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As per cooperate norms there has to be a rational reason as to why a raise has to be given. If truly required by the employee, a documented agenda can be made by both manager and also employee as to why the raise can be approved of or rejected. Its ok to be lenient to employees who are dedicated to their work although being less competitive.
The manager should explain the reason whether requier training or achivements or work period or any other acceptable reason and also held a meeting with both of them and talk about what have been done during the time if the raise deserved then I talk to the manager and persuade that for the employee right.
If the manager have a reason then meet the requierment or reschedule the time and notify the employee that you will get this raise asap when the time and task meet its expectation.
Her manager must have reason, you should check from her, if she don't have the reason than manager need counselling.
In this situation we need to have face to face discussion with employee.after performance review.if employee performance is good need to retain him. or else let him stay or leave up to him.even thought if he know about situation.
If employee deserve than no manager can stop him, its their time to raise and to performe better. Deal it with their preformance appraisal, work progress, previous work record. Raise the concern with the top management.
Solution will be there.
Emphesize management to give some raise instead of giving nothing.
I encourage the employee morally and verbally as well as appreciation in a simple ceremony within the company and provide a certificate of appreciation for the effort made and informed that the manager is very happy of his performance
discuss with your manager and give him explanation for why she deserves the rise by using her performance appraisal
I will show the importance of the employee by showing her value addition to the company and business rise .
