Each institution has a charter, according to which the organization of the work process is carried out. The charter prescribes the criteria by which the performance of employees is assessed. Also, the charter clearly stipulates cases when employees can receive an increase in wages, bonuses, and when - penalties.
Instructions
Step 1
If an employee is denied a salary increase, rely on the institution's regulations. An unjustified refusal to an employee to increase his salary is unacceptable. This will show your incompetence as a leader. In addition to the charter of the institution, use the clauses of the tripartite agreement, which also spell out cases in which it is impossible to raise wages.
Step 2
Create a commission at the institution to distribute wage supplements. Offer the members of the commission to choose the team. By doing this, you will ensure the transparency of the decisions made, as well as delegate some of your powers to employees.
Step 3
Organize a monthly report of the commission at the general meeting of the team on the work done. This will allow employees to clearly understand by what criteria their work activity is assessed. In addition, at such meetings, each of the team members can make their proposals on the work of the commission.
Step 4
When motivating your refusal to raise wages to an employee, use the opinion of independent specialists. This will make it possible to more objectively assess the results of the employee's work, and also allow him to understand the groundlessness of his requirements. Reviews about the employee of third-party people will also serve this.
Step 5
In the case when the employee's demands for a wage increase are legitimate, and you are unable to fulfill them, use a trusting dialogue. Explain to the employee face to face that despite all the agreement with his requirements, you temporarily cannot increase his pay. In doing so, make a compelling case for your position. Be sure to emphasize that you will add the bonus to his salary at the earliest opportunity.
