Disapproving Raises, Promotions, or Transfers for Your Staff
Guidelines and Alternate Phrases
Begin on a positive note; acknowledge the request and thank the employee for his accomplishments, initiative, new idea, or at least interest in assuming new responsibilities.
Thank you for offering to help us out in the Detroit area. From all appearances, we need something to happen there fast.
I appreciate your writing to let us know of your interest in transferring to our new location at the end of the summer.
We received your letter outlining the ways you would like to contribute to our success here at Glamore and Associates.
Thank you for being so candid with your expectations about your future responsibilities here at Bryan-Westin.
Thank you for forwarding your résumé and information packet with the summary of your accomplishments here.
We are always pleased to receive new ideas from employees for ways to grow—even if that might involve a complete restructuring as you outlined.
Give adequate reasons for declining a raise or promotion. If the employee’s performance is deficient in some areas, point those areas out in a positive way and tell him/her specifically how he/she can improve and what your standards of measurement are. If “no money” is the claim, be convincing. Be careful with this reason, however, so you don’t start financial-problem rumors that may create panic among the ranks. If you have no freedom to grant raises because salaries follow pre-existing guidelines, explain that.
All promotions have been put on hold for the next six months.
I simply have no more budget to work with this year.
We feel a promotion at this time would be premature—that is, until you have gained more experience with the System AZ2 and are able to make service calls unaccompanied.
The review committee has already decided they would like to bring someone in from the outside to get a new perspective on our expansion efforts.
We believe we need someone in that position who can travel extensively at a moment’s notice.
We have decided transfers to the new office should first be offered to our qualified employees with at least 10 years’ service here.
The rumors you’ve probably heard are true. We simply are being forced to freeze our salaries at the current level.
Meet the employee’s need for recognition in another way, if possible, such as a title change or participation in another employee benefit program.
State under what conditions you may change your mind about the decision. Promise later review or state circumstances that may alter the present situation. If, on the other hand, you would like to see the employee leave, tactfully wish him success in “finding something that may give you the opportunities you deserve.”
I’ve identified one particular area that we need to work on in the next few months: problem-solving with customers.
I have decided the promotion would be inappropriate primarily for one reason—the increased customer contact necessary in that position. There have been some past problems with difficult customers, and I’d like us to work on further improvement in that regard.
While your telephone skills are certainly adequate, I think organization would be a problem with the increased coordination required for scheduling. Why don’t we spend some concentrated time on improving your organizational skills?
Should you receive this additional training, please bring that to our attention.
If the new product gets the go-ahead, we will be in touch again and resume these discussions about how you can work with us then.
If we do have a vacancy that calls for the skills that you can bring to the job, we will be happy to discuss this kind of promotion then.
Commend the employee for his or her past contributions to the company, or personal strengths or skills.
Thank you for your past contributions to our efforts here in Harrisburg.
We think you’ve done a fine job for us over the past two years.
We’ve noticed and appreciated your contributions in your present position, an important one in our estimation.
Thank you for serving the organization so well in your current position.
Your skills have been just what we’ve needed in your present position. Thank you for your energy and enthusiasm for the tasks there.
We certainly have been impressed with your past performance.
We appreciate your loyalty.
We appreciate your willingness to learn new things and contribute in any way we need you.
We value your eagerness to learn and grow in the job.
We are pleased to have you working with us here at Capital Associates.
Thank you for your contributions to our past growth.
Thank you for sharing your technical expertise with us.
We appreciate your new ideas and your willingness to discuss them with us.
We have the same objectives in mind—satisfied employees and profitability. Thank you for helping us achieve both.
Thank you for your outstanding work in coordinating our workshops.
We are so pleased to know of your commitment to our success here. We want to work toward helping you grow into the jobs you feel are in line with your interests.
We continue to be very pleased with the excellent service you’re giving our customers. Thank you for that effort.
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