The most sensitive issue in the workplace is salary. For colleagues, what is more difficult than resigning is how to ask the company for a salary increase. Should they feel embarrassed and resign if they fail to raise the salary? Different from the official framework of many articles discussing salary, what I want to talk about in this article is how companies that have no way to conduct performance evaluations should face the salary issue head-on.
Taking myself as an example, I have been in the integrated marketing industry for nearly fifteen years and have about 25 employees. Basically, the work content of colleagues cannot be accurately quantified. The method used in the past was to calculate working hours and the number of cases in charge. Turnover is used to calculate a single person’s contribution rate (case income/hourly salary). I once thought that I could imitate the 360-degree performance evaluation method used by many large companies. However, in fact, in small companies, everyone is unique, and it seems that it cannot be done. When someone who is not familiar with someone’s work gives him a score, if he insists on giving such a score, it is probably just the so-called fate and impression score. Based on this, I will no longer try to use it.
When negotiating with employees about salary increases, the company is still trying to cross the river by feeling its stones.
Because it is impossible to borrow stones from other mountains, the current system of the company is actually established step by step through the method of crossing the river by touching stones. For example, when a new employee enters the company and passes the probation period, the supervisor will conduct an inspection on the entry salary. If it is low, adjustments will be made based on the actual work content and contribution. If the salary is inconsistent with work performance, it will be checked whether there is any deviation in the work content originally communicated, and the reasons for the gap in expectations will be further found out. After that, every once in a while, probably half a year to a year, the supervisor or human resources will take the initiative to review the salary adjustment situation. If there is a situation where the salary has not been adjusted for a long time, they will find time to discuss with the colleague’s supervisor. How is your job performance? Why hasn’t it reached the point where salary can be raised?
The above is a way for organizations to take the initiative to pay attention to the salary of colleagues. In addition, I also want to give some ideas to office workers in this era who are still afraid to take the initiative to ask for a salary increase:
The higher the salary, the greater the responsibility
If you are ready to take on, or you have actually taken on a job content and management responsibilities that are much higher than the current salary in the industry, then I think you can actually confidently propose the idea of a salary increase to your supervisor, because Salary requirements actually correspond to the job content, so when you are ready to take on more, a boss with a healthy mentality and sustainable business philosophy will basically not refuse. Maybe the amount will not be as much as you expect, but This is definitely a good thing to start a two-way salary communication model.
If the company doesn’t give me a salary increase, does it mean it doesn’t recognize my efforts?
I think there may be two obstacles. The first is that your preparation may not be complete enough. For example, regarding your work performance, whether it is quantitative or qualitative results, are you well prepared enough for your boss to quickly understand and make decisions? If not, then please continue to work hard; on the other hand, it is also possible that the content of the salary increase you proposed, such as the numerical range, welfare allowance content, and even the time point of the proposal, may include things that even the boss cannot make a decision at the moment. Think about it. At this time, you don’t need to worry about whether your boss is questioning your efforts. In fact, as long as you express your needs properly, you can then ask your boss to confirm the time when you can respond, so that both of you can have space to think. Letting the bullets fly for a while is sometimes a workplace art.
Just look at the payroll numbers, okay?
In fact, today’s generation no longer just looks at numbers to find a job or change jobs. In addition to having a salary that meets the threshold they want, what they want more is a sense of accomplishment at work, freedom in the environment, and even harmony with colleagues. Therefore, after considering many aspects, I also suggest that everyone should not stick to simple Arabic numbers on salary, but should think more about the representativeness of this job to their career, future development, and even their inner feelings about the attributes of this job. Preferences.
(First picture source: freepik)
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