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Hi Folks, I have recently joined Thoughtworks as applicable developer consultant. Currently I am having 2.7 year of experience. Just curious to know following information 1. Hike cycle and average hike percentage 2. Criteria for promotion to senior consultant 3. Average Hike percentage during promotion
Thank in advance for the reply ☺️
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Hi All,
Colgate Palmolive is hiring across IT.
> SAP Professionals
> Data Scientists
> Data Engineers
> Full Stack
> Security
....
Kindly go through the link :
jobs.colgate.com/search/?createNewAlert=false&q=&locationsearch=india
If you find any job that interests you, feel free to Message here and i can refer you.
Key Perks :
> Best in class work life balance
> WFH option depending on your role
> Good Incentives and pay.
Job Location : Mumbai
1. Freshworks Inc -
Designation: Software Engineer
CTC: X LPA + 1 JB
WFO/ Hybrid
2. Nagarro -
Designation: Senior engineer
CTC: (X+3.5)LPA fixed +1LPA variable
WFH, is what they have mentioned in offer letter.
Which is better in terms of learning, wlb, tech stack, promotions, hikes and other perks?
Please advise Nagarro, Freshworks Inc
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I would say do some brainstorming first and jot down some reasons why they're deserving. If you can tell a compelling story of their achievements, or their dedication, that can be effective. Or if there's an example of them really going above and beyond, note that. And then pitch it, show why they're deserving and an asset to the organization that should be rewarded and retained.
Pro
I like this. I’m going to put down some notes to justify my thoughts before taking it to my boss. Good idea.
This company empowers its department heads to allocate the specific amount they are budgeted. This includes a pot for raises. Is it enough? No, not nearly. Payroll is my bailiwick, so about this time every year I am putting pen to paper to see who gets a merit raise next year. All employees get a 2 percent annual bump. I have had to beg the VP for additional funds for deserving employees a few times. The first time I did it I was turned down flat. That person left for a more appreciative company. I've had more success since then, but it still includes more than just blackmail and extortion to pry those coins from those miserly fingers. Have good information about the employee's performance -- not that they have six kids, including a special needs child; teach Sunday School; are active in their community nonprofits, etc. Stick to business-related data. Upper-echelon types love, love, love business-related data.
Pro
Yes this person firmly deserves the raise and I would be shocked if the company says no. Especially with some others who have received promotions lately.
I have done it before and all I really did was go in passionately and describe why I thought the person deserved the raise. I don't do it all that often so my boss knows when I do, its because i really feel that the person is deserving and she has never said no.