TweetSounds like some great benefits, especially if health insurance only costs $80/month. That has to be for a single guy, is that right? Most of my coworkers pay HUNDREDS per month for family coverage.

Sounds like you work for a pretty typical large company that has adopted "best practices". I work in power generation and have annual reviews as well as mid-year reviews. Theoretically, annual raises are based on these reviews. The mid-year is used to get a measure of performance while there is yet time to make changes if needed before the annual.

As far as a .50 raise goes, I'd want to know what that correlates to in terms of percent before making any statement about whether I think it's good or bad. You said the guy is one of your better techs. How is the company doing? How is your branch doing? Making money?

2 years ago, I got a 3% raise. Subsequently, the company made a major schedule change which resulted in working more hours for less money (less OT built into the schedule; more regular hours); less time off (I do shift work, not a M-F job). The company (which had recently purchased the plant) also changed the OT policy, further reducing OT pay. It also reduced (actually eliminated) sick time. These changes resulted in a 3% reduction in pay, totally wiping out my 3% raise.

All that said, I knew I did a good job last year. My annual review supported that. In fact, my boss used the phrase, "knocked it out of the park" during my annual review to describe my performance. I then received a 2% pay increase, termed an "annual performance increase". My raise did not correlate to my performance according to my review.

I was insulted.

Further, I was told that the average pay increase was 3%. So, after getting a "knocked it out of the park" performance rating, I got a "below average" 'annual PERFORMANCE increase'? I was yet more insulted.

On top of all that, the 2% raise still leaves me 1% short after last year's raise/reduction debacle.

I left. A recruiter recently got to me and I took the job. Increased my pay by 15% AND a 17-1/2% bonus (not guaranteed, but historically the bonus is paid at 100% or more - last year was paid at 110%).

Had I gotten a 3% raise instead of 2% I would not have been cruising LinkedIn communicating with recruiters and would have been pretty content with my pay.

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Originally Posted by Northeastconfederate

Sounds like some great benefits, especially if health insurance only costs $80/month. That has to be for a single guy, is that right? Most of my coworkers pay HUNDREDS per month for family coverage.

Sounds like you work for a pretty typical large company that has adopted "best practices". I work in power generation and have annual reviews as well as mid-year reviews. Theoretically, annual raises are based on these reviews. The mid-year is used to get a measure of performance while there is yet time to make changes if needed before the annual.

As far as a .50 raise goes, I'd want to know what that correlates to in terms of percent before making any statement about whether I think it's good or bad. You said the guy is one of your better techs. How is the company doing? How is your branch doing? Making money?

2 years ago, I got a 3% raise. Subsequently, the company made a major schedule change which resulted in working more hours for less money (less OT built into the schedule; more regular hours); less time off (I do shift work, not a M-F job). The company (which had recently purchased the plant) also changed the OT policy, further reducing OT pay. It also reduced (actually eliminated) sick time. These changes resulted in a 3% reduction in pay, totally wiping out my 3% raise.

All that said, I knew I did a good job last year. My annual review supported that. In fact, my boss used the phrase, "knocked it out of the park" during my annual review to describe my performance. I then received a 2% pay increase, termed an "annual performance increase". My raise did not correlate to my performance according to my review.

I was insulted.

Further, I was told that the average pay increase was 3%. So, after getting a "knocked it out of the park" performance rating, I got a "below average" 'annual PERFORMANCE increase'? I was yet more insulted.

On top of all that, the 2% raise still leaves me 1% short after last year's raise/reduction debacle.

I left. A recruiter recently got to me and I took the job. Increased my pay by 15% AND a 17-1/2% bonus (not guaranteed, but historically the bonus is paid at 100% or more - last year was paid at 110%).

Had I gotten a 3% raise instead of 2% I would not have been cruising LinkedIn communicating with recruiters and would have been pretty content with my pay.

Sent from my [device_name] using Fitnessgeared mobile app

yes that insurance cost is just for me not the wife and i. for both of us it is $150.00 per month.

his raise was a 2% increase in his pay.. others got the same amount but there pay was more so it made them earn 1.8% and so on. he was the only one who said anything which i am glad he did so atleast i know.

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Originally Posted by Northeastconfederate

Sounds like some great benefits, especially if health insurance only costs $80/month. That has to be for a single guy, is that right? Most of my coworkers pay HUNDREDS per month for family coverage.

Sounds like you work for a pretty typical large company that has adopted "best practices". I work in power generation and have annual reviews as well as mid-year reviews. Theoretically, annual raises are based on these reviews. The mid-year is used to get a measure of performance while there is yet time to make changes if needed before the annual.

As far as a .50 raise goes, I'd want to know what that correlates to in terms of percent before making any statement about whether I think it's good or bad. You said the guy is one of your better techs. How is the company doing? How is your branch doing? Making money?

2 years ago, I got a 3% raise. Subsequently, the company made a major schedule change which resulted in working more hours for less money (less OT built into the schedule; more regular hours); less time off (I do shift work, not a M-F job). The company (which had recently purchased the plant) also changed the OT policy, further reducing OT pay. It also reduced (actually eliminated) sick time. These changes resulted in a 3% reduction in pay, totally wiping out my 3% raise.

All that said, I knew I did a good job last year. My annual review supported that. In fact, my boss used the phrase, "knocked it out of the park" during my annual review to describe my performance. I then received a 2% pay increase, termed an "annual performance increase". My raise did not correlate to my performance according to my review.

I was insulted.

Further, I was told that the average pay increase was 3%. So, after getting a "knocked it out of the park" performance rating, I got a "below average" 'annual PERFORMANCE increase'? I was yet more insulted.

On top of all that, the 2% raise still leaves me 1% short after last year's raise/reduction debacle.

I left. A recruiter recently got to me and I took the job. Increased my pay by 15% AND a 17-1/2% bonus (not guaranteed, but historically the bonus is paid at 100% or more - last year was paid at 110%).

Had I gotten a 3% raise instead of 2% I would not have been cruising LinkedIn communicating with recruiters and would have been pretty content with my pay.

Sent from my [device_name] using Fitnessgeared mobile app

i was in a hurry this morining. this year has been a rough year. the end of our year was july and aug of last year and sales were off.. then sept started our new year and we got hit by hurricane irma and profit was off 100k.. yes that is profit not projected sales.. yes the year got better and the last i seen we dug ourself out of the hole the last i looked we were still in the hole by 20k or so. i was suprised the company gave out raises..

i had another guy who is alot greener then the first guy he *****ed about his raise today and was upset how much he got. the dollar amount he makes he got alittle over 3% increase...

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Originally Posted by apbt549

i was in a hurry this morining. this year has been a rough year. the end of our year was july and aug of last year and sales were off.. then sept started our new year and we got hit by hurricane irma and profit was off 100k.. yes that is profit not projected sales.. yes the year got better and the last i seen we dug ourself out of the hole the last i looked we were still in the hole by 20k or so. i was suprised the company gave out raises..

i had another guy who is alot greener then the first guy he *****ed about his raise today and was upset how much he got. the dollar amount he makes he got alittle over 3% increase...

To me, all of this needs to be considered; it's all relevant when it comes to pay increases, even though in many cases personal performance and company performance aren't directly related. If a company is not doing well - making money - it naturally wants to minimize costs, and one of a company's biggest costs is often its payroll. Employees need to bear this in mind. Under those circumstances getting a raise at all is a pretty strong show of appreciation from the company. By the same token, the company - upper management, I'm talking about a company as if it isn't a group of people - should be transparent about its earnings with its employees. That way, the employees are capable of looking at their raise or whatever in light of the big picture.

Of course, there will always be those who are too short sighted and self centered to see anything but their own perspective and none of that will matter. These are the same people who always think management sucks and are out to get the help; the "us against them" crowd. Nothing you can do to help those people IMO.....

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Originally Posted by Northeastconfederate

To me, all of this needs to be considered; it's all relevant when it comes to pay increases, even though in many cases personal performance and company performance aren't directly related. If a company is not doing well - making money - it naturally wants to minimize costs, and one of a company's biggest costs is often its payroll. Employees need to bear this in mind. Under those circumstances getting a raise at all is a pretty strong show of appreciation from the company. By the same token, the company - upper management, I'm talking about a company as if it isn't a group of people - should be transparent about its earnings with its employees. That way, the employees are capable of looking at their raise or whatever in light of the big picture.

Of course, there will always be those who are too short sighted and self centered to see anything but their own perspective and none of that will matter. These are the same people who always think management sucks and are out to get the help; the "us against them" crowd. Nothing you can do to help those people IMO.....

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i agree with you.. one huge thing about this company we are an employed own company.. all of this making money and how much we have lost is something i give them weekly and monthly. over the last 2 years i have been working with the county to add on to our shop. the work with the county to allow us to do this has taken me 2.5 years to do and at the end of the day we started that this year in march and is going to cost us 350k and everyone knows this.. this is a huge expense and on top of this we are in the hole at the end of the year so far.. on top of this we have paid for everything out of pocket as a company. we havent borrowed any money from any bank it has been coming out of my branch checking account. how do i know i see the checks and approve them before they are cut i can tell you how much money we have in our branch bank account.. we are also self insured..

i have been there going on 5 years now. this is the first time i have worked for an employee owned company and have seen such numbers and they want them shared with everyone in that branch.. i can also tell you how much our other branches have made or lost...

like you said i feel this is there issue for not looking at the big picture...thanks for your opinion...