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Unfortunately, at least in the U.S., unless there's some kind of formal & documented evaluation process for compensation, they're opening themselves up to a who
by bonsaitree 17y ago
Unfortunately, at least in the U.S., unless there's some kind of formal & documented evaluation process for compensation, they're opening themselves up to a whole host of potential lawsuits.
One useful strategy we've had is to do 90 day (quarterly) quickie evaluations followed by a formal, but succinct, annual review. If both parties are doing their jobs, "pathway/goal" guidance given informally during the quarterly process and throughout the year should lead to very little surprises in the annual review.
- dreamz 17y agoAlso performance review depends upon the corporate culture but then the bigger you are the diluted culture you have ... At the same time you can use performance review to your own advantage, how? well you can easily identify whether your manager is just a good manager or GREAT manager - Good managers help their employees succeed in whatever role they happen to be in. Great managers see the unique talents of each employee, and then create the role that's a perfect vehicle for those talents. Great managers remove the obstacles that prevent their employees from unleashing their talent. And they make sure each employee has the right opportunities, the right stage, the right audience, to be fully appreciated.