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
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4From India, New Delhi
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Dear sheeadas@gmail.com,
One of your friends who cannot write an effective letter, how can you say the performance of that friend is outstanding? I think there is something wrong. One needs to do self-analysis.
Thank you.
From India, Mumbai
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One of your friends who cannot write an effective letter, how can you say the performance of that friend is outstanding? I think there is something wrong. One needs to do self-analysis.
Thank you.
From India, Mumbai
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Hi, Instead of writing a letter to the boss regarding these issues, I believe your friend must speak to her boss/senior directly in a nice or wise way. Writing a letter would not be the best approach, and by having a direct conversation about this topic, she can get the answers she needs to understand why she was not appraised despite being a good performer.
Secondly, I request you to ask your friend to come and share more about it directly with us so that we can better understand the case and help her in this regard.
From India, Gurgaon
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Secondly, I request you to ask your friend to come and share more about it directly with us so that we can better understand the case and help her in this regard.
From India, Gurgaon
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We understand that she knows her performance rating is outstanding, which means her HOD might have informed her while assessing, or she is presuming. Normally, these things happen where performance management exists without a proper procedure, and KRAs are not established at the beginning of the year and are not reviewed periodically by the HOD.
In a proper Performance Management system, there is a clause that allows aggrieved employees to make a representation and outlines the procedure for doing so. In the case of representation, she should be able to provide supporting data for her work throughout the year, such as achievements, savings, improvements made, etc. These aspects vary depending on the position. In such a scenario, she has every right to make a representation; otherwise, she should meet with the HOD to seek guidance in support of her case.
Patrudu
From India, Hyderabad
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In a proper Performance Management system, there is a clause that allows aggrieved employees to make a representation and outlines the procedure for doing so. In the case of representation, she should be able to provide supporting data for her work throughout the year, such as achievements, savings, improvements made, etc. These aspects vary depending on the position. In such a scenario, she has every right to make a representation; otherwise, she should meet with the HOD to seek guidance in support of her case.
Patrudu
From India, Hyderabad
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Dear Member,
I agree that this is not the forum for effective letter writing. Instead, could you ask her to present her views on why she should be considered for a reasonable increment?
Appreciate and validate.
D. Kumar
From India, Mumbai
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I agree that this is not the forum for effective letter writing. Instead, could you ask her to present her views on why she should be considered for a reasonable increment?
Appreciate and validate.
D. Kumar
From India, Mumbai
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Dear Sheeads,
Happiness and the quantum of increment are always issues. Your friend is not happy about the increment she received. What were her expectations? Are the rating and increment amount linked, or is it linked to market data? You know there are many questions on increments, and frankly speaking, you will find many more people who are never happy with their increment quantum.
Boss, this all depends on the company's profitability, budget for the increment, and most importantly, the company's policy, of which today no one is aware. However, keeping things in writing can be dangerous 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, boss's boss, and understand why she received a lesser increment compared to others. If she is not happy with the reasons, she can always look for a different assignment.
Hope this clarifies.
Thanks & regards,
Ravindra Chaubal
Sr. Manager - HR
9960735999
From India, Delhi
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Happiness and the quantum of increment are always issues. Your friend is not happy about the increment she received. What were her expectations? Are the rating and increment amount linked, or is it linked to market data? You know there are many questions on increments, and frankly speaking, you will find many more people who are never happy with their increment quantum.
Boss, this all depends on the company's profitability, budget for the increment, and most importantly, the company's policy, of which today no one is aware. However, keeping things in writing can be dangerous 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, boss's boss, and understand why she received a lesser increment compared to others. If she is not happy with the reasons, she can always look for a different assignment.
Hope this clarifies.
Thanks & regards,
Ravindra Chaubal
Sr. Manager - HR
9960735999
From India, Delhi
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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 make an informed decision about how to perform in her job in the future. This conversation is crucial to ensure she does not dwell on negative thoughts unnecessarily, as such negativity can impact her performance. Before engaging in such a conversation, let her make a checklist of points such as "Why am I doing this?" and "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 throughout.
From India, Bangalore
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It is pertinent to keep it formal and polite throughout.
From India, Bangalore
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Hi there,
I joined this company in April 2012 as an Engineering Maintenance Manager. I received the first increment after the probation period in August 2012, which was about 8%, plus fuel and maintenance for my car (not being used for the company). The second review took place in October 2013 with a $50 raise and the promise (which has not been fulfilled) of a $20 conditional raise plus training. The conditions were later fulfilled.
The third review occurred in December 2014 with the promise of a review in the following month after the holidays, which again failed to materialize. The fourth review in January 2016 resulted in a $42 increase. I mentioned all the unkept commitments and promises I had faced during the previous years in a polite and respectful manner. I also highlighted my achievements (once my boss referred to the time before me as a dark era, which I have taken as an acknowledgment of progress).
I started this job in 2012 at $70,000, and after the last increment, I am now earning $84,450. I acknowledge that I may have some issues with the English language, but it has not affected the growth of my department. In terms of value, the volume has increased by five times.
I may be mistaken, but I would highly appreciate your feedback.
Best regards,
From Australia, City of Parramatta
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I joined this company in April 2012 as an Engineering Maintenance Manager. I received the first increment after the probation period in August 2012, which was about 8%, plus fuel and maintenance for my car (not being used for the company). The second review took place in October 2013 with a $50 raise and the promise (which has not been fulfilled) of a $20 conditional raise plus training. The conditions were later fulfilled.
The third review occurred in December 2014 with the promise of a review in the following month after the holidays, which again failed to materialize. The fourth review in January 2016 resulted in a $42 increase. I mentioned all the unkept commitments and promises I had faced during the previous years in a polite and respectful manner. I also highlighted my achievements (once my boss referred to the time before me as a dark era, which I have taken as an acknowledgment of progress).
I started this job in 2012 at $70,000, and after the last increment, I am now earning $84,450. I acknowledge that I may have some issues with the English language, but it has not affected the growth of my department. In terms of value, the volume has increased by five times.
I may be mistaken, but I would highly appreciate your feedback.
Best regards,
From Australia, City of Parramatta
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