Annual Evaluations are both nervous and exciting times in most companies. That’s because a team member is forced to face the relative truth about how the management perceives them and their work.
However, the management’s perception may not always be 100% accurate. So we’ve come up with a better way to preempt the annual evaluation of each member in the team.
And it starts with the individual team member.
Here’s the process:
- Team member needs to compile what he/she has contributed to the company on top of his/her job description – be as objective as possible
- Review the Mechanisms with Teeth and see if he/she has accumulated at least 5 points
- Compose an email to be sent to the management about your 5 points and justify how each point has been achieved
- Put in a narrative of the things you contributed to the company that is outside of your job description
- Send the email with the subject line: “Reverse Annual Evaluation”
- State in the email body when you started with SEO Hacker and when you got regularized
- If you have been through a reverse annual evaluation before, state the day when it was last awarded
- Within the email state the reasons why you deserve the raise AND why you are successful in your job
- Clearly state what new things the management will expect from you for this raise as it is a trade of value-for-value
- Note that the upper limit for a raise is at 10%
- The management will review the email and decide if it is approved or rejected
- If approved, we will move the annual evaluation to the management’s perspective – which is now an expedited process since the points in the reverse annual evaluation are valid
Do note that the annual evaluation in SEO Hacker is quite strictly a matter of salary increase since we already have our Fast Feedback Loops as a loose monthly evaluation of our work and character.
We believe that it should be the team member’s responsibility to be self-aware of where they are in their contribution to the company. If a team member desires their salary to increase, it is primarily their responsibility to know that they have done enough or more than enough to merit it.
This is a win-win in the sense that the transparency and self-awareness from the employee will make it faster for the management to make a decision and at the same time, the team member does not need to wait for the management’s time-frame on when to evaluate them.