Okay, so one of the things that a manager gets to do is perform annual performance and salary reviews. It’s a process I hate with a passion, but it’s one that I’m at least familiar with, having done it for some years.
Well, today I found out that I get to do it for one of my overseas employees. Who is associated with a different subsidiary company, so they have a completely different process, do it on a fixed date each year, and probably have a zillion different other land mines just waiting for me to step on.
Joy.
To be continued …
46 view(s)
Wow…
You guys do your pretty late (or early). I’ve always had mine or had to do them in the October/November/December time period.
Good luck on the overseas bits. Are you going to do it in English/english, or American/english?
Our domestic operations do reviews year-round, based on the start date of the employee (or the last significant promotino event). So my review comes up in early December, but if I were suddenly promoted to CIO today, I probably wouldn’t get reviewed again until February 2005 (assuming CIOs get reviewed that way).
In the subsidiary in question, everyone gets reviewed as of 6/1. Margie’s company does something similar.
I did just find out that (a) there’s another US IT manager starting new on this, too, and (b) the subsidiary does use the same forms as we do. Which is nice because it’s famliar, but bad because they’re awful forms (which sort of reminds of the gaming post and D20, now that I think of it).
Yeah…
I can see the logic in doing it at the employees significant anniversary. First off, it takes the pressure off of the manager from having to do his whole department in a two week time period. And it gives everybody some nice flexibility in ranking and rewards (speaking of gaming…).
From the budgeting point of view, doing everybody all at once is very handy.
So does you company do the fun of “Review the Manager”? EG&G did that…for two years until the feed back from the employees became to much to deal with.
Nope. We avoid that. Though “People are our Greatest Asset” is one of our core values.
Frankly, I’d like the feedback (and, I suppose, I could solicit it on my own).
Doing it all at once:
– Get it over and done with!
– Budgeting is easier.
– Comparing employees is easier.
Doing it through the year:
– Not overwhelming.
– No disruption to busines.
– No oddities for people who arrive just before or just after the Big Day.
I can see doing it either way. In some ways, though, I’d rather have a Hell Week and have it over again until the next year.