Usually conflicts arise whenever an increment or promotion is in place.
I believe most company is having a team of committee to ascertain the salary scale main role to draft the salary range for all levels of staff (Directors & Top Management aside) including bonus entitlement & other remuneration packages.
The value of the staff will be determined during all these review meeting held. Simple equation, higher value, higher increment and vice versa. Of course, there are always other exceptions.
Among the famous cases, the most common ones will be having a highly valued employee but the Management was reluctant to provide anything further than the default %. By saying default, it always refers to a very low %.
As an employee, we have to assess ourselves without waiting for superior’s review. Identify your strength and ways to improve them. If possible, go for courses or training which will enhance the value of your career, not only in the current employment.
Remember, the market out there is very big. The value appreciated by current employer does not equals to how market value your capabilities.
Since turnover is very high after issuance of bonus every year, which is logic as staff able to see how their career will move on based on the year-end review; I wish everyone the best of luck.
I sincerely hope each and every one of you be able to get the level of increment you expect and somewhat better, a promotion~
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