When an worker asks you for a pay increase, it’s simple to really feel taken off guard.
At first, you could have extra questions than solutions.
What’s one of the best ways to reply? Must you present a solution instantly? How will you keep away from a disastrous interplay when the reply is no?
Don’t let these questions overwhelm you. Observe these 5 steps for the absolute best consequence – whatever the situation.
Let your compensation philosophy information you
If workers are continuously approaching you and inquiring about raises, the almost definitely perpetrator is that you just lack a strong compensation philosophy.
A compensation philosophy defines what’s necessary at your organization in relation to managing pay. With guiding rules on the assorted parts of compensation, it will get your organization aligned on issues like wage, bonuses, market competitiveness, pay fairness compliance, annual advantage will increase and different pay raises.
For instance, your organization may decide that your pay is pushed by efficiency, primarily based on an annual efficiency evaluate cycle, and also you pay on the 50th percentile of the market charge.
No matter whether or not your organization affords annual advantage will increase, it is best to – on the very least – yearly evaluate worker salaries to make sure workers are being appropriately compensated based on your compensation coverage. By doing so, you’ll be able to tremendously cut back the chance you’ll be approached by your employees with increase requests (and keep away from the disruptions).
Take heed to your workers’ pay issues
When your worker has drummed up the braveness to ask for a pay increase and approaches you to debate the matter, your preliminary response ought to be to easily hear fastidiously to your worker’s request.
Not solely will this assist to make your worker really feel appreciated and heard, however it’ll additionally provide you with time to grasp why they’re asking for a increase.
There are a selection of doable situations, however listed here are the commonest motivators behind an worker asking for a increase:
- Feeling overworked and undervalued
- Assuming added obligations or a number of roles
- Discovering out one other worker earns extra for a similar job (or possibly even for a special job)
- Wanting up knowledge on the Web and considering they’re underpaid
- Not getting a pay increase for a number of years
After listening to out your worker, you may say, “Thanks for bringing this info to my consideration. I’d be completely satisfied to look into this additional. Please permit time for me to perform a little research, and I’ll get again to you in every week to proceed our dialogue.”
It is best to by no means give a direct response, even for those who assume the worker doesn’t meet the factors for a increase. Do your analysis first.
Take into account all of the variables
As you concentrate on workers’ requests, you’ll want to investigate quite a lot of elements.
Listed below are just some areas that ought to affect your determination:
- Your organization’s compensation philosophy
- Total wage funds
- Up-to-date aggressive market knowledge
- Nature of job duties and obligations
- Particular abilities, training or certifications
- Inside fairness
- Previous efficiency
Each firm will apply completely different weight to every of those areas relying on what it values most. For instance, say your group is administrative in nature and institutional data is significant. Tenure is likely to be a deciding issue.
Or, for those who’re in an trade that’s extraordinarily aggressive and turnover is excessive, you may place extra of an emphasis on efficiency. It’s all about your group’s wants.
Not all raises are primarily based on tenure and efficiency. There could also be sure circumstances, in extremely aggressive industries or amongst very aggressive jobs, the place a market adjustment is warranted. This sometimes occurs when an worker is being paid under what the market dictates, and a pay increase could also be justified (and vital) to retain them. On this occasion, it is best to have a look at every other workers who’re on this explicit place to take care of pay fairness.
In any case, your organization ought to have sound processes for administering compensation primarily based on the group’s philosophy.
Additionally, take into account that if an worker presents a person circumstance or hardship to justify their pay increase request, it shouldn’t be part of the compensation determination. A private scenario ought to by no means be a motivator behind a pay increase.
As a substitute, take into account serving to workers like this via teaching. Assist them perceive how they are able to earn extra money sooner or later by acquiring completely different abilities, incomes a level, or via a specific profession path.
Ship the information gracefully
After you’ve analyzed all applicable elements, it will likely be time to ship both good or dangerous information to your worker. Regardless, this ought to be accomplished in individual so you’ll be able to completely clarify the method behind the evaluate and the way the choice was made.
Whenever you’re delivering excellent news – that pay increase is on its approach – it’s an ideal time for constructive reinforcement round their efficiency and your expectations shifting ahead.
For instance, you might say, “We did our analysis, and we really feel such as you deserve a increase primarily based in your efficiency, tenure and expertise stage. Thanks for all you’re doing. We actually respect your contribution, and we sit up for seeing the identical stage of efficiency sooner or later.”
Though you could have the chance to grant some raises, likelihood is, not each worker who asks will qualify.
To those workers, you may say, “I’ve reviewed your request and, primarily based on a number of elements, you aren’t eligible for a increase presently.”
You may then elaborate with one thing like, “I evaluated your efficiency value determinations and aggressive wage survey knowledge, in addition to your present and previous expertise. Our pay charge is taken into account applicable inside our wage pointers. I’m glad you have been snug discussing this matter with me, and I encourage you to deliver any issues you might have on to me.”
Turning down a pay increase request doesn’t at all times need to be unfavourable. Serving to the worker perceive why they weren’t given a increase can construct belief with them and make them really feel extra snug in approaching you with robust questions sooner or later.
It will also be a superb time to debate profession aspirations and the place they see themselves sooner or later. Investing the time to speak to your workers, even when it means having tough conversations, might be properly price it.
Be clear when it’s not within the funds
There is likely to be events the place you’re feeling an worker deserves to be paid extra, however a increase will not be within the funds.
In these conditions, transparency is necessary. You need your worker to really feel valued, and being open with them – as a lot as you’ll be able to – might be vital on this course of.
For instance, you may say, “Whereas we worth and respect all of your arduous work, we’re unable to grant a pay increase presently as a result of funds.”
Take into account offering non-monetary rewards to workers in these instances. Issues like further trip time or alternatives to work remotely is likely to be a superb various. Nonetheless, bear in mind that different workers might discover these added perks, and also you have to be ready to reply any questions they may have in regards to the association. Treating workers in another way can result in discrimination claims, so that you want to have the ability to clarify the legit foundation for any variations.
Transfer ahead with improved worker relations
Backside line: When an worker asks for a increase, you need to be ready to deal with a mess of various situations – whether or not you’re in a position to grant the request or not. If dealt with correctly, some of these discussions can pave the best way towards higher communication, in addition to elevated worker efficiency and morale.
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