Hello to all...
Recently i have conducted performance appraisal of two employees and give CEO has given them increment... but, the situation is that... they are not happy with their increment... one of employee want to leave the company.
As a HR, i don't want that the employee goes from the company...
Now,what can i do..!!! The increment what they get is according to their performance...
Please suggest me....
Thanks & Regards:
Sneha Joshi
From India, Pune
32Recently i have conducted performance appraisal of two employees and give CEO has given them increment... but, the situation is that... they are not happy with their increment... one of employee want to leave the company.
As a HR, i don't want that the employee goes from the company...
Now,what can i do..!!! The increment what they get is according to their performance...
Please suggest me....
Thanks & Regards:
Sneha Joshi
From India, Pune
Dear Sneha,
Post-appraisal disgruntlement is common, nothing new as such. However, you have not mentioned one thing and that is did your company officials or CEO promulgate well in advance what would be the slabs of increment for the current financial year? These slabs vary every year because of the market conditions in general and company's business performance in particular. The second thing is that were the salaries increased exactly as per the policy? Was the implementation of the policy uniform?
If your company had promulgated well in advance the increment structure then there is no room for sulking. In such you need to counsel the employee to improve the performance further. The discontentment is because of difference in perceptions also.
Ok...
Dinesh V Divekar
From India, Bangalore
Post-appraisal disgruntlement is common, nothing new as such. However, you have not mentioned one thing and that is did your company officials or CEO promulgate well in advance what would be the slabs of increment for the current financial year? These slabs vary every year because of the market conditions in general and company's business performance in particular. The second thing is that were the salaries increased exactly as per the policy? Was the implementation of the policy uniform?
If your company had promulgated well in advance the increment structure then there is no room for sulking. In such you need to counsel the employee to improve the performance further. The discontentment is because of difference in perceptions also.
Ok...
Dinesh V Divekar
From India, Bangalore
Hello sir...
Actually sir, increment decision is mine but how much to give that will decided by the owner, as i have recently joined.
and no increment is not uniform for all... it depends upon their performance.
Here, employee feel that the increment is not as per their expectation.
I have tried to make that employee understand but that employee is highly disappointed.
From India, Pune
Actually sir, increment decision is mine but how much to give that will decided by the owner, as i have recently joined.
and no increment is not uniform for all... it depends upon their performance.
Here, employee feel that the increment is not as per their expectation.
I have tried to make that employee understand but that employee is highly disappointed.
From India, Pune
Presume, yours is a Pvt ltd. company and increment is based on performance and employees attitude, behaviour at works etc... As an HR person, you may counsel the employee and also give an assurance to the employee that he will be taken care off, provided he shows marked improvement in performance in the next review period.
Thanks,
regards
R K Nair
From India, Aizawl
Thanks,
regards
R K Nair
From India, Aizawl
I think performance appraisal is a crucial part to evaluate employees performance. You can also find articles on : www.projects4mba.com
From India, Bhopal
From India, Bhopal
Hi, You have to make the employees understand what was his performance and what was companies last years stand insense of revenue. Regards Rejimon.CG
From India, Bangalore
From India, Bangalore
Increment is based on performance and employees attitude, behaviour at works etc... As an HR person, you may counsel the employee and also give an assurance to the employee that he will be taken care off, provided he shows marked improvement in performance in the next review period.tell them this increment was a last year performance if you do good in this year, you may got more, but not in line of other that category employee in the company. Thanks and regards
GJPanchal
From India, Ahmadabad
GJPanchal
From India, Ahmadabad
Dear Sneha,
Pl check the precedences of such increments.
you can check the market data with reference to salaries for such qualification & experience. On the basis of that if you are convinced that it is at par. Then pl counsel the employees OR else Plan for better appraisal system & Keep backup for such critical positions
Regards,
Tikam
9960000027
From India, Pune
Pl check the precedences of such increments.
you can check the market data with reference to salaries for such qualification & experience. On the basis of that if you are convinced that it is at par. Then pl counsel the employees OR else Plan for better appraisal system & Keep backup for such critical positions
Regards,
Tikam
9960000027
From India, Pune
In Performance Appraisal Format you should insert some point like,
Individuals goal in the Organisation in near future.
By 2012 2013 2014
Designation
Salary
What motivates the individuals,
a) Increment e) Recognition
b) Secure Employment f) Creative and Challenging work
c) Designation g) Role Expansion
d) Promotion h) Training and Development
Beside these you can insert some new thing regarding the expectation of the employees.
I think, by inserting these types of things the appraiser will understand the expectation of employee & then s/he can evaluate according to performance.
Regards
Rabbany
From Bangladesh, Dhaka
Individuals goal in the Organisation in near future.
By 2012 2013 2014
Designation
Salary
What motivates the individuals,
a) Increment e) Recognition
b) Secure Employment f) Creative and Challenging work
c) Designation g) Role Expansion
d) Promotion h) Training and Development
Beside these you can insert some new thing regarding the expectation of the employees.
I think, by inserting these types of things the appraiser will understand the expectation of employee & then s/he can evaluate according to performance.
Regards
Rabbany
From Bangladesh, Dhaka
Hello to all...
Recently i have conducted performance appraisal of two employees and give CEO has given me the instruction to leave company ... but, the situation is that... they are not happy with this ... i want to leave the company??
As per HR statement, i don't want to leave the company...
Now,what can i do..!!! The increment is not geting by me now a days. what they get is according to their performance...
They are really -Appreciate on my work but some how i cant got any type of increment by the company.
Please suggest me....what can i do stay / leave plz.
Regard's
Jay J. Panchal.
From India, Surat
Recently i have conducted performance appraisal of two employees and give CEO has given me the instruction to leave company ... but, the situation is that... they are not happy with this ... i want to leave the company??
As per HR statement, i don't want to leave the company...
Now,what can i do..!!! The increment is not geting by me now a days. what they get is according to their performance...
They are really -Appreciate on my work but some how i cant got any type of increment by the company.
Please suggest me....what can i do stay / leave plz.
Regard's
Jay J. Panchal.
From India, Surat
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Employee Appraisal Form new.doc