Salary Negotiations’ Post

How to Prepare for an Appraisal Discussion with Your Manager Your performance appraisal is a golden opportunity to showcase your achievements, ask for a raise, and discuss your career growth. But walking into that meeting unprepared could mean missing out on valuable feedback, promotions, or salary increases. I’ll guide you through the exact steps to prepare for an appraisal discussion so you can impress your manager and take your career to the next level! 🚀 #performancereview #appraisaldiscussion #salarynegotiation #careergrowth #workplacesuccess #professionaldevelopment #employeereview #careeradvancement #annualreview #selfevaluationtips https://hirenow.site/ https://lnkd.in/dqtjjPZh https://lnkd.in/dX_ivgeX

How to Prepare for an Appraisal Discussion with Your Manager Your performance appraisal is a golden opportunity to showcase your achievements, ask for a raise, and discuss your career growth. But walking into that meeting unprepared could mean missing out on valuable feedback, promotions, or salary increases. I’ll guide you through the exact steps to prepare for an appraisal discussion so you can impress your manager and take your career to the next level! 🚀 #performancereview #appraisaldiscussion #salarynegotiation #careergrowth #workplacesuccess #professionaldevelopment #employeereview #careeradvancement #annualreview #selfevaluationtips https://hirenow.site/ https://lnkd.in/dqtjjPZh https://lnkd.in/dX_ivgeX

🌟 Performance Appraisal: More Than Just Salary Talks 🌟 Performance appraisals are often misunderstood as merely a process to discuss salary increments. But in reality, they hold far greater potential. When approached with the right mindset, appraisals can be a mutual eye-opener for both employers and employees. Here’s what a meaningful appraisal should focus on: ✅ Reflecting on successes and failures over the past year. ✅ Analyzing challenges faced and how they were addressed. ✅ Gaining constructive feedback that fosters growth for both parties. ✅ Building a collaborative plan for a stronger, more successful next year. It’s a moment to align goals, recalibrate expectations, and strengthen the employer-employee partnership. When both sides approach the discussion openly, with a willingness to learn and improve, it becomes a powerful tool for growth—not just professionally but also personally. Let’s remember: Appraisal is a two-way street. It’s not about judgment but about progress. When accepted with the right spirit, it becomes a stepping stone for better opportunities and greater achievements in the year ahead. 💬 What’s your take on performance appraisals? How do you approach them in your organization? Let’s share ideas and build a culture of growth together! #PerformanceAppraisal #GrowthMindset #EmployeeDevelopment #Leadership #CareerProgression

We often hear that employees come into performance reviews only caring about one thing: their salary. It’s understandable, but if we want performance reviews to be about growth, development, and career planning, we need to separate them from salary discussions. When salary and performance are combined, the real focus—training, promotions, constructive feedback—gets lost. And that’s a missed opportunity. Here's what we recommend: Keep performance reviews regular and separate from salary talks. No one should be surprised by the feedback they get. Let’s build reviews that actually help our teams grow! #Leadership #PerformanceReviews #HRStrategy #EmployeeGrowth #FeedbackCulture #WorkplaceDevelopment #HRBestPractices

FOR HEAVEN SAKE, SEPARATE THE ANNUAL PERFORMANCE REVIEW FROM BOTH ANY REMUNERATION DISCUSSION AND THE SETTING OF NEXT YEAR’S OBJECTIVES ! Why? From the annual performance review will result the IDP (Individual Development Plan). The IDP will have identified the skills and competencies the employee is lacking and those needed for his/her career. The review will also highlight the skills, competencies and talents they already possess. These assessments are necessary to decide on the objectives, KPIs, etc. that can be assigned next year (or the training necessary before starting). We don’t want to apportion objectives that employees don’t have the skills to complete. Remuneration discussions must be separated from annual appraisals or the whole discussion could result in an acrimonious dispute on achievements and perceived ‘failures’. And where each party is positioning to negotiate the best deal from their point of view. Far better to have a calm, open discussion and evaluation quite separate from any considerations of salary increases or bonuses. N.b. Concerning performance reviews, the optimal solution to assure their objectivity is to train all employees to track their own performance and collect on-going feedback. This on a regular basis over the whole year

Why you should separate performance reviews from salary reviews 💡 Combining them can lead to confusion and missed opportunities for meaningful feedback. By keeping them separate, you ensure clear communication, focused growth, and better alignment with team goals. 🚀 #LeadershipTips #PerformanceReviews #WorkplaceGrowth

FOR HEAVEN SAKE, SEPARATE THE ANNUAL PERFORMANCE REVIEW FROM BOTH ANY REMUNERATION DISCUSSION AND THE SETTING OF NEXT YEAR’S OBJECTIVES !  Why? From the annual performance review will result the IDP (Individual Development Plan). The IDP will have identified the skills and competencies the employee is lacking and those needed for his/her career. The review will also highlight the skills, competencies and talents they already possess. These assessments are necessary to decide on the objectives, KPIs, etc. that can be assigned next year (or the training necessary before starting). We don’t want to apportion objectives that employees don’t have the skills to complete. Remuneration discussions must be separated from annual appraisals or the whole discussion could result in an acrimonious dispute on achievements and  perceived ‘failures’. And where each party is positioning to negotiate the best deal from their point of view. Far better to have a calm, open discussion and evaluation quite separate from any considerations of salary increases or bonuses. N.b.  Concerning performance reviews, the optimal solution to assure their objectivity is to train all employees to track their own performance and collect on-going feedback. This on a regular basis over the whole year

Performance appraisals It is an art to excel in the Performance appraisals. Every one of us experienced that. It is not an one off event. It is a continuous evaluation process. The following tips might help you in this: 1. Continuous evaluation has to be done not only on your performances but also on the company's performance. This will help you what to expect and allow one to understand their worth in the organization. 2. Be aware of the internal politics and the team dynamics with the boss. 3. Keep listing down all the achievements from the last appraisals to date. Segregate them based on their impacts on the organization. 4. Present the most impactful and less visible tasks first since you need more time to explain. Present the known achievements at the end since no explanation is required for them. 5. Do not give highest ratings to all your tasks in your self appraisals which is practically not possible. 6. Do not open up the discussion on the expected salary hike and promotion, before the reporting authority gives their positive feedback on your performance. Let us connect 🤝 #performanceappraisal #pa

Right now, I’m deep in the process of writing six performance appraisals that are due this month. It’s a lot of work, but it’s also a chance to reflect on each person’s contributions, growth, & potential. But it’s also got me thinking: How do we feel about the review process overall? Is it still relevant, or does it need a revamp? Should appraisals be tied directly to compensation, like salary increases or bonuses? What criteria should we evaluate to make it fair and meaningful? I’d love to hear what’s working (or not working) in your organization. Do you think reviews are necessary & helpful, or outdated & cumbersome? Are there better ways to measure performance & recognize contributions? Let’s start the conversation - your insights could inspire a new approach! #PerformanceAppraisals #EmployeeReviews #HRInsights #CompensationAndPerformance #LeadershipChat