who ought to inform workers about raises?
A reader writes:
I’ve been a supervisor at my firm for 13 years. I’ve a staff of 5 direct stories and meet with them for one-on-ones each one to 2 weeks. We overview tasks, develop methods for hurdles, focus on what’s working and what’s not, and the place they wish to see their careers go. Not too long ago we had our annual opinions the place I create their annual improvement plans. These opinions are fairly concerned and construct on conversations we’ve had all year long. On the conclusion of the opinions, a proper letter from HR is drafted with the annual wage improve and common “comfortable to have you ever right here” language. HR all the time drafts these letters and the direct supervisor indicators and hand delivers to every particular person.
This yr, my very own supervisor — who’s new — took the letters from HR and signed and delivered them herself, and I discovered after it had been performed. I used to be shocked and really feel like I’ve been lower out. I’ve been working with every of those of us all yr, asking questions, diving for solutions, growing plans, having laborious conversations when wanted. I believe that I had the precise to ship the excellent news. Am I fallacious?
I reply this query — and two others — over at Inc. at present, the place I’m revisiting letters which have been buried within the archives right here from years in the past (and generally updating/increasing my solutions to them). You can learn it right here.
Different questions I’m answering there at present embody:
- Job candidate wore a see-through shirt on a video interview
- Ought to I reply to candidates’s post-interview thank-you emails?