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Last updated on 2024年8月21日

Your team member wants a raise but isn't meeting expectations. How do you navigate this delicate situation?

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When a team member approaches you for a raise but their performance is not up to par, it's a tough spot to be in. You must balance the desire to motivate and retain your employee with the need to uphold performance standards. Approach this conversation with empathy, but also be clear and factual about what is expected. Explain that compensation is closely tied to performance and that you're willing to support their growth. Offer concrete examples of where they can improve and suggest a timeframe for reassessment. Assure them that their efforts are valued and that there is a path forward, but it requires meeting specific goals.

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Manisha Dash

Head HR, APAC & Director, India @ Celigo | Strategic Human Resource Management Certification
shikha sakhare

Sr. HR @centurysoft

1 Assess Performance

Before addressing the raise, thoroughly review the employee's performance. Look beyond recent projects and consider their overall contribution, including soft skills like teamwork and communication. Are there areas where they excel that might warrant a reward? Or are the shortcomings significant enough to deny the raise outright? This assessment should be based on predefined criteria to avoid bias . Remember, your goal is to be fair and objective, so gather all necessary data to support your evaluation. This will help you have a constructive discussion and set clear expectations for future evaluations.

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Manisha Dash

Head HR, APAC & Director, India @ Celigo | Strategic Human Resource Management Certification
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Honesty is the best policy. Its always better to have an honest conversation with the employee, acknowledging their request and also explaining that meeting expectations is crucial for any raise. We need to outline the specific focus areas where improvement is needed and offer all the support or resources to help them grow. In case the employee shows progress, we can always revisit the discussion about a raise.

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shikha sakhare

Sr. HR @centurysoft
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Assessing performance throughout is the most important perspective for salary raises. Based upon the performance one can give a fair salary hike without friction between the fellow employees. Assessing month performance can be key factor, also we can share the assessment with the employees which will help them to improve their performance aligning with the company goals. I do monthly performance analysis and accordingly increment is done.

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2 Set Clear Goals

Once you've assessed performance, it's time to set clear, achievable goals with your team member. These should be specific, measurable, attainable, relevant, and time-bound (SMART). Explain how these goals align with their request for a raise and the broader objectives of the team and organization. Encourage your team member by recognizing their strengths and the potential you see in them. Offer resources or training that can help them reach these goals. By setting a clear roadmap, you're not just denying a raise; you're providing a path to earning it.

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3 Provide Feedback

Giving feedback is critical in this situation. It should be constructive, focusing on how your team member can improve. Avoid making it personal; keep the conversation centered on job performance and expectations. Highlight areas of strength as well as those needing improvement. Use examples to clarify your points and help them understand the gap between their current performance and the level required for a raise. Encourage an open dialogue, allowing them to express their perspective and to understand your reasoning. This can foster a sense of fairness and collaboration.

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shikha sakhare

Sr. HR @centurysoft
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This is the most important factor for an individual working in an organization. Through feedback, only one can improve their skills and can work more aligned towards the company set criteria. Doing weekly and monthly performance evaluating meetings with the manager can also help. In many organizations, performance of an individual is analyzed and keep them hidden from the employee. How can an employee grow if we are keeping their ratings hidden?

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4 Monitor Progress

After setting goals, it's important to monitor progress. Schedule regular check-ins to discuss their achievements and challenges. These meetings are an opportunity to provide ongoing support and adjust goals as necessary. It's crucial that your team member feels supported in their growth journey and knows that you are paying attention to their efforts. This not only motivates them but also builds trust and reinforces the link between performance and compensation. Consistent monitoring ensures that no one is surprised when it comes time to revisit the raise discussion.

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shikha sakhare

Sr. HR @centurysoft
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After setting an individuals goals and tasks, their performance progress monitoring is important. Suppose we had assigned him a particular task and not overlooking or monitoring the particular task how come the employee knows if he is doing it right or wrong? It's always important to monitor the task.

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5 Encourage Development

Encouragement is key to helping your team member grow. Offer opportunities for professional development that can help them improve their skills and performance. Whether it's attending workshops, taking on new projects, or receiving mentorship, these opportunities can be instrumental in their progress. Show that you're invested in their career by providing these chances for advancement. When employees see that their development is a priority, they are more likely to be motivated and committed to meeting the expectations set before them.

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Your team member wants a raise but isn't meeting expectations. How do you navigate this delicate situation?

1

2

3

4

5

1 Assess Performance

2 Set Clear Goals

3 Provide Feedback

4 Monitor Progress

5 Encourage Development

Supervisory Skills

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Your team member wants a raise but isn't meeting expectations. How do you navigate this delicate situation?

1

2

3

4

5

1 Assess Performance

2 Set Clear Goals

3 Provide Feedback

4 Monitor Progress

5 Encourage Development

Supervisory Skills

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