4 ms·

And make sure to record it so that at the end of your yearly review cycle, and before the raises are decided, you can remind your upper management of your notab

And make sure to record it so that at the end of your yearly review cycle, and before the raises are decided, you can remind your upper management of your notable accomplishments.

77pt77 9y ago
Either it's easily perceived as bringing value or it won't have any effect. If you have to remind people of it, it's as good as not existing in the first place.
- taejo 9y ago
  I disagree. A year is a long time, and a valuable, difficult achievement in February may raise your prestige for a while, but by December that's faded to background levels. I even forget my own achievements from nine months ago, never mind those of a dozen other people on my team.
  - 77pt77 9y ago
    The question is always: > What can you do for me or have done for me recently? Services provided so far in the past that need to be reminded are at best irrelevant and it can actually hurt you to bring them up. I'm not saying that it is nice, only that humans behave individually and (even more collectively) according to this.
    - taejo 9y ago
      So at my annual review in December I should only be assessed on work in the last quarter? I guess I'd better save my best work for November.
      - webmaven 9y ago
        Depending on the attention span of your particular managers (and their managers as well, most likely), this can indeed be a viable strategy. You might also carefully consider your company's culture when deciding how to split your efforts between new (user-visible) features, preventive maintenance, and bugs affecting end users (especially any VIP end users that have your managers' ears). For example, a 'Hero' culture rewards last-minute, late night, death march efforts, whether to fix an urgent problem, or to add that one feature that is (supposedly) needed to land a specific high-value customer/sale.

4 ms·

And make sure to record it so that at the end of your yearly review cycle, and before the raises are decided, you can remind your upper management of your notab

by metaobject 9y ago

And make sure to record it so that at the end of your yearly review cycle, and before the raises are decided, you can remind your upper management of your notable accomplishments.

77pt77 9y ago
Either it's easily perceived as bringing value or it won't have any effect. If you have to remind people of it, it's as good as not existing in the first place.
- taejo 9y ago
  I disagree. A year is a long time, and a valuable, difficult achievement in February may raise your prestige for a while, but by December that's faded to background levels. I even forget my own achievements from nine months ago, never mind those of a dozen other people on my team.
  - 77pt77 9y ago
    The question is always: > What can you do for me or have done for me recently? Services provided so far in the past that need to be reminded are at best irrelevant and it can actually hurt you to bring them up. I'm not saying that it is nice, only that humans behave individually and (even more collectively) according to this.
    - taejo 9y ago
      So at my annual review in December I should only be assessed on work in the last quarter? I guess I'd better save my best work for November.
      - webmaven 9y ago
        Depending on the attention span of your particular managers (and their managers as well, most likely), this can indeed be a viable strategy. You might also carefully consider your company's culture when deciding how to split your efforts between new (user-visible) features, preventive maintenance, and bugs affecting end users (especially any VIP end users that have your managers' ears). For example, a 'Hero' culture rewards last-minute, late night, death march efforts, whether to fix an urgent problem, or to add that one feature that is (supposedly) needed to land a specific high-value customer/sale.