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The author:(作者)左published in(发表于) 2013/11/12 0:12:51 Over 80% of respondents said employees and talk about a raise difficult
To the end of pay and workplace who hotly debated topic. Everyone is looking forward to their own salaries year after year, but the increase is not easy. Last week, the center of China Youth daily social survey by Sohu news clients to 20,351 people, according to a survey, 43.9% of respondents talked to units and raise issues; 86% of respondents felt current unit staff and talk about a raise difficulties.
After the Li Xin (a pseudonym) in Hangzhou, an IT company is responsible for site operation. In the company for more than six months, his salary went up 200 Yuan, "with the growth in company time, more and more work on my hands. Currently making wages, always feel a little aggrieved. " Recently, while completing a project, what he did speak to the Manager for a raise. But the Manager said he had high expectations, has not promised to pay right away. Li Xin laughs, he worked for two years has been to skip the 3 time slots, and every move will bring a pay raise, easier than talking to company for a pay rise.
A game company in Beijing art Peng Jianan do it for 9 months. When the contract was signed, the company said it will pay adjustments in her entry. But from an internship at the formal entry, her salary has not risen. She submitted application for a raise, but could not get a clear answer. "I recently heard colleagues say, never changed this post salary, there is no chance of promotion. "Li Xin said that if a pay rise, and she resigned after years.
Investigations revealed that 51.9% per cent of the respondents from one to two years can get chance to raise, 17.8% respondents three years can get a, 13.8% of respondents 5 years or more to get the chance to raise.
In the respondent's view, staff requested not to agree, mainly because employers are only concerned about the interests of the company (65.1%). 15.4% per cent of respondents felt that the reason was inadequate understanding of employee performance and contribution to the work, 9.6% of the respondents felt that the reason lies in the capability or substandard performance of staff.
Zhang Ying at a Shanghai law firm human resources management. In her view, employee and company talk about compensation, mainly at the time of application. After entering the company, worried about the affect their image, talking to his boss for a raise of less than. "In pay bargaining with the company, are mostly capable of leading people in the company. For many positions, and company's industry average salary parity with, to talk about the space is not large. ”
Investigations revealed that the 63% of respondents feel their unequal distribution of remuneration.
"The company's treatment of employees, mainly based on their capabilities and contributions. "Marketing Manager of an IT company in Beijing, Zhao told Xinhua that during recruitment, graduates, the company gives compensation is generally fixed. Due to the newcomers in the workplace is still in the learning stage, wage growth is relatively slow. And have a certain experience of the dedicated staff, natural high starting salary. Because they are very easy to make accomplishment, opportunities for salary increases are also relatively high.
The survey, 37.7% respondents indicated that if it cannot raise would consider anyway, 34.4% per cent of respondents said they might, sum up to 72.1%.
"Waiting for the boss to give employees a raise is not an easy thing, sometimes employees have to take the initiative to ask for a raise. "In Zhang Ying seems, on pay zhiqian, employees personal should do full prepared; on pay Shi, made of pay lines to clear, to more stressed themselves of value and contribution, and avoid on buy car buy room, plans, or with others of wage do comparison," sometimes company may more willing to provides other of award or compensation, so employees also without will eyes Council limited to pay above ".
Investigation in the, for effective to with units on pay, by visit who to out following recommends: looking for suitable of way and the time for Exchange (29.3%); Note collection personal work performance and contribution, pay evidence (26.1%); understanding company of operating situation and pay system (24.4%); active and led communication, understanding itself insufficient of Department (17%); records Xia extra of work task and by occupy of time (12.2%); seriously writing summary report and year-end summary (6.2%).
(Original title: 86% respondents felt that employees raise difficulties he and units)
年底将至，薪资又成为职场人热烈讨论的话题。人人都盼望自己的薪酬一年比一年高，但是加薪却并不容易。上周，中国青年报社会调查中心通过搜狐新闻客户端对20351人进行的一项调查显示，43.9%的受访者和单位谈过加薪问题；86.0%的受访者感觉当前员工和单位谈加薪困难。
80后的李欣(化名)在杭州某IT公司负责网站运营。进公司半年多，他的工资只涨了200元，“随着在公司工作时间增长，我手上的工作也越来越多。目前拿这些工资，心里总感觉有些委屈”。最近，趁着完成一个项目，他找经理谈了加薪的事情。但是经理只表示对他有更大的期望，却没有答应马上加薪。李欣笑言，他工作两年已经跳过3次槽，而每次跳槽都会带来薪酬的提升，比和公司谈加薪要容易。
在北京某游戏公司做美编的彭嘉楠到公司9个多月了。当初签订合同时，公司表示会在她入职后调整薪酬。但是从实习到正式入职，她的薪酬一直没有涨过。她为此递交过加薪申请书，但没能得到明确答复。“最近我听同事们说，这个岗位的工资从来没有变过，也没有提升的机会。”李欣表示，如果加薪不成，她打算年后辞职。
调查显示，51.9%的受访者一到两年可以获得一次加薪机会，17.8%的受访者3到5年可以获得一次，13.8%的受访者5年以上才能获得一次加薪机会。
在受访者看来，员工加薪请求得不到单位同意，主要原因在于用人单位只关注公司利益(65.1%)。15.4%的受访者认为原因在于单位对员工工作绩效和贡献了解不足，9.6%的受访者认为原因在于员工工作能力或表现未达标。
张莹在上海某律所做人力资源管理工作。在她看来，员工与公司谈薪酬，主要是在应聘的时候。进入公司以后，由于担心影响自己形象，与老板谈加薪的人比较少。“能够与公司在薪酬上讨价还价的，大多是能够在公司独当一面的人。对于很多岗位来说，公司给出的薪资一般与行业平均水平持平，可谈的空间也不大。”
调查显示，63.0%的受访者感到自己所在单位的薪酬分配不公平。
“公司给员工的待遇，主要还是根据员工能力和贡献而定的。”北京某IT公司市场部经理赵先生告诉记者，在招聘时，对于应届毕业生，公司给出薪酬一般是固定的。由于职场新人还处在学习阶段，薪酬增长也相对缓慢。而有一定工作经验的员工，起薪自然较高。由于他们很容易做出成绩，加薪的机会也相对多。
调查中，37.7%的受访者表示如果加薪不成会考虑跳槽，34.4%的受访者表示可能会，总和达72.1%。
“等待老板主动给员工加薪不是一件容易的事，有时员工也得主动要求加薪。”在张莹看来，谈加薪之前，员工个人应该做好充分准备；谈加薪时，提出的薪酬额度要明确，要多强调自己的价值和贡献，而避免谈买车买房等计划，或与其他人的工资做比较，“有时公司可能更愿意提供其他的奖励或补偿，所以员工也不必将目光局限于薪酬之上”。
调查中，对于有效地跟单位谈加薪，受访者给出以下建议：寻找合适的方式及时间进行交流(29.3%)；注意收集个人工作绩效和贡献等加薪证据(26.1%)；了解公司的经营状况与薪酬制度(24.4%)；积极与领导沟通，了解自身不足之处(17.0%)；记录下额外的工作任务和所占据的时间(12.2%)；认真书写总结报告和年终总结(6.2%)。
(原标题：86%受访者感觉员工和单位谈加薪困难)
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