Compensation, Raises, Job Titles, & Career Development

<p><span style="font-weight: 400;">As a manager, how do you have those awkward and difficult conversations with your employees about salaries and raises and promotions? Richard and Jeff have some answers.</span></p> <p> </p> <p><span style="font-weight: 400;">More people are leaving their companies right now than at any time in history. We entered the first relief period a few months ago. People left, companies made adjustments, now what are we left with? The people we absolutely need. You start making emotional decisions. How do I keep this person and make sure they don’t leave? </span></p> <p> </p> <p><span style="font-weight: 400;">Because of Covid, a lot of these conversations have been postponed and avoided, and now they’ve ballooned. In today’s episode, co-hosts Richard Lindner and Jeff Mask walk listeners through some anecdotal stories and a process for having these conversations effectively to benefit both the employee and the company.</span></p> <p> </p> <p><span style="font-weight: 400;">Listen in for some practical, actionable steps you can take to resolve these complicated issues.</span></p> <p> </p> <p><strong>What to Do When Someone Asks For an Inappropriate Raise</strong></p> <p> </p> <p><span style="font-weight: 400;">If a team member comes to you asking for a raise or promotion, and it’s inappropriate to their situation, how do you say no? Jeff says we all have horror stories as leaders, where we had good intentions but unintended consequences. People want a raise, just because they need the money, not because they’ve earned it. The company isn’t growing, or the person isn’t growing, or hasn’t delivered more value. So what do you do?</span></p> <p> </p> <p><span style="font-weight: 400;">“I want to back up and say why I think this is a broken conversation,” Jeff says. He believes that,  when it comes to career progression paths, we’ve let it creep in that the path lies on the shoulders of the company/manager. He believes leaders need to train their employees to see what progression can look like,