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Performance reviews

djberg96 on 2002-12-09T16:33:52

Looks like we're going to be doing performance reviews again. Like most, this one will have a ranking system from "outstanding" to "poor".

The problem with all performance review systems, as I saw in the military, is that they quickly become inflated. By that I mean "outstanding" becomes average, "average" becomes poor, and "poor" means you're about to be fired.

In the military it was worse, as your performance rating gave you points towards promotion and getting anything less than the max could screw you out of a stripe (and thus a pay grade). Fortunately, that never happened to me, but I knew one or two guys who *did* have that happen.

I think one-on-one meetings your immediate boss are generally sufficient. Of course, I've never been a manager, so what do I know?

Key is to get your name out there

Herkemer on 2002-12-09T16:48:35

It's a little different in a small company, but when I worked for a large company, my day-to-day goal was to get my boss to mention me to her boss at least once a week. That way, when it came to review time it was much easier for my boss to recommend a raise, because her boss knew who I was. I also tried to keep a nice little log of what I did. This helped at review time because you had to put down your 5 biggest accomplishments in the "self evaluation" and I did so much stuff I could never remember.