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Bowl Leader
Hey! Any Google folks know if it’s possible to negotiate fully remote if a contract role is hybrid? Personally, I don’t want to relocate and go to the office on a contract role given the current economy. Plus, I’m assuming contractors are the first to go in layoffs. I just think it’s a fair trade off if I’d be allowed to work fully remote. I’m also trying to have flexibility to manage my Airbnb business in a different country. Same time zone as the home office if I’d travel weeks at a time.
Every single Uber ride this week...
#7 sounds good...🤔🤔
Conversation Starter
Additional Posts in Consulting
soo my sleep schedule is effed up, i keep trying to wake up early-ish (7am) but i’m lacking motivation and i wake up tired 😴
i stumbled upon this article that talked about this book. we always hear about the “secret” of strong leaders is that they wake up early. has anyone read this/tried it out?
5 AM Club, The: Own Your Morning. Elevate Your Life. https://www.amazon.com/dp/1443460710/ref=cm_sw_r_cp_api_i_n2GdFbJJEFKSN
Rising Star
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Since you mentioned peers, below is how we do our review process:
We put names across a dartboard and throw the darts to decide the end of year compensation plus bonus
D1, you can be a peer when you stop advertising on every airport gateway in the world, get rid of bag tags and stop making logo swag.
Two review cycles per year but end of year is the one that typically has more weighting. We have rating and trajectory. Rating - most get 'SC' or strong contributor. Some get inconsistent contributor (IC) and some get frequently exceeding (FE). Rare cases someone will get consistently outperforming (CO). Trajectory is 'up' meaning likely to be on track for future development while some may get 'unclear.' If you get SC, you get 100% of target bonus. For other ratings, you'll get a kicker (or for IC, partial). Promotions - with twice a year review cycles, it means more opportunity to get a look though most will follow fairly similar timing assuming you get SC. You could be fast tracked with FE, definitely with CO.
End of case reviews or every 4 months of long case. 6 scored dimensions, 5 point scale. Heavier emphasis on qualitative comments. 2-3 career development committees / year for each person. After the first 1-2, racked and stacked on 4x4, potential vs performance. Top four boxes on track, next edge at risk, outer edge counseled out. Boxes tie closely to bonus % of target/max, though there are more granular buckets after a couple years. Target/max % are standard by level, your perf is a multiple against those and your comp.
B1 is right, but one thing I'd add is that there is some regional variation. In the US most of a hiring cohort seems to advance together through promotions as long as they're on the same trajectory. In EMEA there seems to be a wider distribution of scores and, in at least some offices, there is a promotion window every 3 months and strong performers are more likely to get fast tracked
How is your process changing?
How is ours changing OP?