Today, many employees have been laid off, let go, fired, right-sized or whatever the new economic recession has deemed them. Work loads are doubling, hours are getting longer and less work is getting done because morale is in the toilet. It couldn't get any worse ... but then an employee says that she or he would like to have a pay raise because they are doing the work of three employees and haven't had a pay raise in two years.

Scan recent online news and search for "getting a pay raise." The majority of articles provided details for an employee to get the pay raise they deserve. It's safe to say that everyone deserves a pay raise -- especially those who are still employed. But budgets won't allow it, bosses won't allow it, stockholders won't allow it, and, let's face it, if managers can't get a pay raise, employees certainly aren't going to get a pay raise.

So what can be done when a company can't give a pay raise but a consultant/employee has been dedicated since the onslaught of layoffs began?

Below are six pay raise alternatives that have worked for many business managers.

Show Them The Love:

Typically in a business manager role, the opportunity arises to go to lunch with a client, go to sporting events, concerts, etc. Step aside and pass those tickets along to an employee or consultant. A $150 dollar ticket to a Billy Joel concert goes a long way and provides maximum ROI. Images will be posted on their social networking pages, the company will get maximum exposure and competitors will lose job candidates because they'll wonder why their consulting firm/employer doesn't "show them that kind of love."

A Good Meal:

In April 2008, 79 percent of Americans polled said they considered going out to dinner a "luxury." Treating an employee to an exceptionally good lunch (including picking him or her up from the office) is a tremendous display of appreciation. And don't discuss business! The whole point of the meal is for the employee to escape for an hour or so, enjoy a great meal and unplug.

Call Me Anytime:

Give cell phone breaks. Fold a consultant/employee into the company cell phone plan. Many companies have a massive plan with "bucket minutes." Over the past few years, cell phones have become a necessity. One less bill per month is an awesome feeling.

New Business Cards:

Award an employee a new title. If an employee is a programmer, make him a "senior programmer." If most of the department has been laid off, this employee is a lead dog anyway. If "senior" doesn't fit, try "lead," etc. Get creative. Be sure to order new business cards for your employee, too.

Everyone Hates Traffic:

Offer a flexible schedule or telecommuting. Not having to sit in traffic to make it to the office at 8 a.m. is appealing to an employee. Coming in later means the employee gets to sleep later, cruise in on the freeway with less traffic and probably arrive at the office a little less stressed. The option to telecommute cuts down on gas and car maintenance costs. The more money an employee can save, the better!

Get Creative:

Let employees/consultants come up with his or her own "perk." If it's a viable option, implement it immediately.

Especially today, employers are lucky to be able to maintain their current staff levels and/or work with the employees that are left. There are alternatives available that now allow us to hit the end call button or watch the kids' soccer games and attend the dinner party that our wife/husband had planned with the new neighbors. There are solutions to prevent working employees' tails off and their fingers to the bone.

Check out additional ways to keep your employees motivated and engaged that will help your organizational performance skyrocket!

http://www.humanresourcesiq.com.