How to deal with staff pay claims?
Pay during the year-end assessment and recognition, should be considered employees may not raise the demand.
1, the scenario described
Review the end of the year usually is a raise, but not all employees get a raise; another, or different pay rise. Even if an employee does not receive this pay, not necessarily his job is "plummeting" It is probably because the overall pay increase this too, so pay the employee the opportunity lost.
In addition, if the employee's pay level in between the enterprise and the industry has to reach a higher level of pay increases will be very small space more he ran. Can be said that many factors affect the wage.
2, the corresponding interpretation
From the staff point of view, he may not know to these factors, it just felt very hard work, so they should pay. Therefore, the employees pay the wishes and requirements of a raise is a normal thing.
When the employee requests a raise, he should first examine the performance evaluation results, if the results did not meet the lower standards of pay, it should be explained to him the company's pay policy, to encourage him to work hard to get a good win next time job performance and evaluation results.
3, objective response
If the employee's performance appraisal well and did not get a raise, we should carefully investigate the cause. Caused due to errors in the work, or because the employee's salary is higher, should not be together and then pay.
If the former, you should immediately correct the error, the staff make up; if the latter, he should explain the business to his ability in the same level of average pay of other employees, or introduce other enterprises with industry jobs pay the same level. In order to obtain his understanding.
If the employee pointed out that the same staff with his ability to have a raise, and when he did not pay, then do not easily talk to the staff and his staff to compare, it would be the behavior of discontent and conflict deepened.
If two employees belong to one department, it should be interpreted by the department managers (department managers have the right to make recommendations on their pay rise, so must have his own reasons); If two employees are no longer a department, you can told him the pay index for each sector are different.
Some managers ask for a raise to take care of the mood of subordinates, and take some very practical reasons or do not easily accept his pay claims, this is a very irresponsible act. The most direct impact is caused by other employees "who do not fight for who is lost" feeling. More negative, if employees have to follow, it is hard to imagine the consequences.
It should be noted: Even if the errors in the work because of an error caused a pay rise should not be on the list have been published to modify the pay, but should be notified directly in the internal communication channels to make up the financial sector.
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