Employees of any company will be excited as long as they hear the news of a salary increase. But, as the boss, you certainly don't think so, do you? Yes, after employees have been tempered in the company, salary increases will definitely be put on the agenda.
However, the real headache is that newcomers who have insufficient qualifications always have too many thoughts in their hearts to tell when they see others being paid. What do you do when they ask you for a raise?
Perhaps, you are having a headache for the company's Liluopo, so when your subordinates request a salary increase at this time, you will be extremely angry at the first time. However, if you think about it, you can neither blindly agree to it, nor refuse it all at once. Only tactfully refuse is the perfect solution.
As a leader of the company, when a conscientious subordinate makes a salary increase request, you will certainly agree to it, because although you have paid him an increase, the benefits he can bring to you far exceed what you give. The salary he adds.
And if a subordinate asks you for an additional salary increase, what will you do? Obviously, his request is not in line with his current situation. How can he refuse to avoid damaging his enthusiasm for work? First, show your attitude and give the other party a reassurance.
If the other party is not enough for the salary increase standard, he must decisively refuse. If he does not agree, he does not agree. This is his basic position. It is not a wise choice to avoid or delay the request of the other party.
If you can make accurate judgments based on the current situation and have a clear idea of the future direction of the company, then you might as well reject the other party directly. Because your refusal now is only a special choice under special circumstances. After the company's performance develops, the salary increase for employees will naturally be put on the agenda again.
At this point, you can say: "The company is in a downturn. I can remember your results in my eyes, but I really don’t have the ability to agree to your request. If you trust me, we might as well work hard together. After this trough, I will naturally give you a raise."
Normal employees can accept such a reply, which not only affirmed his request, but also gave him hope to move forward. Because the company's growth is inseparable from his efforts, it can resolve your crisis in a short period of time, and at the same time promote the development of the company's progress. Secondly, when you refuse, you must be full of human touch.
Just imagine, the employee finally mustered up the courage to ask you for a salary increase. Your criticism has eroded his confidence in continuing to work in the company. The final loss will definitely be the overall interests of the company. In fact, rejecting does not mean being unkind. Even if you want to refuse the other party's request, you should speak ingeniously and tactfully. You can combine the performance of the other party with the actual situation of the company, and finally deny the other party's request.
Again, give employees a reasonable reason. Whenever you refuse to give an employee a salary increase, you must give the other party a reasonable reason. Let the other party understand that you are not arbitrary or spontaneous. There are logical reasons for your refusal. Only in this way can employees be truly convinced. And, there are reasons for things, so your employees will certainly understand your difficulties.
Of course, if you can listen carefully to the reasons for the employee's salary increase, it will certainly be beneficial to the future development and management of the company.
If you are really unwilling to reject your excellent subordinates, and at the same time are unable to increase the salary, you might as well try to replace the salary increase with other rewards. To a certain extent, this can also alleviate the tension between each other, and it can also make employees realize that in addition to getting money from work, they will also get more valuable things. This is beneficial to both employees and the company.