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Posted: 5th October 2020
Hi Lucy and Karen, there is big move away from ratings and forced disruption curves and as you say managers hated them, employees hated them at it was a big pain in the bum for HR as well along with not being that fair. So good they are on the way out but would be good to understand what you are seeing replace this? I know some managers also struggle without this crutch as well.
Like you both I worked at the BBC and I remember feeling p*ssed off that I achieved my goals on the whole (I think!) but when it came to pay (outside promotions) I got the same increase annually as everyone else some who also worked did good stuff and others not so much.
I know pay is not the main motivator and is not normally the reason people stay or leave as long as it is broadly seen as fair but people still like to be recognised financially as well. Maybe it is being done more around progression. Are annual pay increases still popular? How do you avoid just a standard increase and potentially demotivating your top performers?
Really interested in your views and what you are seeing out there in this space. Apologies if there is loads in the club that I may have missed but only just had a bit of a dig around.
Thanks for the question. Here is a quick summary of what we’re seeing happen with annual salary reviews
Webinar here for more detail – https://disruptive-leaders.com/webinar-reward-recognition/
Hope that helps!
Thank you very helpful
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