How To Handle Employee Request For Raise

If you have an employee who consistently performs well has been with the company for some time or deserves a salary increase make a case on his or her behalf. Ask them how they would handle certain situations.

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Point out any positives.

How to handle employee request for raise. Is it because they feel their pay is unfair in comparison to their peers are they. Not only will this help to make your employee feel appreciated and heard but it will also give you time to understand why theyre asking for a raise. Always be tactful respectful and show that youve done the legwork and research in evaluating an employees salary request.

Ask for more information Your first reaction regardless of whether you think the employee deserves the raise should be curiosity. Assign them bigger things than they can probably handle. Whether you go through your immediate supervisor or human resources follow company protocol for submitting the raise request.

The unfortunate precedent will be set that the way to get a. Remove emotion from the equation when presenting the facts and close with their career path moving forward. Tell them you think they have a bright future and that the company is not in a position to give an increase.

Consider providing examples of the great work they did and how it benefited your business. Instead he recommends thanking the person for bringing the matter to your attention promising to get back to them set a specific date and taking time to assess the situation. Even if you cannot give a raise to a key employee make sure they know you value them.

Choose an appropriate subject line eg. Thats why the first thing to focus on when an employee requests a raise is allowing them to relate in complete terms what it is they want and why theyre asking for it. Most important is to take the request seriously and respectfully.

I talk with my younger folks a lot. Once a decision has been reached it should be communicated with all relevant decision-makers and the employee with information regarding why the. Now a key point is never make a decision at the time a raise request is made says Dick Grote founder and president of Grote Consulting where he specializes in performance management.

There are however some small differences to keep in mind. Your employee will be presenting their case through rose-colored glasses so make sure you go through their history to check performance for yourself. When you accept the employees raise request tell them why.

Because how you handle the raise request situation will immediately impact your employees motivation performance and ultimately the success of your entire team. Lets make sure the outcome is positiveeven if you have to say no to. Grote cautions that even if the request seems outlandish giving a firm answer right away is not the way to go.

If you send your request for a raise via email the bulk of your letter will be the same as in a hard copy. Any yes or no answer given within minutes comes off as. Accepting a raise request.

If a salary increase is granted directly following a request word may spread that all individuals in the organization are underpaid. When your employee has drummed up the courage to ask for a pay raise and approaches you to discuss the matter your initial reaction should be to simply listen carefully to your employees request. You might also consider giving the employee more responsibility with the raise.

You never want to leave an employee dejected without a solution that helps both you and them. But even if there isnt the very least you can do for employees who muster up the courage to ask for a raise is give them your full attention and seriously consider their side. Be sure to include documentation to support your proposal.

At the same time asking for an increase is very common so it is wise to be prepared for when it happens. If you accept an employees raise request remember to update your payroll information. You do not have to answer right away as its most important to understand why the employee is asking for a change in compensation.

Plan out your response including the reasons for your decision and run it by someone you trust. So youve made sure your employee feels their request has been heard and collected information about what they want and why they think its appropriate. Organizations also do a poor job of telling employees why their request is being honored.

Omit the paragraphs with your address and your managers address.

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