I run a small business and I have someone who has worked for me for nearly 10 years. Over this time, I have adjusted her compensation at her request, but lately she has been asking for raises more frequently. This year I have given her two raises, and now she has asked for a third. I don’t mind rewarding a good, loyal employee, but she is getting a raise every three months. How should I manage this?
If you’re giving out raises every time an employee asks, I want to work for you. Do you do that with time off, too? You’re the manager of the year! You’ve created this situation, so don’t be upset with her for asking again. You need to set clear expectations about what someone’s role is, what success looks like, what they are doing well and where they need to improve. You also need to make it clear how compensation will be handled, and when they will be eligible for a compensation review. Usually, that happens once a year, unless someone’s responsibilities change. So take control. Hit the reset button and have a conversation with your employee. Explain what the expectations are going forward, listen, and come up with a plan for when and how you will do the above and when she will next be eligible for a review.
I’m applying for a job that requires a detailed background check going back to high school. Given what’s been going on in politics, I’m worried that some silly sophomoric things I did in high school will prevent me from being hired. Should I fess up and hope transparency and context will save my job prospects, or hope the employer doesn’t uncover them?
It depends on what you consider “sophomoric.” Sexual assault is criminal, not high-school high jinks. Swallowing live goldfish in a drunken stupor is sophomoric (and disgusting and stupid), but would not be disqualifying for a job. Answer every question truthfully. If there is something you are concerned about, it’s better to volunteer the information and explain, rather than have it surface as if you were hiding it. You can never recover from lying, directly or by omission.
Gregory Giangrande is a chief human resources and communications officer in the media industry. E-mail your career questions to gotogreg@nypost.com. Follow Greg on Twitter: @greggiangrande. His Go to Greg podcast series is available at iTunes.
