the team. I don't want any other fellow of the Team to get inspired by this guy's hike. For now, I am planning to suggest his direct manager to start preparing for a backup. please let me know if you have any other thoughts to retain this guy.
Thanks,
Nischal.
From India, Karimnagar
Hi Nischal,
First of all tell me that you said that the guy was offered a hike from his last job. Is this information given to you by the guy himself or you have verified yourself. Because it may be possible that the person is just pressurizing the management by creating rumors so better if you verify it on your level if you can. Second thing , I think you should try to drive this person according to his mental state. See Nischal, I think you would agree with me that HRM is all about the psychology of persons. and generally people listen and agree upon the things in the way they want to listen it. So better if you can somehow read his mental state that it will help you to take a decision which he will accept happily.
This can also help you to retain that employee.
How to do it and taking right decision at right time is in your hand.
I hope you understand my point. Beside that , if the person is just threatening on no facts then you need not to worry, he will not be going anywhere. But yes, again I will suggest you a thing, if you really think that the salary of the employee is actually low as per his performance then you should keep on trying to convince the management. Because, it will not work for long.
Hope it will be helpful,
Thanks & regards,
Renuka Prashar
From India, Jaipur
First of all tell me that you said that the guy was offered a hike from his last job. Is this information given to you by the guy himself or you have verified yourself. Because it may be possible that the person is just pressurizing the management by creating rumors so better if you verify it on your level if you can. Second thing , I think you should try to drive this person according to his mental state. See Nischal, I think you would agree with me that HRM is all about the psychology of persons. and generally people listen and agree upon the things in the way they want to listen it. So better if you can somehow read his mental state that it will help you to take a decision which he will accept happily.
This can also help you to retain that employee.
How to do it and taking right decision at right time is in your hand.
I hope you understand my point. Beside that , if the person is just threatening on no facts then you need not to worry, he will not be going anywhere. But yes, again I will suggest you a thing, if you really think that the salary of the employee is actually low as per his performance then you should keep on trying to convince the management. Because, it will not work for long.
Hope it will be helpful,
Thanks & regards,
Renuka Prashar
From India, Jaipur
Hi Nischal.
When an organization recruits an employee, the organization makes him an offer of employment and only when the individual has acepted the offer, he joins the company. So, today, if the employee feels that what he was offered in the past is less, he is also partly responsible for it. He cannot blame the organization. It is immaterial to think whether he was taken at a lower salary or not.
Now, any organization cannot randomly reconsider any employee's salary at any point in time of the financial year. If a company does this, it will be doing only this and nothing else. This is the reason why we have appraisal cycles. The organization considers the productivity of employees and gives them a salary hike during the appraisal cycle. Your employee must be mature enough to understand this, and you must convey it to him with conviction. Mr. Pon has suggested that there is no rule that you wait until the next cycle. If there is no such practice, the organization will suffer.
Now, no person is indispensible. The organization wont close down if one employee resigns. So get all your heads to have a proper business continuity plan. What would you do if this employee were sick and bed ridden for a long period? Shouldnt you be prepared to run business as usual? So the leads should identify and train second in line.
Now, having said that, it is also imperative for the HR to make sure that the workforce is contented and motivated to work. So, if you see a need to increase the pay of this employee, and if it is in your power to assure a hike, give it to him in the next appraisal cycle. Show him what aspects of his performance have indiced this hike and what you appreciate about his performance. Also, show him what you expect in his performance for the coming cycle.
DO keep the forum posted of the outcome.
From India, Madras
When an organization recruits an employee, the organization makes him an offer of employment and only when the individual has acepted the offer, he joins the company. So, today, if the employee feels that what he was offered in the past is less, he is also partly responsible for it. He cannot blame the organization. It is immaterial to think whether he was taken at a lower salary or not.
Now, any organization cannot randomly reconsider any employee's salary at any point in time of the financial year. If a company does this, it will be doing only this and nothing else. This is the reason why we have appraisal cycles. The organization considers the productivity of employees and gives them a salary hike during the appraisal cycle. Your employee must be mature enough to understand this, and you must convey it to him with conviction. Mr. Pon has suggested that there is no rule that you wait until the next cycle. If there is no such practice, the organization will suffer.
Now, no person is indispensible. The organization wont close down if one employee resigns. So get all your heads to have a proper business continuity plan. What would you do if this employee were sick and bed ridden for a long period? Shouldnt you be prepared to run business as usual? So the leads should identify and train second in line.
Now, having said that, it is also imperative for the HR to make sure that the workforce is contented and motivated to work. So, if you see a need to increase the pay of this employee, and if it is in your power to assure a hike, give it to him in the next appraisal cycle. Show him what aspects of his performance have indiced this hike and what you appreciate about his performance. Also, show him what you expect in his performance for the coming cycle.
DO keep the forum posted of the outcome.
From India, Madras
Very simple. Please find out from his personnel file what his pay in the last organization was. Also, compare what his peers are getting in the organization. See if he is paid lesser than them. At least this differential can be met. Now as far as the question of 'this employee' getting paid lower than industry standards is concerned. You can actually do some research based on industry & type of experience. Also try to line up a few candidates and see how much the replacement costs you. You will get a fair idea about industry norms.
Your employee might go job shopping and come back to the table with a new offer from another firm and bargain with you. You can share this with the management and let them take a call because their actions will lead to an inflation in the salary bill.
From India, Nasik
Your employee might go job shopping and come back to the table with a new offer from another firm and bargain with you. You can share this with the management and let them take a call because their actions will lead to an inflation in the salary bill.
From India, Nasik
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Employee Appraisal Form new.doc