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Im not searching for a new job but an acquaintance reached out about a similar role at a similar energy company.Turns out 2 ppl threw my name in the hat. I looked into it and the position was posted 2 weeks ago.Their director wants to meet.I bet pay is one of the first things to be discussed so that no one’s time is wasted.Am I crazy for not wanting to entertain it for less than 20-25% base pay increase?Is it selfish to ask for more? I’m sure most salary conversations end in negotiation anyways?
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You don't think you're giving the company your best? Why would you give yourself anything less than the best?
You rate yourself a 5 and explain why. If manager wants to give a lower rating, s/he will have to explain why.
I mean, if something bad happened and it was your fault, you might drop the applicable rating one point and phrase it as an area of improvement.
Exactly. It doesn't really matter what you put. Only the manager's final rating counts. So don't sell yourself short.
Unfair and ridiculous but that's how many performance ratings are structured. Don't give them reason to make you the scape goat. Let it be on them.
I mean, if you're not going to advocate for yourself, who will? And if you don't think you are maximizing your capabilities as an employee, why not? This is how I handle my reviews with my boss: I think I'm doing a great job and if they disagree, I'd like to hear their justification for why.
I’ve never given myself top marks during a review, I could make the case either way though. I always felt like it was unrealistic. Worked at too many companies where the top was unachievable. I’d say it depends a lot on where you work and how reviews are handled too.
Do those self-reviews make a difference anyway? I filled one out once as a joke with all 1s to prove a point that no one cares. Sure enough, never heard a word about it 🤷🏼♂️ Everyone knows I'm one of the top performers in my company, so it just seems silly.
The right way to leverage a self-review is to quantify your results against business targets, KPIs, or previously identified personal development initiatives, then drive a discussion with management from a position of facts. A lot of businesses, as well as good managers, utilize the SMART methodology to objectively rate employees against targets (specific, measurable, achievable, relevant, time-bound).
Your coworker sounds like a clown and won’t be around long if they don’t grow up.
It's fine if the review is purely performative and has little to no bearing in the job.
I copy & pasted my previous review text into my latest review and it went unnoticed. I was just notified of this year's round. My manager is three weeks late sending them to the team, and it's already past the deadline HR wanted them.
But it's irrelevant since no raises are going to be awarded this year.
How is my performance judged? Horribly. As retribution to approaching the head of the company to redefine my role and take other responsibilities over, my boss gave me 2s almost across the board, with no explanation for the ratings.
Sadly, I've never been asked about my boss's performance by corporate management.
Depends on how reviews are used at your company - if directional I think totally fine to do. If not, I would probably have strong justifications for anything I put in
Coach
That is interesting. First, we never share what we rated ourselves lol. Second, my boss told me it doesn’t make the employee look good and is off putting when the employee fives themselves highest rating for every category. Like they didn’t care to think it through or take it seriously.