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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Salary Increment

Salary increment or salary raise refers to an increase in employee compensation after having completed a year of service in the company. It is usually offered during work anniversaries.

What is salary increment?

A salary increment, also known as a pay raise or salary increase, is an adjustment to an employee's salary to reflect an increase in their job responsibilities, performance, or market value. Salary increments are usually given to reward employees for their contributions and to ensure their compensation remains competitive within the industry.

Listen, recognize, award, and retain your employees with our Employee engagement software  

What is the impact of salary increment on an employee and an organization?

The impact of a salary increment is different for both the employee and the organization:

  • For the employee: A salary increment can increase an employee’s motivation and job satisfaction. It’s a tangible recognition of their hard work and contribution to the company. It also increases their overall income, which can improve their financial stability and quality of life.
  • For the organization: Offering regular salary increments can help a company retain its best employees, as it shows the company values their contribution. It can also attract high-quality candidates, as competitive pay is an important factor for many job seekers. However, companies also need to balance this with their budget constraints and ensure that salary increments are sustainable in the long term

What are the factors that affect salary increment?

The factors that affect salary increment are:

  • Job performance: Job performance is one of the major components that play a crucial role in salary increment. Every quarter, organizations conduct performance reviews to determine the ratio of salary increments to be provided after the completion of 1 year.
  • Market conditions: Salary increments are influenced significantly by market conditions, with companies adapting pay scales in response to industry trends and economic factors. For example, during periods of economic expansion, organizations might provide more substantial salary increments as a strategy to retain top talent.
  • Company profitability and industry standards: Salary increments are determined by employers considering their company's profitability. Generous raises are more likely to be granted to employees when the company experiences strong financial performance.
  • Years of experience and education level: An employee's salary increment rate is influenced by their years of experience. Seasoned professionals with extensive expertise generally receive higher pay increases compared to those at the beginning of their careers. Individuals with advanced education levels, such as master's degrees or specialized certifications, may be eligible for more substantial raises.

When should salary increment be provided?

Salary increments are typically given annually during performance reviews or appraisal cycles. However, there may be other occasions when a salary increment is warranted.

  • Promotions: When an employee is promoted to a higher position with increased responsibilities, a salary increment is usually given to reflect the new role and level of expertise required.
  • Increased job responsibilities: If an employee takes on additional responsibilities or duties that were not originally part of their job description, a salary increment may be warranted to recognize the increased workload.
  • Market adjustments: Suppose market conditions change and the salaries offered by other employers in the industry increase. In that case, salary increments may be necessary to retain top talent and remain competitive.
  • Exceptional performance: When an employee consistently performs above expectations and exceeds their targets, a salary increment can be a way to reward and motivate them.
  • Retention purposes: Salary increments can also be used as a retention tool to prevent valuable employees from seeking opportunities elsewhere. By providing competitive compensation, organizations can retain their top performers.

How do you request a salary increment?

Requesting a salary increment can be a nerve-wracking task for many employees. However, with careful preparation and a well-structured approach, you can increase your chances of success.

Here are some steps to follow when requesting a salary increment:

  • Research market rates: Before making your request, research the market rates for your position and industry. This will provide you with a benchmark against which to assess your current salary and demonstrate your value.
  • Document your achievements: Prepare a comprehensive list of your accomplishments, contributions, and any additional responsibilities you have taken on since your last salary review. Quantify your achievements wherever possible to showcase your impact.
  • Schedule a meeting: Request a meeting with your supervisor or the appropriate HR representative to discuss your salary increment request. Be professional and state your intention clearly in the meeting request.
  • Prepare a compelling case: In the meeting, present your case for a salary increment by highlighting your achievements, increased responsibilities, and market research. Clearly articulate why you believe a salary increment is justified.
  • Be open to alternatives: While your primary goal may be a salary increment, be open to considering other forms of compensation, such as additional benefits, professional development opportunities, or performance bonuses.
  • Negotiate with confidence: If your initial request is not immediately approved, be prepared to negotiate. Listen to the feedback and be open to finding a mutually beneficial solution.
  • Follow up in writing: After the meeting, summarize the key points discussed in an email or letter. This serves as a written record of your request and ensures all parties are on the same page.

How is salary increment determined?

Salary increment is determined by several factors:

  • Performance: An employee’s performance is usually the most significant factor. This is often assessed through a performance appraisal process, where the employee’s work is evaluated against set objectives.
  • Market trends: Companies often benchmark their salaries against the market to ensure they remain competitive. If the market rate for a particular role increases, the company may adjust its employees’ salaries accordingly.
  • Company performance: The overall performance of the company can also impact salary increments. If the company is doing well financially, it may be more able to provide generous salary increments.
  • Skills and experience: Employees who have gained new skills or experiences, or who have taken on additional responsibilities, may be awarded a higher salary increment.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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