Hi All, our mid year performance review policy does not talk about increments, however, we will be considering it for few people who have done exceptionally well. should we specify in the policy? we don't want all employees to expect that they will get salary revision.

I think you can skip as its case by case basis

ok

Are you going to give salary revisions to all employees who have done exceptionally well, or only a few of them? Remember that employees will share this information with their close colleagues, which could create a sense of inequality. This could lead to some employees feeling undervalued or resentful, which could negatively impact morale and productivity. also, if your website mea, and mentions that your company culture is transparent, collabarative, highest integrity. employees will question, so mention in the policy, that "Salary adjustments may occur during the mid-year review for exceptional individuals, as determined by senior leadership decisions. It's important to emphasize that not all outstanding employees will necessarily receive such adjustments, and this determination may change based on the company's financial performance" Employees who have performed exceptionally well according to our organizational goals may be considered for salary increments on individual basis. These increments will be awarded only if a budget allocation is available and are subject to changes based on the company's economic conditions and market conditions. Salary increments may be provided in the middle of the year to certain exceptional individuals as determined by senior leadership decisions. It's important to note that not all exceptional employees will receive salary increments, and this decision is subject to change based on the company's profitability."

Hey @Jasmeet Dhanjal The policy wordings are suggested to be neutral, and based on the maturity of the team.

The team comprises of young folks, their expectations are very high.. i was worried if i specify they all will expect a revision..

provide it as a bonus accelerator bonus or high-performing bonus or salary increments. In the beginning, there might be denial but they will get to the acceptance stage once the leadership team interacts with them. You are providing the revision based on performance, let the leaders calibrate the performance and nominate the people. It depends on how you narrate the story to them.

In the given case, it is good not to mention increments or hikes in the policy.