First, an employer/HR Manager (refers to as an ‘employer/management’ henceforth) should understand that an employee must have been dissatisfied or felt cheated before querying the management about his salary. An employer should, therefore, be careful and incisive in his response to such queries.
Every employee has the right, by law, to discuss their salaries among themselves. But do you think they should really discuss their salaries among themselves? However, before an employee writes a query regarding his salary, he must have discussed the matter with his colleagues or other people. However, the management knows that such discussions could breed a sense of dissatisfaction, suspicion, distrust and loss of enthusiasm on the job, and must be ahead of the trend.
So, before I look at the appropriate reactions to salary related queries, it will be wise to consider steps that would have helped to address the remote causes of the action. Consequently, potentially volatile employees’ relations crisis would have been checked before it started. An employer must, therefore:
Set Clear Salary Structure
The first thing to do is to have a clear salary structure in place. This will include salary scales/employees’ working grades based on work experience, educational qualifications, relevant training, skills and negotiation skills. This will help them to appreciate that the management has structures that promotes fairness in place.
Open Door to Communication
Ensure you have a clearly spelt out procedures that allow employees to communicate their grievances and salary related issues. This will guarantee that issues and doubts are addressed before they filtered informally through your workforce.
Have Clear Salary Review System
You need to appreciate that proper procedures prevent possible hazards. You need periodic salary review forms in place for the employees. This allows each of them to know what propels the difference in individual employee’s salary over time.
Now, how do you manage salary related query when it happens? The following proven methods will help to properly manage Salary Related Queries in workplaces.
Even if you have legitimate explanations to a query regarding an employee’s salary, it will be reckless to ignore it when an employee raises such question. Doing that re-enforces employees’ suspicion and further heightens the level of distrust in the organization.
If you have standard salary structures in place, give the enquirer a detailed explanation. Or, organize a corporate lecture if you perceive that the complaint involves a group. But if your company lacks standard salary structure, you might want to point to less empirical measures like hard work, punctuality, time on the job and general performance to convince the employee(s) that you are impartial and fair to them.
Set and Manage Expectations
After addressing the fears expressed in the queries, you can set out targets, encourage employees to achieve them and manage the set targets properly. This will show your concern towards employees’ welfare and respect of their right to earn decent and fair salaries.
Finally, as an employer, you have to devise means to ensure salary negotiations are properly managed and that employees are made to have a sense of fairness when considering their salary and wages.
Free Salary Slip Templates
Here are several these free Salary Slip Templates to help you prepare your own Salary Slip or Pay Stub quickly.
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