Performance Review tactics

FanDuel
sjdheo12

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sjdheo12
Jan 27 8 Comments

Expecting to be disappointed by my upcoming performance review raise/merit. I’ve been a solid contributor, but it’s more of a company culture of low pay.

My team would definitely be impacted if I were to leave. Has anyone “negotiated” a performance review? Wondering if it’s worth it trying to imply to my manager that I might leave if I’m unsatisfied with the initial merit grant

#tech

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  • HSBC
    🚀shot

    Go to company page HSBC

    🚀shot
    Never mention ur intention of leaving. Keep interviewing on side and leave once u get offer. Team will be fine, it’s manager job to worry about it
    Jan 27 1
    • Autodesk
      quicktulip

      Go to company page Autodesk

      quicktulip
      This. OP’s company sounds a lot like Autodesk. My “promotion” last year came with many more cross-team responsibilities, and a 3% raise.

      Keep interviewing, and use offers as leverage if you want to stay.
      Jan 27
  • Business Insider
    WEaC50

    Go to company page Business Insider

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    Capital One, Anheuser-Busch, Saatchi & Saatchi, Macy's
     WEaC50
    My personal opinion - much of how a performance goes depends on your manager.
    Meaning - some managers provide honest feedback and genuinely want to help you improve your weak points. Some managers just neg the s—-t out of their employees for some incomprehensible reason.

    In my experience (could be different in different companies), pay increase is limited by finance… so like finance will give a department a lump sum budget. Departments then typically dole out raises based on performance (if your company has a standardized performance review system, then that score is what drives your raise amount).

    I’ve had managers who refuse to give anyone an “exceeds expectations” and give all the members on their team middle of the road raises, and I’ve had managers that really try to advocate for their team to get higher than average raises, and I’ve had managers who were just… angry haha.

    I would say gauge what kind of person your manager is. If you feel they’re ranking you unfairly low for something, push on that and ask why. I’m not sure if your company is like mine, but managers at my company are expected to review performance reports with their team before submitting, and several managers end up changing grades on specific items.

    Overall though, if the pay bump you get is lower than you expect/want, it’s worth asking your manager if they’re allowed to share the typical raise amount budgeted for this year
    Jan 27 1
    • FanDuel
      sjdheo12

      Go to company page FanDuel

      sjdheo12
      OP
      Thanks for the very insightful response. Will definitely keep these things in mind. I feel like I will be disappointed no matter what due to the pay culture here so guess I will start interview prepping
      Jan 27
  • Apple
    takeit!

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    takeit!
    Poker face
    Jan 27 0
  • Sony
    i7aw

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    i7aw
    Can try and negotiate that but have another offer ready. Sit at the table with your guns.
    Jan 27 0
  • New
    canuckbr

    New

    canuckbr
    Totally agree with the previous post. My two cents are: if you are expecting above average raise I would go interview and get an offer and use that as leverage as what your market value is. Also, if you think you deserve an exceeded expectation gather that info and have a discussion with your manager before the review. This way you are being proactive, taking some responsibility from them and backing up your "request" for what you want.
    Examples would be gathering how your work affects other teams and if possible company strategies, getting feedback from teammates, or even better from other teams etc.
    Jan 27 0