Coach
Related Posts
Hi everyone,
Need 11 likes..
Thanks in advance
Your firms most underutilized/unknown benefit?
What's the size of TV that you use at your home?
Are you a morning person or night person?
Additional Posts in Salary Negotiations
What is a good salary for a director in NY?
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.
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Coach
Your worth is not determined by another's lack thereof, it's not a zero-sum game. Over the long-term, you will prove out your value and keep your income, and your peer will be replaced by someone who is willing to earn their paycheck.
Coach
I appreciate this
This is life at Capital One. Peers are weighed against each other and someone always ends up at the bottom, no matter how well you performed or how much positive impact you had. Stack ranking is a real thing. Citi is like this as well. I’m sure there are others, but I’ve seen this firsthand at both of these companies.
Much like "grading on a curve." Companies are moving towards this type of evaluation. 30% will be in the bottom, 50% will be in the middle, and 20% will be above average.
The lower 30% will get fired. Then the next round will have a new batch.
For the OP, do not compare yourself to your coworkers. Highlight your accomplishments, areas you've excelled at contributing to the company. When you list out your performance, they'll know in comparison. If they don't know, they're not good managers and/or they are stuck with a mandate how to "reward" employees.
I know someone who worked their butt off and in 2 years in a role got accolades from many higher-ups. Out-performed expectations, specifically projects - told to handle about 12/mo, and was doing 30/mo in the first couple months in the role. Got a promotion. And then in 3 months, had the annual performance review and was given "low performer" marks.
It doesn't always matter how well you do. Sadly, the finance office dictates the compensation direction of many companies.
Don’t do this. Or do it and then you will learn a valuable but probably expensive lesson.
Performance doesnt equal to raise. Your raises are already set by the board
Yep! That’s the Kool Aid they all want us to drink!
That’s not the time to address that. It can be perceived as fake and not the real driver of your value. If there is someone on the team who is not pulling their weight and you feel it’s not just weighing you down but more importantly having a negative impact on team productivity and downstream drag effect on client service / delivery (or whatever your role is), you should initiate that conversation with your manager in a diplomatic way that demonstrates leadership and concern for team productivity and company / client benefit. Never frame it as a comparison to yourself or another individual.