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When we get a headache, we take an aspirin to help mitigate or alleviate the pain. We are then able to continue our activity without consistent unpleasant interruption.

Whether or not you agree or disagree with the famous late movie director, when it comes to money, employees today wish to be paid at a level commensurate with internal and external job value in line with a company’s compensation philosophy or strategy.

The last two blog entries discussed the critical nature of feedback and coaching, applying it throughout the year in informal as well as formal settings. This entry wraps up feedback and coaching with focus on how the manager can better position both for understanding and acceptance by the employee.

Informal performance chats should take place throughout the year. By doing so, the probability of increasing employee engagement, goal achievement and advancing an employee’s capability in their jobs and respective careers significantly rise.

For those companies on a calendar fiscal year, the annual review season is almost here. Many managers, especially those with large teams, look disparagingly on the process; wondering from where the time is going to materialize to complete everything on time – and complete they must.

Each year around this time national and local survey results are published, revealing actual and projected salary increases for the current and forthcoming year. HR, Compensation and Finance Managers among others, eagerly await this information for guidance on formulating their own salary budgets.