Aim to be better - Consultant Barhead Solutions Employee Review

1. The employer - employee relationship should be a two-way street. I tend to feel that this relationship is skewed heavily in the company's favor. While understandable because it's business after all and it pays our salary, however, I think there are tangible ways to make the employees feel truly valued - not just expressing motherhood statements during company events. How about conducting a monthly rewards and recognition? Make the relationship go beyond seemingly being transactional and resources being dispensable anyway. 2. Consider yourself lucky if you are given the chance to work with the owner. If you do well (and the project was deemed a success), your chances of getting promoted just gone up astronomically! While you think you've been conscientious with your work, if you are not on his radar, sorry, upgrade or promotion will take more time than when you are on his project. Consider this scenario: Employee A which has been with the company for X amount of years, while Employee B for X-Y amount of years. Both are performing well. Employee A was assigned to a project that owner is very much involved in. Employee A got promoted. While Employee A's promotion is well-deserved, how will Employee B view it? Probably happy for Employee A but unhappy for herself/himself. So the point I'm making is this: the process should be made more equitable and apply a holistic approach. No playing favorites. No cutting into the line. 3. I think the salary cap policy needs to be reviewed. This is a practice in which an employee, if the salary hit the supposed ceiling, will never get an increase unless promoted. I know of a few who haven't had any increase whatsoever throughout their entire stay and it is just sad. I don't believe someone would stick around longer if the salary has been stuck at X for a long while already. If the company wants to make it more attractive and therefore retain its employees, this is worth taking a look at. An increase just to compensate for inflation might be a good start. 4. I agree with those that commented that the company is generous in giving away prizes during Christmas party yet stingy with increase and bonuses. (relates to point #3 above). It perplexes me because how is it not possible to be generous with increase/bonuses (with longer term benefits I suppose) when it is so during Christmas party? Sure, we have to be grateful for it but just reinforces my opinion that resources are viewed as just that -- consumable and dispensable (relates to point #1).