Commentary
During the season when raises are typically announced, employees often worry about this aspect of their job more than any other. Conversely, bosses tend to avoid thinking about it altogether, as their focus is on minimizing costs.
This dynamic creates a peculiar situation where the key parties involved in determining wages and salaries develop a taboo around discussing the very thing they both dwell on the most – money.
As a result, employees often hesitate to ask for a raise, instead silently stewing over concerns about their pay in comparison to others and fears of not receiving an inflation adjustment. This silence can lead to growing resentment over time.
My advice: don’t be afraid to ask for a raise. State your request confidently, even if it may seem high. Justify your desired increase by highlighting the value you bring to the company.
Avoid making pleas based on personal hardship, as this implies that you view your paycheck as an entitlement rather than a fair exchange for your work. Remember, your contribution to the company is what you are selling.
If your request is denied, consider whether you should continue working there. If you choose to stay, remain committed and continue to deliver quality work, even if you feel undervalued. Be grateful for what you have.
It’s crucial not to hold onto a job that makes you bitter. If other opportunities arise, consider them. If not, find a way to be content and appreciative in your current situation.
There is nothing more detrimental to a company than a disgruntled employee spreading negativity. Avoid becoming that person at all costs.
Companies often prioritize hiring new employees at lower salaries rather than giving raises to existing key players. This approach, rooted in HR compliance and mathematical formulas, fails to recognize the value of individual employees.
Reforming these HR conventions to reward high performers and prioritize key players over new hires can lead to a more efficient and productive workforce. Great companies recognize and reward talent.
Inflation-adjusted raises may not always be feasible, especially during times of high inflation when costs are rising across the board. It’s important to consider the broader economic context when requesting a raise.
Over time, many companies have become bloated and inefficient due to cheap credit and mismanaged hiring practices. Cleaning out excess and prioritizing productivity is essential for long-term success.
Elon Musk’s approach to business, characterized by bold decisions and strategic restructuring, serves as a model for addressing profitability challenges. Embracing change and efficiency can lead to a more sustainable business model.
Ultimately, it’s essential to advocate for fair compensation based on your contributions and value to the company. Don’t be afraid to ask for what you deserve, and be prepared to make changes if necessary for your own well-being and career growth.
The prevailing attitude in the public sector has become one of inaction. Experience often shows how the sudden firing of an employee can shift office culture, reminding everyone that the workplace is a productivity machine that rewards performance, not a welfare state or community. While the shock of termination may initially cause turmoil, those let go often find better opportunities elsewhere. Despite this, government employment is often seen as a cushy gig due to the rarity of firings.
As the year ends, it’s important to reward high-performing employees generously and part ways with underperformers. Stay focused on the mission and let the results speak for themselves. While these principles may seem like common sense, they are surprisingly uncommon even in the most successful economies. Remember, the opinions expressed in this article are solely those of the author and do not necessarily reflect the views of The Epoch Times.
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