Your question is more common than you might imagine. And it is often awkward to answer in a way that would satisfy the employee. That said, we live in a bell curve world where we have some folks smack in the middle and extremes on both ends. Some folks were destined to be on both ends and not necessarily part of the mainstream.
A technique that has always served me well is to explain how the employee is more valuable as an individual achiever than they are as a manager. Describe to the employee the factors that make them more valuable as an individual contributor and hopefully outline that their compensation reflects that value. Let's hope it does.
Also, it is critical that performance reviews not take place once a year. Performance should be evaluated on a day to day basis. A leader coaches her/his employees in real-time and makes certain that their value is communicated on a daily basis. In this way, there are never any surprises when the performance review cycle rears its ugly head.
Is this answer helpful? Schedule a free consultation with Gerard.
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