If the company is lokek, no matter how good your performance is, still the same lah…they won’t appreciate because they can simply find someone (which willing to get low paid) to substitute you (well, depends on what kind of business lah, actually I’m referring to my company :X)

An honest employer is always better than an employer who likes to hide stuff. Hiding stuff will only allow people to suspect you for favoritism. Because there’s no clear guidelines/benchmark to which people can judge themselves with. So being open-minded with how you judge your own people, is definitely helpful.

But I also believe that even if the employer is being fair and open, there will always be certain employees who don’t feel they have been treated fairly. Such employees are mostly those lousy performers who think they have done a great deal for the company.

Also agree with your general approach – being honest with oneself is the first step to success. Far too much bitching goes on in offices, and whenever someone is successful one of the first reactions is to look for some negative reason (s/he is of right race/nationality, she slept with someone, etc…).

Actually, not all big companies have proper performance evaluation process. Some of them are more time consuming than useful. =_=

Well, I do believe that some of these local companies do realize about the losses incurred but, maybe, they don bother to do anything due to their ego. :p after all, their ego is more valuable than the good people who are being forced to leave the company

In my view, the less transparent the increment mechanism is, the higher the dissatisfaction rates. I think people can accept penalties if all measurements show they had underperformed. What can they say if they fell 20% short of target. But what people cannot accept is suspicions of favoritism.

I had the opportunity to work in an environment that flies by balanced scorecard, something that I helped create. We opened our system to challenges when it came to how compensation was derived from the staff’s own KPIs. Glad to say we managed to reduce salary-related complaints by over 80%.

The trouble with local companies is how they believe they know everything. If they knew how much money they throw down the drain due to staff turnover, I think they’ll be scrambling to stop the leaks.

That’s not a good thing to do actually. Best to be honest and tell what you feel (in a polite way). Find out what went wrong and try to correct yourselves.

p/s… actually i’m not those people complaining about salary :p so i have no issue with my supervisors actually.

anyway, we can do something about it doing the yearly appraisal. this is the best time to talk to your superior on what is lacking on your part. as with some points above, maybe there is something you thought you were doing right, but instead was wrong in his eyes.