Employee Rewards

Salary increase or not?

Should an employee asking for a pay rise in a difficult economic time … similar to the current financial situation of most companies today? If the employer a wage increase for workers in this period? The "definitive" answer is … it all depends.

The purpose of the incentives and rewards

One incentive is a promise to give someone something in return for something else. The incentive in the economy means to promote workers contribute to the company's vision, mission, purpose, goals, objectives, etc … a kind of statutory quid pro quo … They do this for me and I will do that for you. The relationship is so simple. The incentive is often partially fulfilled in the staff, or are based on fully meeting the expectations of the company. When it is time to provide the incentive for employees, the incentive reward, too.

Not all incentives and> Rewards are equal

There are basically three types of incentives, rewards /. The first is the direct financial. Examples include a merit pay raise, a job, a bonus, promotion and a pay rise. These incentives / rewards, the employee money to pay either as an adjustment to their base or hourly rate, or as a one-time payment that is not added to their base pay or hourly rate. The second is indirect financial. Examples include time was worth it, college tuitionRefunds, vouchers and tickets for events and discounts off products and services. These incentives / rewards, not part of the employee's salary or hourly wage, and workers do not actually receive any money directly. The third is not financial in nature. Examples include attending an off-site workshop to a job related subject, learning a new ability to acquire new knowledge, recognizing the interaction with a specific group of professionals and the public through of the company. These incentives / rewards goal of the employee 's personal inner needs. Non-financial incentives / rewards, including social benefits such as vacation, health, etc., but since most of employee benefits I SA is regulated by ER, you can not adapt, they made for an employee without having to all employees. A company's total compensation package consists of a combination of these three types of incentives / > Rewarded, and in essence the company, the motivational package to its employees.

What Do You Do?

The "definitive" answer is … it all depends. As an employer, ask yourself what is your incentive / reward philosophy, because it will attract and retain a certain kind of person, motivated by the rewarding nature of incentives / you offer, that is the motivation package I am referring to in the preceding paragraph. For example, if you believe that financial incentives and> Rewards are really what drives employee behavior should be the direct financial incentives / rewards are used. But remember these important lessons. First, you have the kind of people to win the highly motivated by money, and secondly, you are that type of person to another company if it pays him / her more money, have decided now, thirdly, in a " lose money to make war "for talent.

Return to the original question

An employee's base salary (salary orper hour) is an incentive to do financially and work, what is expected to reward every day on average. So, if an employee does what is expected and nothing more or less on average, then, why an employee will receive a raise? The employees who are already being compensated for work performed. However, if the employee is able to show that s / he has done more or better than originally expected because his / her last salary increase(or the rent day), then the employee has shown value for the company. Ergo, a raise is in order.

Automatic pay increases do not improve as an inducement or reward performance. They reinforce complacency and entitlement mentality of workers. Before me an e-mail about the cost of living increases when the inflation, ask yourself if you are willing to offer for employees or themselves a cost-of-living decline in deflation?

Thisalso means I am not in favor of wage increases on leased land. Incentivizing and reward employees for simply by an organization for a period of time causes only employs people with the business to stay for a certain period, but not necessarily contribute to the overall success of the company.

So, if you as an employee who value your business more than what was expected added, then you have three choices: direct financial, indirectfinancial and non-financial rewards. Tell your employer what you have done to help businesses solve problems, add the company to reduce the revenue, cost, etc.. You deserve to be excellent.

Conclusion

There is a strong correlation between employee performance and the incentives / rewards offered / they receive from their employers. Employers and employees have a working relationship that exists through this connection. It is very important to keep this in mindbecause the employees are constantly assessed the fairness of how they are treated. Assessment of this fairness is known as equity. The trust between employer and employee is difficult to build but very easy to destroy. Equity employer says that care of their employees, as they are worth and how they are rewarded. Employers must be fair, consistent, legal, transparent and honest.

What Do You Think?

Let me know what you think.
Antonio F. Vianna
Go towww.viannabooks4u.com see my email address.