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Performance Review
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I have an employee who works for me and I am soon going to do his review. His performance has been I would say overall good but inconsistent. So his raise will be average or slightly below average. Th
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Forums » Topic Forums » General Forum » Performance Review
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Performance Review
posted at 2/24/2011 11:56 AM EST
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Posts: 1
First: 2/24/2011 Last: 2/24/2011 |
I have an employee who works for me and I am soon going to do his review. His performance has been I would say overall good but inconsistent. So his raise will be average or slightly below average. The problem is, is that since his salary is below market if he gets a low raise I suspect he will write off the review process as an attempt to pay him as little as possible and quit, especially since immediately after he accepted our job I suspected he saw an ad with a higher salary range than he accepted.
What would you do in this case, give him a raise that corresponds to a higher performance level, or risk him leaving. The employee is talented and works hard however, made a few careless mistakes and is disorganized at times and the objective is to retain the employee. |
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Performance Review
posted at 2/25/2011 3:44 AM EST
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I think you can take a two pronged approach here.
First, you do not want to give more of a raise than is warranted by his performance. Definitely a mixed message there and if you ever get into a dispute about performance, the larger raise can be used against you. Give him the smallish raise he earned. However, there is nothing that prevents you from doing an equity adjustment to his salary if you want to keep him. Separate from his performance, and preferably not at the same time, adjust his salary to the "market" rate that you believe it to be. |
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Performance Review
posted at 2/25/2011 5:16 AM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Agree but I would look at why he was originally offered less than the standard range. Something is wrong with that process unless it just happened to be a timing issue on pay range changes.
Or was there something he was missing that made a difference to the range? If so, has he been able to overcome that missing component (say he has experience but no college degree)? If there was a true reason, I would let him know what that was and how he can get to the standard range. If there was no viable reason and you want to retain him, I agree with the two pronged approach above. |
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Performance Review
posted at 2/25/2011 5:50 AM EST
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
"The employee is talented and works hard however, made a few careless mistakes and is disorganized at times and the objective is to retain the employee."
Why is the objective to retain? A talented employee does not make careless mistakes and is not disorganized. This is an attitude thing..... Based on your limited information I would give the appropriate increase and then lay out the specific things that need to be done to rate a higher rate of pay. This is feeling like someone with unfufilled potential.I would never be concerned with losing someone whose overall grade is "Average" or Satisfactory. You have at least a 50% likelihood of upgrading if he left, so why worry?? |
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Performance Review
posted at 2/25/2011 6:46 AM EST
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Posts: 45
First: 1/13/2011 Last: 4/14/2011 |
I'd delay the increase and put a plan in place to show sustained improvement. Then, I'd reconsider the increase once performance is at an acceptable level.
I can't support giving a raise just because. If this person is making errors as you state then they are not meeting expectations. Your delaying any raise is actually doing them a favor. |
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Performance Review
posted at 2/25/2011 9:46 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
"Why is the objective to retain? A talented employee does not make careless mistakes and is not disorganized. This is an attitude thing....."
Not always an "attitude thing" - It could due to outside factors either work related or non work related. Sometimes it's easier to help fix the problem than to worry about replacing the employee. If they have to replace the employee, they would most likely need to adjust the salary anyway. |
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Performance Review
posted at 3/5/2011 9:35 PM EST
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Posts: 10
First: 8/6/2010 Last: 3/5/2011 |
I agree with HRPro. It is better to explain the problem and institute a plan of action to help the employee correct deficiencies rather than send mixed signals with a raise. Explain to the employee that the current problems will be an issue at any job they take should they choose to leave. By offering to work with the employee to correct the issues, they may stay with the company. If the employee demonstrates no desire to improve, then you have lost nothing if the employee chooses to leave. |
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