The honest employee raised his salary and was rejected by the leader: 'What did you give? '

Lao Wang has worked in the company for six years. He is an honest employee. He helped the company solve a technical problem a few years ago. The leader promised him that he would come back and raise his salary after the year. I didn't expect to go to work until March. Wang thought that the company is an Internet company, and the impact of the epidemic was not large. It didn't take long for him to go to work. He asked the leadership for instructions on whether to fill out an application form for a salary increase. Unexpectedly, the leader scolded him in turn, "Under this environment, you are too embarrassed to ask for a salary increase. If there is no company, you will have no salary and no contribution. You are not worthy of talking about a salary increase."

Pharaoh was so angry that he posted the supervisor's words on the Internet. Unexpectedly, the comments were polarized. Some netizens scolded the supervisor for being shameless, while some netizens said that the supervisor was right, and the employees should be content. Afraid that the matter would make a big difference, Lao Wang quickly deleted the post, but who is right and who is wrong in this matter, may wish to discuss from these three perspectives.

The honest employee raised his salary and was rejected by the leader: "What did you give?"

[1] Contribution from the perspective of salary rationality

Whether to talk about salary after dedication, or whether to have high salary before high dedication, this question is like "the chicken or the egg", each has its own reasons. From the perspective of leadership, it is not a big problem to first look at the contribution and value of employees, and then determine the remuneration of employees. It depends on the preferences of company management. Now that we have entered this company, we must adapt to the rules here. If we cannot adapt, we can only change companies. The only thing we have to consider is the rationality of the company's rules. When leaders equate contribution and compensation, we will see whether the two are really equal.

For example, we can look at the employees who create high value and contribute to the company, whether their treatment is high enough; when we achieve better performance, whether the compensation is improved accordingly; how the company's compensation compares to the industry average . If they are all good, it means that the leader is right. If they are all bad, it means that the leader is talking nonsense.

The honest employee raised his salary and was rejected by the leader: "What did you give?"

【2】Contribution from the perspective of the company's situation

It is often said on Zhihu that when the company suddenly talks to employees about their contributions, it means that the company is going downhill. In the early days of his business, Jack Ma would inevitably have to talk to the "Eighteen Arhats" about his ideals and contributions, and sometimes he had to do it. So when leaders suddenly talk about contributions, especially in the yq environment, it means that the company may indeed encounter problems in development. Challenge, it is useless to complain about the leader at this time, it is all for the sake of eating, and you should think about it, whether to stay and advance and retreat with the company, or find another way out.

If you are optimistic about the future development of the company, believe that the company can get out of the predicament, and believe that the leaders will not treat employees too badly, you might as well stay, and there will be more room for development if you survive the past. If you are not optimistic about the company's development, have no confidence in the leadership's management, and have better development opportunities, it is also a good choice to change jobs.

The honest employee raised his salary and was rejected by the leader: "What did you give?"

【3】Contribution from the perspective of employee development

If the leader has long emphasized "contribution first and then treatment", then to a large extent the company's management culture is like this, at least this leader's management philosophy is. For employees, what needs to be paid more attention is that our contribution can In exchange for how much development prospects. For example, if you are in Ali, Jack Ma promised to contribute to you, and there is no limit to the development of the company. Needless to say, the development prospects are bright, it depends on whether we can work hard to achieve it.

This can be seen from the company's promotion and development mechanism, how much room for development is there in our position, what are the promotion conditions, and whether we can meet the conditions after we work hard to make contributions, if everything is clear, as long as we pay, we will If there is an opportunity to develop, then the leadership's words are really reliable. If the company does not have a clear development mechanism, no matter how much we pay, it is difficult to see promotion opportunities, so leave as soon as possible, and don’t be fooled by the leaders.