who ought to inform workers about raises?
A reader writes:
I’ve been a supervisor at my firm for 13 years. I’ve a workforce of 5 direct stories and meet with them for one-on-ones each one to 2 weeks. We assessment tasks, develop methods for hurdles, talk about what’s working and what’s not, and the place they wish to see their careers go. Just lately we had our annual evaluations the place I create their annual growth plans. These evaluations are fairly concerned and construct on conversations we’ve had all year long. On the conclusion of the evaluations, a proper letter from HR is drafted with the annual wage enhance and basic “glad to have you ever right here” language. HR at all times drafts these letters and the direct supervisor indicators and hand delivers to every individual.
This 12 months, my very own supervisor — who’s new — took the letters from HR and signed and delivered them herself, and I came upon after it had been achieved. I used to be shocked and really feel like I’ve been reduce out. I’ve been working with every of those of us all 12 months, asking questions, diving for solutions, growing plans, having exhausting conversations when wanted. I feel that I had the fitting to ship the excellent news. Am I flawed?
I reply this query — and two others — over at Inc. right now, the place I’m revisiting letters which were buried within the archives right here from years in the past (and typically updating/increasing my solutions to them). You can learn it right here.
Different questions I’m answering there right now embrace:
- Job candidate wore a see-through shirt on a video interview
- Ought to I reply to candidates’s post-interview thank-you emails?
