We know this would be met with a bit of mixed response, but why reward bad behaviour? Why is it sometimes, easier for managers to just give a bonus than critique a poor performer? Many recipients don’t meet that standard and that could be bad for business.
You know you’re rewarding poor performance when a staff:
Puts in the time—but not the effort
While performance reviews are great, salary raises without consideration of improvement are not a good practice. The time it takes to improve your skills, add value, and meaningfully contribute to an organization varies by employee, and you never want to reward ‘putting in the time’ without also putting in effort.
Has poor attendance
If an employee can’t be dedicated enough to come to the office (pending the circumstance, of course), you shouldn’t justify giving them a raise. You need to see that they take coming to work seriously and perform their job to the best of their ability.
Doesn’t demonstrate clear signs of growth
People need to show considerable improvement in their skills, knowledge, and abilities. Without the dedication to improving their skill sets, they quickly become stagnant and marginalized in the office space. Growth in skills is clearly required for growth in pay.
Is doing “just fine” at work
Big raises should be for big performance. Just showing up and doing a job isn’t enough grounds for a salary increase. If employees want raises in salary, then they’d better start showing that they’ve contributed more than the basics.
Rarely improves self
It’s important for employees to constantly stay educated so they can keep up with the needs of their industry. You may not always have the time or resources to train people, so it’s important they take the initiative. You wouldn’t want to help people with more dated skill-sets at the expense of people with more cutting-edge skills, would you?