5 ms·

Employees shouldn't get raises because they ask for them, it should be part of a company's annual review process.

VikingCoder 12y ago
I had a job for four years at a small company, didn't get a single raise. I told them I was quitting, and ON THE SPOT they offered to DOUBLE my salary. No thanks. I'll be moving on.
- talmand 12y ago
  The proper thing to do is take the raise and start looking for another job. When asked what your current requirements are you can quote your now doubled salary.
- danielweber 12y ago
  Happened to my cousin many years ago, except they offered to triple his salary. People don't see how insulting this is. Internally, you've already decided you are underpaying me by half, and think I'm a sucker.
numbsafari 12y ago
Employees' lives don't revolve around the annual review process. There are plenty of valid reasons, including feeling underpaid, that can't and shouldn't wait for the annual review process. As a manager, if you have a valued employee that is approached by another company and offered a 10% bump in salary and your response to that employee is "We'll see what we can do during your annual review", you are guaranteed to lose that employee. Raises offered during the annual review process are typically merely cost-of-living adjustments. Unless a promotion is attached, it is hardly ever anything but.
Someone1234 12y ago
That sounds all well and give but it entirely ignores external factors. For example, what if a big competitor moves into town, and they're paying 20% more than you. Are you just going to ignore it for 11 months while they pinch tons of your employees? No of course you aren't. So that statement is untrue even from a company's perspective. That whole "annual review" thing is a manipulation by HR to take the discussion of pay and benefits off the table except for a predetermined period they themselves select (and can be ready with ammo against your requests or a list of increased responsibilities). Honestly it is just a very effective technique that reduces pay increases and delays pay increases as much as possible (e.g. new employees often not getting their first bump for 12 months, even after they lave their probation period (e.g. 6 months)).
- RyJones 12y ago
  That's exactly what Google did to Microsoft when they opened the office in Kirkland. About six people in my group left right away, and I'm sure dozens more since then. And the reaction by Microsoft was exactly what you describe. Ignore it for a year or two.
klagermkii 12y ago
Issues faced by either the employee or by the company need to be communicated as soon as possible so that the results of the employee review do not come as a surprise and so that a plan/ideas can be thought of ahead of time. If the company has a problem with the work that you're doing or views your role within the company differently to you, they need to tell you as soon as possible so that corrective action can be implemented. Likewise if your salary is not sufficient, or there are other aspects that you feel are lacking such as training etc, communicate it early! Don't necessarily expect though that the company can implement a solution immediately, that may only happen as part of the employee review process itself, but at least now they're aware of the issue and can make any necessary adjustments to the budget before it's locked in for the year. If neither party communicates their expectations on remuneration or job function, resentment builds up and someone snaps. Either it comes from the company in the form of disciplinary action or firings, or the employee goes and looks for a new higher paying job and won't even accept more money from the existing employer to stay because they've already felt their trust has been betrayed. Expectation management is a continuous process for both parties, not something that should happen just once or twice a year.

I had a job for four years at a small company, didn't get a single raise. I told them I was quitting, and ON THE SPOT they offered to DOUBLE my salary. No thanks. I'll be moving on.

talmand 12y ago
The proper thing to do is take the raise and start looking for another job. When asked what your current requirements are you can quote your now doubled salary.
danielweber 12y ago
Happened to my cousin many years ago, except they offered to triple his salary. People don't see how insulting this is. Internally, you've already decided you are underpaying me by half, and think I'm a sucker.

numbsafari 12y ago

Employees' lives don't revolve around the annual review process. There are plenty of valid reasons, including feeling underpaid, that can't and shouldn't wait for the annual review process. As a manager, if you have a valued employee that is approached by another company and offered a 10% bump in salary and your response to that employee is "We'll see what we can do during your annual review", you are guaranteed to lose that employee. Raises offered during the annual review process are typically merely cost-of-living adjustments. Unless a promotion is attached, it is hardly ever anything but.

Someone1234 12y ago

That sounds all well and give but it entirely ignores external factors. For example, what if a big competitor moves into town, and they're paying 20% more than you. Are you just going to ignore it for 11 months while they pinch tons of your employees? No of course you aren't. So that statement is untrue even from a company's perspective. That whole "annual review" thing is a manipulation by HR to take the discussion of pay and benefits off the table except for a predetermined period they themselves select (and can be ready with ammo against your requests or a list of increased responsibilities). Honestly it is just a very effective technique that reduces pay increases and delays pay increases as much as possible (e.g. new employees often not getting their first bump for 12 months, even after they lave their probation period (e.g. 6 months)).

RyJones 12y ago
That's exactly what Google did to Microsoft when they opened the office in Kirkland. About six people in my group left right away, and I'm sure dozens more since then. And the reaction by Microsoft was exactly what you describe. Ignore it for a year or two.

klagermkii 12y ago

Issues faced by either the employee or by the company need to be communicated as soon as possible so that the results of the employee review do not come as a surprise and so that a plan/ideas can be thought of ahead of time. If the company has a problem with the work that you're doing or views your role within the company differently to you, they need to tell you as soon as possible so that corrective action can be implemented. Likewise if your salary is not sufficient, or there are other aspects that you feel are lacking such as training etc, communicate it early! Don't necessarily expect though that the company can implement a solution immediately, that may only happen as part of the employee review process itself, but at least now they're aware of the issue and can make any necessary adjustments to the budget before it's locked in for the year. If neither party communicates their expectations on remuneration or job function, resentment builds up and someone snaps. Either it comes from the company in the form of disciplinary action or firings, or the employee goes and looks for a new higher paying job and won't even accept more money from the existing employer to stay because they've already felt their trust has been betrayed. Expectation management is a continuous process for both parties, not something that should happen just once or twice a year.