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Preparing for Annual Reviews

By Beth Blakely ·
What strategies do you use to "prove your worth" to your boss come annual review time? Do you spend time gathering metrics and lists of improvements you're responsible for? Do you keep a list of "accomplishments" throughout the year? Do you save "kudos" e-mails from co-workers and management? Share your ideas with your peers.

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Although a Gun to The Head May Be The Only Way...

by admin In reply to Preparing for Annual Revi ...

Although a Gun to The Head May Be The Only Way to get enough quality time to explain what I really do leading up to proving worth, I do take a few steps to at least insure survival.

I do save Kudos. I have several bulletin boards full of Thank You cards and e-mails. I do eat the cookies though...

I mention to some of my fellow employees who have really wanted to see the IT dept grow and succeed that my departments reviews are coming up and that it would help us greatly if they could put in a good word to a few key people around this time. Then I try and get an idea of how competative my department is financially and compare to consulting fees and local area wages for similar job descriptions. We have always been significantly below either of these and since the primary focus about IT in management here isn't what it does so much as what it costs I can usually manage a great review if they realize it will cost significantly more to not give us raises and face hiring other people to do this. It's still kind of a gun, but I'm not threatening about it- just realistic. My staff and I do get job offers and they usually pay more. We as a company tend to give the most and best raise offers as a key person is leaving, and unfortunately by this time it is still sometimes too late. As both a manager and an employee this is frustrating, as I may be advocating for a significant increase for a few years even and not get the go-ahead to do this until the person is frustrated and probably on their way out anyway. It is the same for me, if I really wanted a big raise, the best thing to do would be to go somewhere else, and 2 weeks before I would get a match.

We also do a lot of work (and extra special sorts of work) for our HR and Accounting departments and they are very appreciative and more than willing to swap favors, so HR has helped with area salary info and accounting has helped demonstrate that ( and about how much) money may be available. This year however, thx to a tip from a peer here at TR, we also looked at and found out that they had considerably higher compensation info than the info we got from HR, so we may work that in.

I am not personally fond of this method, but it is realistic in my enviroment and pragmatically, well, it gets the job done.

Personally, I would say that different things are going to work in different situations. I have worked other places and I had to go about this quite differently each place.

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