Work Advice

[imaircooled]

I've seen a few threads started on work advice and thought that I'd ask for your opinions on a couple things....as a lot of you seem to have more experience.

I'm in the Payroll/Accounting field and work in an office of eight. Three of us...including myself…process payroll and work on the related accounting. At the top….in order is: our CFO, our HR Director, then the three of us. We also have three HR people in the office.

I’ve been here for a short time….almost two years (but have 10 years in the field) and have yet to have a review/performance evaluation. I’m sure this should happen once a year….but maybe not at this company. I would like to ask for a raise…which usually goes with a review.

My question is: How do I ask for the review? I started an email saying something like: I’m nearing my two-year anniversary and was wondering when performance reviews should happen. I also said that I would like to know the things that I’m not doing well and the things that I am doing well so that I can do my part in making the team better. I was going to send this to the HR Director and the CFO…since it’s a small office. I feel like I’m not very good at writing emails like this so….if I’m leaving things out that I should say or if anyone knows of something that shouldn’t go in an email like this….please let me know.

What do you all think? Let me know if I've left anything out or if you need more information. Thanks in advance.
Chris

[RANDY P]

Informally ask around with trusted co worker friends how "raises" happen. It will be quickly apparent how they deal with them...

[Crowbob]

I'd just go to my immediate supervisor and ask how am I doing since I haven't had a performance review yet.

Keep it simple.

[berettafan]

possibly your position is worker bee type stuff and considered disposable (ie easy to replace) hence no overt offers of improved compensation. maybe the question should be 'when do I get to be CFO' or 'I'd like to open another office and run it, here's my plan'.

[legion]

I think the obvious answer is that they don't want to review you because they don't want to pay you more. The fact that they don't apparently have a process in place for this is bothersome.

There's a good chance that you will piss some people off by asking those questions. Not because they aren't valid, but because they don't want to answer them. My advice is to ask them anyway and get your resume ready. I think there is a very high chance you will get a runaround. Possibilities also include getting fired for rocking the boat, being told no to the review, and being giving a poor review (as payback for rocking the boat). Any of those would mean it's not a place you want to continue to work IMO.

Of course, getting a review and a raise (or just getting a raise to shut you up) are also possibilities. But if you have to fight this battle every year, I'd still look elsewhere.

[Holger]

I would not ask the co workers. Dont trust that anybody keeps their mouth shut!
Ask your supervisor directly.

[masraum]

If workers are working at the existing rate of pay, then we don't need to pay them more until they don't want to work any more. We'll just wait until they give notice, then we'll give them a raise and that will save us money in the long term....

Yeah, lots of places will pay at or below market for good employees because the employees will do it. I'm sure, in some cases, you can ask for more and get more, but it's been my experience that 99% of the time, to get what you deserve, you have to leave. Once you tell folks that you are leaving, they may then make a counter-offer, but to me, at that point, it's too little too late.

[asphaltgambler]

My response is a combination of the above. You have been there long enough that there doesn't appear to be any yearly review in place. I will tell you that if there was, there would be some 'buzz' right before and right after that process. Most are looking to the positive side, but some will be disappointed, therefore you would hear about it with the 'water cooler' gossip.

I actually went through this same thing a while back. Basically when companies f**k you they generally don't tell you in advance. The silence is proof.

I'd prepare for the worst prior to you asking your supervisor. It's clear from your scenario that your skills are better suited and thus rewarded elsewhere.

[pavulon]

Originally Posted by Holger

I would not ask the co workers. Dont trust that anybody keeps their mouth shut!
Ask your supervisor directly.

Also, don't trust your supervisor.

[1990C4S]

It is quite likely HR has been told to do them, but has avoided the task (as most managers do).

Calling HR out to the CFO is not a good career move.

Have you had a raise since you started?

[Por_sha911]

OK let's get real: you're looking for a raise and feel that performance review is the process. Fine. I always believed that the best time to ask for a raise is when you are being complimented. After completing an important task and being told you did well, write a proposal a la resume:
"I am expecting that in the near future you will be evaluating my time with Zorch Corp. I thought it would be helpful to provide you with accomplishments that have improved our company. In the past two years I have done blah blah blah... I look forward to discussing with you what additional remuneration I will be receiving for the value I have added to Zorch Corp with these accomplishment".
If you are worth more you shouldn't be ashamed to say so.

[stomachmonkey]

In an office that small HR is not ignoring them.

The CFO, as indicated by his title, is aware of all the finances. CFO will be signing off on merit increases and if he is not seeing any, he knows they are not happening. If they are supposed to be happening, and are not, it's not like he can claim ignorance.

Most likely, their policy is to not do them to as they trigger the "pay me more" conversation and they want to avoid that.

In an environment like that, small office, merit increases are done hush hush.

You need to push for it but keep it quiet.

Tell us more about this organization.

Are you a dept in a larger company whose payroll you are processing?

Is this an independent that other companies outsource their HR and payroll processing to?

If that, where is the rest of management? Or is the CFO the "owner"?

[cstreit]

My guess is this is a small company rather than a small department in a large company? Its rare that a corporation would allow this to happen unless they have dispensed with the annual review process in favor of a behind doors classification scheme paired with more informal feedback (which is gaining popularity).

That said - Challenging them certainly won't have a positive impact. They either aren't aware (unlikely) and you'll make them feel dumb, or they are aware and you're challenging an uncomfortable rule.

So... Here is what I would do:

1. Write your own performance review. Keep it simple. A 3-5 sentence summary and document 4-5 S.M.A.R.T. goals (specific, measurable, achievable, results focused, and time-bound.). Such as "Completed X improvements which resulted in Y results in 2016" (elaborate in a few sentences.)
2. If your goals roll up to his (he should be sharing them) so much the better.
3. Iinclude a few achieved "stretch" goals and achievements. These are areas where you have gone above and beyond expectations.

Once complete - email to your supervisor.

"Bob, I've put together a summary of my accomplishments in the last 2 years. I'd like to review these with you and am available at X times. Here's what we should discuss:

- Lets mutually ensure I am on track for success and advancement when the opportunity arises.
- I want confirm I am helping you reach your goals as well
- Having exceeded my targets I'd like to discuss a reasonable merit increase by year end as a reflection of my contributions to the company and my span of influence (hot topic in HR these days).

I'm really looking for your constructive feedback. If the time above does not work, let me know when we can discuss."

Give him 3-5 days to digest and prepare for that discussion. If he refuses or doesn't take it seriously, tune up your resume. If there is a process and you just haven't been a part of it, get in it... ...but still suggest you have this meeting as "it is important that we can both succeed."

Hope this helps. I've got 25 years in corporate, half of that in leadership, and familiar with the good and the challenging. PM me if you want to disuss off-line.

[KFC911]

To the OP...all of "our" experiences, may or may not apply to your situation and the organization (sounds small) that you work for imo. I will just say this....look out for yourself...no one else has the same vested interest as you do. Good luck!

[RKDinOKC]

make like it is not a big deal...

Walk up to direct supervisor when nobody else around. The open the conversation with. I've been meaning to ask, how does someone go about getting a raise around here. It opens the conversation without putting pressure on the supervisor to come up with any kind of performance review, etc. on the spot. If response is negative, just say you wish you knew that when you signed on. And start looking for another job. If positive response all good.

I am a half brother to one of the officers where I work. Was working night shift and the supervisor thought it was funny that he could keep me from getting raises. After missing the third round of raises despite having the best production on any job they put me on... I walked into his office with a shotgun. When he looked up I said, "I would like to talk about a raise." He said, You got it!. Then explained that a cooworker and myself were going bird hunting right after the shift. Didn't want to leave the shotgun in my truck and ask if it was okay to leave it in his office. Stuff was getting stolen from vehicles in the parking lot on night shift. Left the unloaded shotgun in his office and went to work. Got a pay raise on my next check and didn't miss any more either.

[KFC911]

^^^ Hilarious

Three rules that I made up...

1. NOBODY is irreplacable.
2. I can replace this job a HELL of a lot easier than you can replace me.
3. I just work here, and some day I won't....just like EVERYBODY else.

I have more .

[stomachmonkey]

Originally Posted by cstreit

1. Write your own performance review. Keep it simple. A 3-5 sentence summary and document 4-5 S.M.A.R.T. goals (specific, measurable, achievable, results focused, and time-bound.). Such as "Completed X improvements which resulted in Y results in 2016" (elaborate in a few sentences.)

S.T.A.R. also works.

Situation, Task, Action, Result

[Seahawk]

As other have said: What size is the business? What type of business?

I would assume, with a Payroll/Accounting office of eight, that the total number of folks in the company has to be over 125.

With that in mind, I can't imagine the company does not have an employee handbook, an HR hiring and company policy brief, indoc brief, benefits brief, etc. that covers performance reviews.

If your company does not have those things, it should. There are 15 people in my manufacturing company and we have all of the above.

I would start there.

[imaircooled]

Sorry for the delay. Thanks for all of your responses. Many of you took a lot of your valuable time to help. I appreciate that.

The office is pretty small. Plus we are working in Payroll/Accounting so we are very confidential. I'm not sure that I can ask another payroll employee.

We process payroll for a group of stores owned by our president. They are all the same kind of store. Payrolls are separated by location. I process payroll for about 700 employees. Some bi-weekly some monthly. So total employee count is around 1500 or so.

Below is the section for Performance in our handbook. Doesn't seem too friendly for the employee:


9. Performance

The personal contribution of each employee
to CUSTOMER SATISFACTION and PROFITABLE OPERATIONS
is important to the success of the company.
For this reason, your personal PERFORMANCE in these areas
is a most important aspect of your job.


As a measurement of your commitment to customer satisfaction and profitability, several elements of your performance are considered in the observation of your work. In broad terms, they include, but are not limited to:

• Quantity and quality of output.
• Dependability in following instructions and completing assignments.
• Attendance and punctuality.
• Personal conduct.
• Attitude toward other employees, customers, suppliers, and management.
• Cooperation in the teamwork effort of completing a job.

Without limiting the company’s discretion, these also are examples of the determining factors considered in the event that layoff is required due to business changes. If you are unsure as to the performance requirements of your assignment, you should ask your direct supervisor.

'I'd like to open another office and run it, here's my plan'.

I do like the idea of designing a plan and sharing it with them. There are some changes about to happen and I could be part of that change. This would mean them replacing me at my current position and I taking another. I'm not sure they would go for it although I think they would mostly agree that I would be better suited for the new position than the person they are thinking about offering it to.

I think the obvious answer is that they don't want to review you because they don't want to pay you more. The fact that they don't apparently have a process in place for this is bothersome.

If workers are working at the existing rate of pay, then we don't need to pay them more until they don't want to work any more. We'll just wait until they give notice, then we'll give them a raise and that will save us money in the long term....

The above quotes are correct. Most people that work here have worked here for a long time. We have a lot of employees that have been here for 30 years.

Calling HR out to the CFO is not a good career move.

Have you had a raise since you started?

The CFO, as indicated by his title, is aware of all the finances. CFO will be signing off on merit increases and if he is not seeing any, he knows they are not happening. If they are supposed to be happening, and are not, it's not like he can claim ignorance.

I think both of you have a point...but because of the size of the office....they both already know that reviews aren't happening.

S.M.A.R.T.

S.T.A.R.

I like these too. I may draft something up like this.

Thanks again,
Chris

Thanks again for all of the responses.

[Tidybuoy]

I think you are on the right track. I've added some comments below.

Many companies do not have a formal review process but as they get larger, they usually implement an annual review. It sounds like you are definately due for one.

I would start by doing your own self-evaluation where you bullet point your accomplishments. I don't know all your specific responsibilities but you should work on a list. I say this because if you don't have it written out, its likely you will get nervous and leave something out during your conversation.

Believe it our not, bosses can be just as nervous as you when it comes to discussing compensation. This is the one time that you need to stick up for yourself and let your boss know how important you are to the company. You should have an amount in mind as to what you want.

You might do as you plan; except I would create a word document and attach to your e-mail. This will let your boss know that you have given this considerable thought and puts him/her on notice that you are thinking about your future.

I would:
list our your accomplishments, with a positive spin.
Indicate that you are willing to take on more responsibility.
Let them know you feel it is time for a pay increase.
Ask them, if they don't feel you are worth $X, then what can you do to get to that point.

All of this will show your boss that you are motivated and want to improve your life. It also will make your boss a little nervous that you might be thinking of moving on (but don't directly say that - threats rarely work in your favor). Most bosses hate to have to replace someone, especially if they have someone that is trained and working well. Remind your boss that you love working there and you want to be part of the companies success but at the same time, you need to think of your own future, your family.

This is the one day each year that you have to stand up for yourself. When it's over, believe me, both you and your boss will be happy. And, this will make it easier in the future years because you boss will know you want/need more.

Good luck!