Why HR Says “Let’s Talk Later” About Your Pay, and Why That Feels Worse Than a No

Can you recall a situation where they posed a question regarding salary, promotion, and compensation? And were you told that this would happen at a later date? While this may not seem like a negative reaction on the part of management, it is actually a situation that creates a sense of doubt that grows over time.

Research that is part of the Society for Human Resource Management indicates that employees can feel disconnected when HR does not match their expectations.

Why compensation talks get delayed

HR departments may be juggling a number of different tasks at the same time, including legal compliance, organizational policy, and risk management, which may slow down the response to employee concerns about compensation.


Employees may expect a quick response, but the reality is that the HR department may be working through a number of different review cycles, budgetary approvals, and performance measures that may not allow for a quick response.

The reality may be that the delay in response may not be intended to dismiss the employee’s concerns, but it may be intended to ensure that the response to the employee’s concerns is consistent and in alignment with the organizational policy, which may inadvertently create a distance between the employee and the person or people making the decisions.

When there is a delay in discussing compensation without adequate communication, it is likely that the employee will interpret this in a manner that is not necessarily positive. When there is a delay in communication, it is possible for the employee to interpret this negatively, even when it is simply procedural.

The role of transparency

Communication of compensation information is a critical factor in ensuring trust between workers and organizations. In many organizations, performance and growth are directly tied to compensation. Organizations that establish a timeline and keep workers informed of their compensation decisions and status, even if a decision has not yet been made, are more likely to keep their workers engaged and patient.

Transparency in HR practices has a strong link to job satisfaction and organizational loyalty, according to the Society for Human Resource Management.

This lack of certainty in compensation not only affects the decisions that a person makes in a professional environment, but it also has a tangible effect on the mental state of the employee. Those who are left in a state of limbo may feel a rise in stress levels, a lack of motivation, and a feeling of being overlooked in the organization that they are a part of.

Closing the gap

The disconnect between how HR sees its role and how employees experience that role is at the heart of this problem. This is something that is not addressed merely through policy changes.

Rather, organizations must work to align internal processes with empathetic communication so that employees know they are heard, even if they do not receive immediate answers.

Imagine being in a situation where you’re constantly kept waiting, given vague responses. Anybody can have a feeling of mistrust and disrespect. Keep your boundaries intact in such situations, and make sure to keep asking for answers within proper intervals.