If recent research is any indicator, the squeaky wheels may begin singing in earnest sometime soon. According to a recent study conducted for Robert Half International and CareerBuilder, 28% of the full-time employees surveyed indicate that they plan to ask for a raise after the economy improves.
I don't mean to imply that these employees have no case for doing so. My point is simply that you'd better be prepared (and prepare your managers as well) with some rules and guidelines on how to respond - fairly and consistently - to the coming chorus of requests. Don't simply wait for the line to start forming and ad lib. You risk responding (and allowing your managers to respond) piecemeal, inconsistently and - perhaps inadvertently - with something that in hindsight might be perceived as discriminatory intent.
Consider, for example, the possibility that some employee groups (such as females, who research suggests are less prone to ask for raises or negotiate salaries, or those from different cultural backgrounds) might be underrepresented in the squeaky wheel population. To me, this suggests that a degree of care and caution might be in order, particularly in a political and regulatory environment very focused on pay discrimination.
Beyond that, it just makes good business sense.
Allowing precious salary dollars to be distributed, when the dike finally springs its inevitable leak, based on who pushes hardest or negotiates most skillfully will send a very clear signal that you have allowed "silencing the squeaky wheels" to take precedent over all other compensation objectives.
Being proactively prepared with a process and set of rules that aligns with your organizational values and compensation philosophy helps ensure that these precious dollars are spent with clear and thoughtful intent.
Which road will you take?
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