Motivational strategies

One sensitive subject that managers must have to deal with is their workers’ request for a pay increase. This becomes doubly difficult, like when you’re confronted by a high-flying associate whom you cannot afford to lose.

But what if you cannot approve the request due to your company’s limited resources?

Let me tell you a story. During the noon time anniversary celebration of a company, the president of a corporation went on stage at the cafeteria, accompanied by an overall-clad man off the assembly line, and made this speech:

“Ladies and gentlemen, you are about to see how a company like us rewards those who are conscientious and hardworking. This young man beside me has been with the company for less than a year, during which time his unusual qualities have earned him salary increases that equalled those received by his supervisors.

“I have watched him closely, observed with great pleasure the manner in which he has pitched in and gotten things done. Therefore, I am pleased to announce that starting this very afternoon, he will be transferred from the shop floor to the executive office, with the title of Executive Officer at an annual salary of no less than P1.5 million.

“Congratulations to you.” The workman shook the extended hand of the CEO and said, “Thank you, Daddy!”

Whether questions on salaries and promotions are valid or invalid like the preceding story, it’s a touchy subject to deal with. This means a great amount of diplomacy must be combined with a dose of reality when you’re trying to handle such request.

If you cannot immediately approve a salary increase, you may consider several tactics that may prove useful to continue motivating your people, without spending big money:

One, maintain a proactive two-way communication system. Give regular, real-time feedback to people. It’s free, anyway. An annual performance review takes time. Therefore, if you cannot give an additional pay, explain why your organization cannot do it at the moment.

Two, give greater responsibilities to people. If a salary increase is frozen, employees appreciate their career growth in an organization that cares for what they could learn in terms of experience and meaningful work challenges. To some fast-trackers, this opportunity offers a lot in terms of skill acquisition.

Three, offer a flexible work schedule to people to ensure a work-life balance. Consider a compressed workweek or allow fast-trackers to work from home a few days a month. It is equally important and as valuable as salaries. Plus, imagine the savings that people could make in terms of transportation and meals.

Four, allow people to network in the industry or be an active member of professional organizations. This could go a long way in aligning the employees’ motivation with the company’s interest. Time spent in networking is usually a small expense that goes a long way. However, this approach is a two-bladed weapon when the employee becomes overly active in networking that he becomes the apple of your competitor’s eyes.

Five, offer a better work station or location which could help boost employee confidence and feelings of success. Think of many options that could interest your fast-tracker, like giving him the chance to occupy a space near a window, a quieter corner, or an upgrade from a cubicle.

Six, allow people to pursue their postgraduate studies. This allows them to pursue a personal passion for more learning which could also redound to the benefit of the firm.

Lastly, whenever you turn down a request for a pay raise, it’s essential to do it without making it appear that you are an unreasonable person.

Most workers will accept your explanation if it’s carefully stated. –Reylito A.H Elbo, Businessworld