Evaluation Time is Coming - How Do You Prepare?
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I hope it is safe to assume most companies make it a point to do some type of yearly evaluation for employees. If not, please correct me.
Well, it's about that time for me. Not only does that mean someone evaluates me, but I get to provide input on the evaluations for the guys who work for me. The way it normally works is your supervisor fills out an evaluation of you, and you do a self-evaluation that gets sent to the supervisor. Then you meet to discuss what the final evaluation results are. I see it as an opportunity to see if you are meeting the expectations of your boss (which you probably have an idea of if the two of you have interaction frequently), to see where you can improve, and hopefully to see where you excelled during the past year.
I want to evaluate the guys that work for me as objectively as I can. So for those that manage others, how do you approach evaluations of your employees?
And how do you approach your self-evaluation? Do you even do one before someone else evaluates you?
I'd love to hear any feedback from others.
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How do you prepare? By doing a good job
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I'd say that fewer than half of all companies do yearly, or other periodic, reviews. Doing reviews suggests an expectation of raises.
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@scottalanmiller said:
I'd say that fewer than half of all companies do yearly, or other periodic, reviews. Doing reviews suggests an expectation of raises.
I would agree that most employees would mentally equate the two.
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Last place that I was, the place that shall not be named in Connecticut, did continuous evaluations all of the time. Literally daily. So feedback was continuous. Periodic reviews, then, were really just summarizing and synthesizing this continuous feedback from managers, peers and customers into a resultant set. But the person would know, almost exactly, what the final outcome was going to be because everything was collected, and public, from the first day till the last.
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The last large corporation I worked for did yearly reviews and the results of those affected the bonus.
I would say in enterprise america reviews are normal.
In the SMB, not so much.
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I've been with my company for two years... My boss hasn't done a review as of yet (even though it is in the employee handbook) I haven't been asked to do a review of the employee that is under me either. I got quarterly reviews at the last place I worked, which really helped me improve in the necessary areas, which were almost completely social...
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@coliver said:
I've been with my company for two years... My boss hasn't done a review as of yet (even though it is in the employee handbook) I haven't been asked to do a review of the employee that is under me either. I got quarterly reviews at the last place I worked, which really helped me improve in the necessary areas, which were almost completely social...
SMBs notoriously don't do reviews, at least not in IT. It's very rare.
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I am pretty sure that NTG is one of the few that I know of that do them. I try to do them once a quarter that keeps everyone on track a bit more.
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I was at CitiGroup for eight years and had one review, in my first year. It did not result in a raise of anything even thought I scored perfectly. After that, no more reviews. Made things simple.
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To be fair we also do post mortems when we do have an issue or a stumbling block on any client work. Anytime something doesn't go off as planned I make the person/team that worked on it go over what they missed, what could have been different etc. Sometimes it is outside issues that are beyond our control but sometimes there are good lessons to be learned. That is in its self a good review from time to time as well.
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I've pretty much avoided them, luckily. I think I've only had one and given one in my life. Sadly though, I've never worked anywhere that pays bonuses.
Generally speaking, I think they suck and are a complete waste of time.
Post mortems, however, are ace.
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At my last place, I was supposed to have one after my (AU standard) 3 month probation but I never got one, so I kept showing up and I kept getting paid. I think I had my first after about 18months of being there and maybe one more over the course of the 4 years that I was there
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@Carnival-Boy said:
I've pretty much avoided them, luckily. I think I've only had one and given one in my life. Sadly though, I've never worked anywhere that pays bonuses.
That's not a bad thing. I've done it and it sucks. It just means you are paid less than you are worth and you absorb risk for the business.
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@nadnerB said:
At my last place, I was supposed to have one after my (AU standard) 3 month probation but I never got one, so I kept showing up and I kept getting paid. I think I had my first after about 18months of being there and maybe one more over the course of the 4 years that I was there
That's what I normally see. Supposed to have them but they never happen.
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Does this lack of raises also mean no cost of living adjustments either?
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@Dashrender said:
Does this lack of raises also mean no cost of living adjustments either?
Not in my experience. We had specific % in creases for cost of living each year, so long as the enterprise agreement was valid (i.e. hadn't reached the expiry/renewal date)
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Wow, I just received my first review in two years... odd that this comes up today.
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@coliver said:
Wow, I just received my first review in two years... odd that this comes up today.
Very odd. How did you do? Any raise?
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@Dashrender said:
Does this lack of raises also mean no cost of living adjustments either?
Yes, because those are raises.
