After a discussion with my boss, it is final that my last day of work would be this end of April. Then come May, I'll be at the new company in KLCC. But frankly speaking, after experiencing the new office, i don't actually looking forward to starting at my new office. This could be because it only takes me about 10 minutes to drive to work nowadays. I know I'm going to miss that short drive when I start at KLCC.
But then, the pros of leaving outweigh the cons. Thus, the leaving will still happen with much anticipation, largely because of the perks and the increment in salary. I guess that is what motivates most people to change jobs. Find me a person who would stay in a job because of job satisfaction alone, I'll bet you my one month new salary that if the conditions are right (salary wise), that person would surely be happy to move to a new one.
But I have met not one, but many people who would stay on a job because of complacency. These people are parasites to me as they don't contribute anything worthy to the company. Their daily contributions are very minimal that they don't add value to the company. Yet, some of these parasites (or passengers) hope for annual bonus and increment. Yes, I've met these people and some of them are my friends. How do you tell these people that they can produce better results for the betterment of the company? That they can do better than the "auto-pilot mode" work that they usually produce?
As a supervisor, I personally feel that the annual bonus and increment should be based on staff's performances for that year. If they perform above the average expectation of a boss, then they do deserve the bonus and increment. But the question now is if a staff's performance is what is exactly described in her/his job scope, does s/he deserve the 10% increment and the 3-month bonus? Logically, if the staff performs as what is described in her/his job scope, s/he deserves the monthly salary as that is what promised to her/him. The amount of effort that s/he puts in every working day is paid for. Increment and bonus come in only when s/he performs tasks that are not prescribed.
I understand that it is at the discretion of the management to consider the cost of living when they pass the judgment whether to give their staff salary increment or not. But usually that is not the case. Take my husband's company, for example. He's been working there for more than 10 years... and he only got his increment this year. Bonuses... well, they call it "ang pau". No offense to the company. But why does my husband stay that long with them? Well... you guessed it wrong... it's not job satisfaction! He arrives at the office usually at 10 am or later... and he comes back at 6 pm... well, may be slightly later. But the catchy part is... he gets to go on leave unrecorded, and usually at his own convenience. But of course I can't argue about his diligence in completing his work despite the privileges that he enjoys.
Well, the bottom line is, different people think differently on how they should be rewarded and recognised in a company. At the same time, the management also has different ways of evaluating the staff. If you're lucky, you will be rewarded for the things that you put little effort in. Lucky you..!!
ieja
But then, the pros of leaving outweigh the cons. Thus, the leaving will still happen with much anticipation, largely because of the perks and the increment in salary. I guess that is what motivates most people to change jobs. Find me a person who would stay in a job because of job satisfaction alone, I'll bet you my one month new salary that if the conditions are right (salary wise), that person would surely be happy to move to a new one.
But I have met not one, but many people who would stay on a job because of complacency. These people are parasites to me as they don't contribute anything worthy to the company. Their daily contributions are very minimal that they don't add value to the company. Yet, some of these parasites (or passengers) hope for annual bonus and increment. Yes, I've met these people and some of them are my friends. How do you tell these people that they can produce better results for the betterment of the company? That they can do better than the "auto-pilot mode" work that they usually produce?
As a supervisor, I personally feel that the annual bonus and increment should be based on staff's performances for that year. If they perform above the average expectation of a boss, then they do deserve the bonus and increment. But the question now is if a staff's performance is what is exactly described in her/his job scope, does s/he deserve the 10% increment and the 3-month bonus? Logically, if the staff performs as what is described in her/his job scope, s/he deserves the monthly salary as that is what promised to her/him. The amount of effort that s/he puts in every working day is paid for. Increment and bonus come in only when s/he performs tasks that are not prescribed.
I understand that it is at the discretion of the management to consider the cost of living when they pass the judgment whether to give their staff salary increment or not. But usually that is not the case. Take my husband's company, for example. He's been working there for more than 10 years... and he only got his increment this year. Bonuses... well, they call it "ang pau". No offense to the company. But why does my husband stay that long with them? Well... you guessed it wrong... it's not job satisfaction! He arrives at the office usually at 10 am or later... and he comes back at 6 pm... well, may be slightly later. But the catchy part is... he gets to go on leave unrecorded, and usually at his own convenience. But of course I can't argue about his diligence in completing his work despite the privileges that he enjoys.
Well, the bottom line is, different people think differently on how they should be rewarded and recognised in a company. At the same time, the management also has different ways of evaluating the staff. If you're lucky, you will be rewarded for the things that you put little effort in. Lucky you..!!
ieja
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