Prepare and deliver the message with complete frankness

Before starting individual meetings with her employees, Geneviève would benefit from preparing a personalized document containing the elements to be transmitted to them: the calculation method used, the amount of the salary increase and the effective date of the change. Then, during the meeting, take the opportunity to discuss with the employee and get him to give his point of view.

If an employee is dissatisfied, Genevieve should remain calm and avoid confrontation by giving him or her the chance to express himself or herself. When explanations are disclosed openly, tactfully and frankly, dissatisfaction is reduced and hallway conversations and rumors diminish.

Reward differently

If the company cannot afford competitive salary increases, other ways to reward employees can be considered. Offering opportunities for advancement, allowing for reduced or compressed work hours, and adapting work schedules to accommodate family care, for example, are all attractive options.

By surveying her employees' needs, Geneviève would also have everything to gain from offering more appropriate compensation, while being fair. Why not consider a few à la carte options? An employee who is finishing university studies part-time might prefer a financial contribution to his program while another, mid-career, would appreciate a contribution to his personal pension plan.

Ultimately, while paying your staff well helps to retain them in the short term, the key to retaining them in the longer term is to take the time to listen to them, to communicate salary information transparently and to try to align compensation programs with their own needs.

Do you have a question or problem to submit to our human resources specialist? Write to us at info@henkelmedia.com .