Welcome to Manager Tools. This week, Salary Discussions 2 by 2 Matrix Tool, Part 1.

The questions this cast answers are, how do I decide on raises and bonuses?

Should someone get a raise only because of their performance? How do I tell my directs about their races?

To those of you down under, we will be in Melbourne Australia the week of April 22nd for our public conferences, which means this is the

opportune time to coordinate your on-site training needs with us since most of the overseas travel costs

are going to get absorbed by the public event.

In other words, you'll save money.

So contact Maggie, her email address, M-A-G-G-I-E-A-G-I-E at Manager-Toes.com to discuss how we can deliver an effective manager,

effective communicator, or effective hiring manager to your team.

If you got a group of 15 or more, it's far more cost effective for us to come directly to you.

So, take advantage of our once a year visit to your part of the globe.

It is that time of year again.

Yeah, people are thinking Christmas and we are thinking, we're thinking performance reviews.

Exactly, exactly, exactly. And from the standpoint of the Exactly, exactly.

And from the standpoint of the direct, folks, there are a couple of things that the performance

review entails, essentially.

Now the first is the performance evaluation itself, how they did over the course of the last year.

The second bit is the salary discussion.

And managers notoriously under prepare for the performance part and then struggle having salary discussions because what they're saying they have no basis in because they don't have enough information about the performance bit of it.

And therefore managers worry about the performance bit of it. And therefore, managers worry about the tension

between what every direct wants, a raise.

And what they can actually give them.

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