Effectively Handle Raise and Promotion Requests
One of the most intricate situations to navigate are how to effectively handle raise and promotion requests. As a manager, preparing performance feedback with your regular workload can prove challenging. Delivering constructive criticism isn’t one of the first things people look forward to.
Acknowledge the Request
Asking for a raise or a promotion is stressful and emotional. If you’ve ever done this, you know this. So step one is making sure your direct report knows you’ve heard them by acknowledging the request.
Ask for More Information
You’ll need to understand your employee’s reasoning to make an informed decision. You’ll also be able to figure out whether there are other issues you need to address such as mismatched expectations about the role.
Set a Plan and Realistic Time Frame for a Response
Be sure the make it clear to your employee that you have heard their request. You have collected information about what they want and why they think it’s appropriate.
Any response given within minutes comes off as flippant. Instead, let your employee know that when they should expect to hear from you about this. And be realistic.
Keep Your Word
If you tell your direct report you’ll get back to them in two weeks, make sure you do that. Don’t let whatever marker you set go by without discussing it.
When You Come Back to the Employee
Deliver Good News
The best outcome, obviously, is getting and having the chance to deliver good news. be sure to convey to the employee how valued they are.
“I’ve got some good news for you. I’ve looked over your request for a raise, given it some thought, done some research, and it seems to me that an increase in salary is appropriate.”
Deliver Bad News to a Strong Performer
Sometimes, no matter how well deserved you believe a raise or promotion is, you won’t be able to get it approved. See what else you can offer this employee. It might be a spot bonus, the lead on a new project or gain experience in an area of interest.
And make sure it’s clear that just because the answer is no at that moment doesn’t mean it will always be no. You can commit to revisiting the topic again in three or six months.
Deliver Bad News to a Weak Performer
If your direct report has no idea that they’re not performing optimally, that should your cue to communicate effectively to them. Share what areas they’re weak in or what you’re disappointed about and tell them. What would you expect and like to see the next time around?
As a manager, you may not look forward to giving reviews as the highlight of your year, but remember that it can set your team on the right track. handling raise and promotion requests don’t have to be difficult. Getting people on the right track means you’re far more likely to hit your goals and succeed in your own role.