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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]If there is no clear criteria for how raises might be divided up (i.e., employee evaluation rating, productivity numbers, etc), or if there IS criteria and it was not communicated in advance -

DO NOT give more to some/less to others. That is the best way to engender ill will and destroy morale. Without clear indicators of how this decision is made, and communication of these indicators in advance, this could easily be interpreted as favoritism. Those receiving less would possibly be at a loss as to why they received less, and wonder why dissatisfaction with their performance wasn't communicated earlier.[/quote]

Agree.  Our company gives each manager enough for 3% raises for everyone but it is to be divvied out based on our end of year evals which are required to average out to a 3 on a 1-5 scale.  If you get a 4 or a 5, you are likely to get more than 3% (but 4 and 5 are rare) and if you get 1 or 2, you are likely to get less than 3% but you will also likely already be on a PIP of some kind.  Raises come after the end of year assessments and are directly driven by them.  If they weren't, people would get nasty about it.  [/quote]

Same where I work.  What is the motivation to work hard if everyone is getting the same increase?[/quote]

+1. Give the good workers 2.5% or 2% and the fabulous workers 4% or more. We get our raises based on our evaluations on a scale of 1-5 too. [/quote]

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