Things are tight right? I mean, if the economy is in the proverbial toilet and we’re cutting costs everywhere, you can’t possibly think you’re getting a raise, can you? Of course not! It wouldn’t be fiscally responsible.
“By the way, we’ve got your mid-year evaluations due by the end of the month so make sure you’re working with your managers to complete these. They are an important tool for our company and your professional development…but we aren’t giving merit increases/bonuses this year.”
Sounds ridiculous doesn’t it. Where’s the incentive for stellar performance? Why should your star employees live up to their potential? How can they remain innovative and keep giving all they have to their jobs?
I’ll tell you: they will remain innovative, live up to their potential, and give all they have to their jobs…somewhere else. Certainly it’s a tough market. The star performers, however, know when you’re giving lip-service to people development and when you’re actually practicing it.
Let’s roleplay. Suppose you, as a manager, were told that your career was very important to your company and that your manager was going to help you get to the next level. Then, nothing. Nada. Nil. Nothing happens because things get tight… and the phone rings.
On the other end of the line is a former coworker telling you how theyarelooking for someone who does exactly what you’re doing for your company now. It’s not an advancement, but there’s a chance it might lead to it. Your old company has all but promised for you to be stuck in this dead end job until the next President makes 1,000 promises of changing the economy so why wait it out here? At least there, there’s a chance.
That’s all I’m saying. Blanket policies about advancement, hiring freezes, raises, performance evaluations, etc., just don’t work. All an employee wants to know is that there’s a chance. As Lloyd says, “SO YOUR SAYING THERE’S A CHANCE!!!
It doesn’t have to be spending thousands on lavish trips, training seminars, and huge bonuses; however, for those who are top performers, reward them. Unfortunately, it seems some managers would rather not reward a top performer and have a blanket policy, than to have to deal with those who are not top performers.
Keep evaluating, keep moving, KEEP THINKING!