The review
Hopefully, your employee will come prepared for the meeting with a justification as to why they think they deserve a salary increase. If they come without a clear focus, it will be up to you to take control of the meeting. Clarify current salary and the salary they would like to earn. Do not make any promises at this stage, especially if you have to confer with another party such as the Finance Director or Personnel department. Ask your employee why they think they deserve the raise .If they find this difficult, you can cover the areas you researched before the review, asking them how they believe they have exceeded their original job description or objectives. Ask them to show evidence of their claims in order to validate the justification. Listen and write down the answers for you to refer to later. Keep the meeting light and positive, it can be daunting for the employee.
Outline the next steps of the procedure – you may want time to consider the claim further, or speak to colleagues. Also, give a commitment, if you can, as to when you should have an answer. Arrange another meeting for this.
During the interim period between the review and the final meeting, go through the points raised in the meeting and consider whether the employee’s request is justified (sooner rather than later). You may feel that their request is reasonable and deserving. You may want to meet them halfway, or refuse the request altogether. It’s often more cost-effective to retain your current member of staff (unless they are proving to be counter-productive) than it would to hire a new one. Work this out. It could be more beneficial to pay the requested rise than to find yourself with a disgruntled employee who will soon decide to seek his ‘worth’ elsewhere. People can become disheartened if they receive a salary they feel is below their worth, and can cease to be motivated. What are your priorities? Think about the medium and long-term consequences of your decision.
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