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On timing, I like our approach: initially 9 months after joining, then yearly after. A year after joining for your first salary review is too long. Our stronge
by erichurkman 10y ago
On timing, I like our approach: initially 9 months after joining, then yearly after. A year after joining for your first salary review is too long.
Our strongest tool for performance "reviews" are 1:1s. Weekly/bi-weekly with your direct manager, typically monthly (or more) with your business unit's engineering lead, and about bi-monthly with the head of engineering, though newer engineers have 1:1s with me more often at first [0].
Some of this is covered in our manager's faq [1], specifically about performance reviews, score cards, ranking, etc, and why we think it's utlimately harmful, as it benefits the insitution more than the unique employee.
[0] This is tough to do as engineering groups scale, but critically important.
[1] https://blog.esharesinc.com/a-managers-faq-35858a229f84#.tqbgbn7ag https://blog.esharesinc.com/a-managers-faq-35858a229f84#.tqb...
- FLGMwt 10y ago+1 to "A year after joining for your first salary review is too long." We have tick-tock reviews at the end of the year then mid year and people who start in the fall aren't eligible for the end of year. If we didn't have the mid year, I can't imagine the restlessness.
- hellogoodbyeeee 10y agoI joined my company on June 1st. At the end of the year, I was told that I performed well and would be getting the typical 2.8% raise, but divided in two because I had only been there six months.