By Thamrongsak Kongkasawat http://tamrongsakk.blogspot.com
I've written a story “Should promote to a person whose salary is good or not?” Previously It is believed that some (or many) people still think that if executives do not promote employees at a salary, it is a heartless executive who does not see the value of the old people that have been around for a long time.
In addition, the HR department recommends that executives not be promoted to HR, which is heartless.
This type of thought can be understood as the viewpoint of an employee. Especially those who work for a long time But look at the other side: if we are the owners, the management or the new generation who will take responsibility for the whole picture and take care of all the people, what will we do?
So I want to share real experiences and point out between the seemingly good theoretical ideas: “We did job enlargement, give him more responsibility and then move him up. His salary will not be toned. “
If following this theory In real life, do you think that people who work steadily in tandem until the real salary can work and take more responsibility than before?
Because of the truth (Not in the lavender fields) is enough to promote people with a ton of salary but lack the potential Lack of ability to take responsibility for the higher positions It will become the beginning of many problems that are queuing up to resolve endlessly, such as
1. When the promoted person is not able to perform in that position The company cannot reduce the position or reduce the salary. In addition, the problem was that Then where should this person be moved? Because if you let work in this position, it will cause problems and stumble
2. Even if promoted to a higher position But still referred to as before Additional is the higher salary ceiling. While the company has to bear the increasing staff cost, but the employees work the same or inadvertently Worse than before Is this fair for the company?
3. The younger generation who are followers do not accept and do not believe. Because of the longer work life, only the performance
The same or reduced, it will not be able to manage or motivate a new generation of employees. Especially skilled subordinates will gradually escape. “1 promotion has increased 1 bad leader, but lost almost all skilled subordinates” because to sit in the way of more talented children
4. Create false values for employees in the organization that it does not work well. Please be blissful for a long time … Too long … The company will be promoted immediately. If a lot of people think very well, ask what that company will look like in the future.
All that I have said does not mean that I do not sympathize with the old people who have been with the company for a long time. I understand well because I have been working with these things for more than 35 years. “Employees must not take advantage of the company. While the company must not take advantage of employees “as well.
Working for a long time with the company is a good thing. Show the commitment to loyalty to the organization in one way But on the other hand, employees should develop themselves to have more capabilities to grow with the company in order to have better results as well.
Because if anyone thinks that they have been living for a long time and have done everything the same way, then they hope to keep their salaries and positions up but not improve themselves. The ability remains the same or worse. There are no concrete works. I think it's probably a logical fallacy.
Because “only the madman does everything the same way But hoping to get better results “(Einstein said). This is the reason from my experience of why it should not be promoted to people who have been so long that the salary
Although not promoted and need to freeze the same salary (at max), but we still have a way to heal the employees for a long time until the tons (which have a good attitude with the company) in many ways by No need to extend the max ceiling up or not need to move the position higher
If asking what to do, please go to open in the book. “Job evaluation and salary structure (Practical) “that I gave out for free download in my blog in the chapter on salary structure management.
As for those who have lived for a long time And only having a bad attitude spreading bad rumors or waiting to be in line
From the company, but I never thought to do anything to improve
This is probably still in the management department. Should keep going … or enough
Will hurt but ends Or prolonged chronic