Examples of promises could be:
“You’ll have a steady progression of raises.”
“There’s no way we would fire you. As a matter of fact, we rarely fire anyone here.”
“You’ll always make more money than the industry norm for your position.”
“You’ll always have these perks.”
Are you 100% sure of any of those promises?
Your new recruit might do fantastic but if the company hits very hard times, you may not be able to keep that progression of raises intact.
You always want to keep the door open to be able to dismiss ANYONE. Even with the best pre-employment screening, a new employee may not pan out and may need to be let go at some point up the line. Something could happen in their personal life that adversely affects their work. You may need to downsize. A number of things could happen whereby you’d need to end someone’s employ with you. Do not promise that away.
As far as always paying someone more than the industry norm, well who knows what that industry norm will be six months or two years down the road. Don’t box yourself in.
Promising the person they’ll “always have these perks” is, well, just foolish. Frankly, all of the promises above are foolish. You’ve limited your company’s ability to act with any flexibility up the line.
If you believe the person will be a tremendous asset and you want them to come aboard, there are finite offers you can make that do not restrict your ability to act later on.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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