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  #1  
Old 01-04-2018, 08:11 PM
kingofants kingofants is offline
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Default What to expect in End of Year Review + Merit Raises Meeting?

So apparently everybody will be getting one these one-on-one meetings with the Director of the department.

I started work on August 15th, so it has only been 4.5 months for me.

We all submitted a self evaluation form. I scored myself:

3/5
4/5
3/5
N/A
2/5

on several goals set for me by my manager.

During the first 2 months or so I was well above average, at least on the technical side. But as the days go by the job has become more and more underwhelming and my lack of enthusiasm is apparent. Although that could just be considered your typical introverted programmer type personality. I am now a glorified data processor. The director has to keep reminding me that we will be automating all of these data processes every soon, and that this position will soon be a "true" DevOps position. I know that he knows that I'm bored, because that's what he told me during our interview before I was hired.

Also, I do not fit in with the company culture. They always have these excuses to go out and drink beers and eat at restaurants. I never go to them because of my diet.

So, what can I expect given all this?

Last edited by kingofants; 01-04-2018 at 08:15 PM..
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  #2  
Old 01-04-2018, 08:22 PM
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At 4.5 months experience, you'll just get a "good job. focus on this now" by every manager.

At any performance review, nothing should be very surprising - assuming you have a good manager.
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Old 01-04-2018, 08:27 PM
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i would never rate myself a 2/5 even if i thought that's what i deserved.
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Old 01-04-2018, 09:22 PM
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mostly, this will likely be about goals for this year. You're likely not eligible for the "annual raise" until after your 1st anniversary.

Basically, talk about how you see this "automation" thing to go, have ideas of items you want to automate, and how you'll improve the current process beyond what it does now. Make it about what you would like to see, what you can contribute.
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Old 01-04-2018, 09:31 PM
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Quote:
Originally Posted by kingofants View Post
Also, I do not fit in with the company culture. They always have these excuses to go out and drink beers and eat at restaurants. I never go to them because of my diet.
While that may seem like it matters, there's plenty of ways to "fit in" and be a part of the team that don't involve going out with the team. Probably worth putting some effort in on that front, although you also don't want to be the guy that "tries too hard".

If it's a well-run team, that's not going to be a big part of the review anyway.



Agree with Shivam that there won't be a lot of feedback because you're new. Would recommend that you don't let them wait a full year before giving feedback - ask if the next one is in six months or when to expect it. Honestly should be quarterly for EL IMO.
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Old 01-04-2018, 10:06 PM
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Originally Posted by Westley View Post
While that may seem like it matters, there's plenty of ways to "fit in" and be a part of the team that don't involve going out with the team. Probably worth putting some effort in on that front, although you also don't want to be the guy that "tries too hard".

If it's a well-run team, that's not going to be a big part of the review anyway.



Agree with Shivam that there won't be a lot of feedback because you're new. Would recommend that you don't let them wait a full year before giving feedback - ask if the next one is in six months or when to expect it. Honestly should be quarterly for EL IMO.
I think I do have quarterly feedback. As a matter of fact I have already gotten two of those; the last one being just a few days ago.

That's not the same thing because it has always been with my manager. This end of year review will be with the Director whom I rarely ever speak or work with. I don't think he knows much about my performance other than what my manager tells him when he is reporting to him.

So this is why this isn't just about feedback because I don't think he can actually give me any.

If I don't get any raise then I'll be extremely disappointed, because he introduced this end of year merit raise twice already in team meetings and introduced it in such a way that everybody in the room should be expecting one.

Last edited by kingofants; 01-04-2018 at 10:19 PM..
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  #7  
Old 01-04-2018, 10:37 PM
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In my experience, I have rarely seen people receive performance/merit increases after less than six months of employment.

I would not expect anything if I was you
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Old 01-04-2018, 10:51 PM
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Expect that the decision on merit increase has already been made, it's not a negotiation, it's you being told what the answer is.

If you don't make an effort to be social with coworkers you will be the first one let go in the case of lay-offs because you're not seen as a team player. Make the effort to go sometimes. Drink a whiskey neat, you'll look boss getting a whiskey neat.
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Old 01-04-2018, 10:51 PM
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A) you have no opportunity to improve the way you do your job at present???
B) go to at least half of the dinners, don't eat if you cant, have a glass of water if that's the only thing you could have, and just be friendly. Why not be friendly to your coworkers and make them feel better about working with you?
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Old 01-04-2018, 10:52 PM
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So, this chat is a really a "how are you doing, this is what your manager tells me, where do you want to go from here" conversation. You can probably steer this chat a bit, as long has he gets across what he wants to. Chance to impress him, show him you've though about your career and where you see yourself contributing in the role you currently have (data processor), and the next role you aspire (DevOps).
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