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Using a check stub maker is one side of payroll management while handling pay-raise requests is another. This blog is all about helping managers to handle pay-raise requests tactfully.
According to Karen Dillon, author of HBR Guide to Office Politics:
“As a manager, you’re starting with an impressionist painting of how people are paid and whether it’s fair. Also, it’s rare that giving the raise is entirely up to you – and there are a hundred things you have to account for.”
By carefully navigating the conversation, a manager can avail the best possible outcome for both – the employee and the company.
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Make no statements at the moment
Instant reactions may drive unexpected results. Expressions like “You deserve this” or “Are you mad or what?!” reflects your initial opinion. Instead of this, stay neutral. Your answer should be something like this “I will forward your request to the HR Department”. Also, hold your expressions within and make sure that you don’t look angry or irritated with such a request.
Acknowledge the Individual’s Courage
Change your perception with which you look at the appraisal request. If the employee speaks to your face for pay raise, he/she is vulnerable because of an underpaid feeling. At the same time, they are giving you the opportunity to retain them rather than making them go out for finding another job.
Catch the Indirect Signals
Some employees may not ask for it directly but give indirect signals like a change in their dressing style, and more. Pay attention to such details and ask for follow-up questions if you think the person might be a flight risk. If you think they’re worth it, you should consider a raise.
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Know the alternate ways to Promotion
You can make employees feel valued in different ways than always giving pay rise. They can be offered a one-time bonus in a year or they can be sent to attend a prestigious conference on behalf of the firm. Other than this, you may provide them with extra time off. These are a few ways to say ‘I value you’ instead of increasing your salary.
Deliver ‘Good News’ the right way
When giving a pay raise to the right candidate will benefit the company, don’t miss this chance. Share this good news with the employee as it should be done. They should be made felt that this hike is a collective decision of the authorities based on the performance analysis and other factors.
This will ultimately add to their sincerity to perform better because they received what they deserved.
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Be specific for ‘Bad News’ too
Even if the decision is not in favor of the employee, they should be replied with a humble attitude. You can say that you have evaluated their performance and the pay scale in the market and you think that they are being paid appropriately.
The Takeaway
Your attitude can make or break the situation. Handle such critical situations smartly. We hope these tips will help you get through the process smoothly.
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Related Article: Avoid Payroll Issues with Paystub Generator
FAQ's
How should you evaluate a pay raise request from an employee?
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When evaluating a pay raise request from an employee, it is important to consider factors such as the employee's performance and contributions to the company, the current market rate for similar positions, and the company's budget and financial situation.
How should you communicate your decision regarding a pay raise request to an employee?
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When communicating a decision regarding a pay raise request to an employee, it is important to be transparent and clear about the reasons for the decision, whether it is a positive or negative outcome. If the request is approved, it is important to provide details about the amount and timing of the increase. If the request is denied, it is important to provide constructive feedback and offer suggestions for improvement.
What are some alternative ways to address an employee's request for a pay raise?
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In addition to approving or denying a pay raise request, there may be other ways to address an employee's request for increased compensation. This could include offering additional benefits, such as increased vacation time or flexible scheduling, providing opportunities for professional development or career advancement, or offering a one-time bonus or incentive.
