Advice for yearly review pls

Permagrin wrote in post #2401056
(I changed your quote on my post too )

he he

Ok, I finally finished editing wedding shots. Delivering tomorrow. Wanted to print a DVD case cover nicely, but no time.

Claire wrote in post #2401141
he he

Ok, I finally finished editing wedding shots. Delivering tomorrow. Wanted to print a DVD case cover nicely, but no time.

Hmmm...I must have entered the Tupperware thread mistakenly.

First bit of advice.

Ignore all this and everything else Pet suggests:

PetKal wrote in post #2399947
Whatever you do, make sure you've got the initiative, go aggressive on him. The best way to start such a performance appraisal is to demand a pay raise even before he has a chance to open his mouth. You need to put it rather firmly, like "I want a major salary increase immediately or I shall quit today !"

PetKal wrote in post #2400013
(1) They may not make any profit, but if you quit, they will start making losses.
(2) If the payroll $ amount is frozen, request that he cuts pay elsewhere (an idle loser should be sacrificed there) in order to transfer the said amount to your pay.

PetKal wrote in post #2400664
What a bunch of liberals and amateur occupational psychologists !
Klara, if he starts hedging about the raise, you turn the table on him and tell him what you think about his job performance !

PetKal wrote in post #2400779
Aaahhh, I see....that sounds like you simply can not lose.
I tell ya what....forget about any technical work.... here is a major strategy revision: just bat your eyelashes, pout your lips, sit tight and look pretty. Yup, that will do it.

PetKal wrote in post #2401179
Hmmm...I must have entered the Tupperware thread mistakenly.

2. Be confident and don't be afraid to tell the boss about your accomplishments (but don't pour it on too thick).

3. Ask if he has any suggestions for your performance for the coming review period.

4. Tell him what he can do to help you do your job better (but, again, not too much here).

5. Don't take anything he says personally. It's feedback about your performance. That's it. Take in what fits and work on getting better.

6. Thank him for taking the time to meet with you.

7. Don't forget to relax and most importantly -- BREATHE!

Good luck!!

Yearly or semi-annual reviews are a time of high stress for all involved. At least your company is actively participating in the process.

Your list of accomplishments earlier is a terrific place to start, and don't forget to mention what your original job description (sort of) was.

List some major changes you've created in the process that have provided a better service. In fact, over the next year keep a record of accomplishments, this is one thing I've learned from a previous boss and have my own staff do.

Don't be blatant about pointing out the growth in the company but do mention the obvious growth. The owner may be frugal (economical) but the business must be worth it if they are investing more in it.

Confrontation at a review is a total waste of time. Management goes inot these with a very good knowledge base and plans. The goal is to point out the highlights that they may have missed.

Mentioned earlier, money isn't everything. but if your not getting enough to get ahead you can have the extra vacation at home . Seriously, if you are producing and the company is growing, a firm grip and knowledge of your contributions should see you through a successful review.

Another thought is money may not be available now, then try to get a plan for the upcoming year with staged increases/bonuses. don't put this idea out front until knowing the big raise is not there now.

Be sure to get a copy of your review. A good review is worth more than any letter of reccommendation for a new employer, should it come to that.

good luck.

I guess I better get started on my reviews for January.

I'm a boss. I'm on the other end giving the reviews. There is a lot of good advice here and there is some stuff that I can only hope was typed in jest but I can easily say that going in with guns-a-blazing or flirting is going to get you completly ignored and I would strongly suggest that you refrain from using either approaches.

You don't say if this is strictly a performance review or a combination performance/compensati​on so I am assuming that it is performance only.

There are three possible types of reviews you can receive. You are a top performer. You easily contributing more than your fellow co-workers and it's obvious. These are the easiest review from both sides of the desk as I will wax on about how valuable you are and you will politely accept praise and ask if there is anything that you can do to improve. About 20/30% of the staff falls into this category and there is little you need to do in return.

Next is almost everyone else 60-70% of my guys. You work hard, you carry your weight, you excel in certain areas and struggle in others. These are the most difficult reviews as a boss to give. I will point out your strengths but will also give you advice on how to become a top performer. Your best course is to carefully listen to the feedback, and if you strongly disagree with the feedback argue your points with examples and without emotion. If you can see my point, work it into your goals for the next year. The message here is that you are doing a great job but can improve in these areas.

The third type of review is the bottom 10%. These guys are not contributing and obviously do less that the others. If you fall into this category there is only one thing you can do if you want to keep your position and that is to listen carefully why I put you at the bottom. If it's something you can work on and are willing to try, get aggressive and work it. If it's not, then maybe it's time to look for another position.

Bottom line, there are really only two things I look for during performance reviews. First, the ability to discuss rationally and secondly the willingness to incorporate into an improvement plan.

Thank you all so much for your input. Lots of good points, things to keep in mind etc.

I'm not sure what a combination performance/compensati​on review is. Probobly is what I'm having. I don't think we'll have a formal written thing, mainly talk. It'll be general performance talk & him saying "we can't give you much of a raise", which I see as my que to calmly state my responsiblities etc.

Regarding the 3 employee types, I fall into both 1 & 2, kinda. We're only 9 ppl in the company & everyone is pretty much on very important positions. We all have key roles, if one of us left now the company would have a problem. Yes, we're all replaceable, but who isn't? It'd slow down he company a lot if someone left though. If the production team (4) decides to leave the company would pretty much come to a screeching halt.

I've learnt a lot about organising, time management, handling stress etc at the company. I've struggled with some stuff & need to make some things more effective. That's one goal for the future.

I've looked at some figures for other Edltor jobs, but I find it hard to pinpoint myself into a proper category. I'm an Editor, but also Editorial Assistant/Admin, subeditor & manager to oversee the other proofreader who helps me. Interspersed is some copywriting/press stuff/full on guide writing & in a way I'm also the photo editor. Apparently I'm also going to help a new employee build up a new guide department for Swedish guides (new company project).

Now, an Editor should have app. 25-27K/mth (SEK). The Editorial Assistant maybe 20-22K. Subeditor 22-25K. I have no clue where to pinpoint myself. In all honeste I'd like 2000-3000kr raise, but probably won't happen.

Also, I've heard a rumour the owner wants to keep us who do the actual production (3) on same salary level. This my colleauges & I find a bit really weird as we have totally different jobs (Editorial, Art Director & IT). We should be evaluated within our profession & we also have different backgrounds. The AD has a vocational (?) grahics background with more work experience. I hold both a BA(Hons) & MA with some work experience. The IT guy holds no academic degree, but is self-thought. As all of us are computer & IT geeks we all have input on many things & complement each other well.

Sounds as if you have a good handle on things and have thought things through. Best of luck, I hope all goes well.

Geesh, the boss hasn't been in half the day. Then in meeting majority of the afternoon. Now if I even want to fit the damn meeting into both our schedules, I have to stay after work to do it.

Patience. Get at it and get it done, even if after hours.

This is important to how you are going to feel about your job and yourself for the next while.

I noted you mentioned this was a verbal review. Get it in writting. As I mentioned earlier, when doing interviews I'd rather see reviews from other bosses than letters. As well, it helps to have a written record of expectations for the year to come.

You've done your home work and a decent self assessment. You have an idea on market salaries for different similar positions (I'd select the top position based upon your actual work day description). You also have an idea of what you want, and is it fair?

Dedication and passion are good qualities. But be fair to yourself.

Good luck.

Gosh, it came to 2hrs! We spoke about how I felt about my job, he gave me some feedback & lots of talk about how I felt about the company & how us in the production team felt about certain things.

Later we got to my contract, I told him what I'd like to have in it & he was fine with it. Even told me that if I wanted to write my own job description go ahead. I think he wanted to give me a flashier title.

Pay. So, of course the old "can't afford much" blah blah. I gave my reasons as per this thread, argued for it etc. Finally he said he can't go much at all at this stage & he said 5%, which is 1000kr.

Said he would be fine with giving me more vacation, but he advised me not as I then won't get overtime pay/time compensation (which I'll now get written into the contract).

Oh, & I'm allowed to use my work mobile privately to "a reasonabe extent when it comes to int. calls". All Sw calls are free anyway as they have such a plan & I do use the phone int. for work a bit, but he said that's a bit of a perk for me.

So, 5% raise, clarification of contract, added in clause about over time, free use of phone.

When I was about to leave he grinned tiredly saying "Phew, gotta hand it to you guys. You, and Adam as well, are damn good negotiators. You were really prepared & had good points & arguments. I bought majority of what you said & agreed, but unfortunately I can't stretch more right now."

Well done. 5% raise is good.

I agree, sounds like you were well prepared and it paid off. Best of luck to you in the new year.

Great job kid Remember how you approached it and how you spoke because those are what got you the results. That stuff can take you a long way.

Thanks guys. Now I hope I'll get the raise paid retroactively (his words) this month & also some overtime paid. That should lend me some extra cash.

Oh, and I delivered the wedding photos, so got 2400kr cash now. At the moment I'm trying to decide if I should use it for xmas gifts or give myself the EF-S 60mm macro as a gift to myself. I'd have to add 1795kr. Hm...

Claire wrote in post #2406947
... or give myself the EF-S 60mm macro as a gift to myself. I'd have to add 1795kr. Hm...

Mine's for sale in the buy and sell ... and at well below what you would pay over there