Hi there, Need quick advice. Joined the ship with 8yr experience in software eng. (multiple skills, generalist) but also expat with not enough experience in negotiation of salary/performance in US tech market. At the time I joined, company policy was such that there was no levels (seniority) applied to the title. Within last year, things changed, few people in my team got new titles and outside of my team many engineers titles changed (seniority and level started being applied to the title). Within ~2yr period did exceptionally good work, but didn't have any performance evaluations. When asked why this is not happening - manager provided strange answer "I don't know what our approach to that is, I would have to ask HR". Weeks go by. Then HR comes back with answer that "managers should have regular routine performance evaluations" as they feel the need for it. So, finally manager accepts to talk. But this talk was supposed to happen on 1:1 about month ago, and each week he uses some priority tasks as a reason for 1:1 not to happen. So finally we are talking about performance this week, and manager wanted to start this session with question "what can we make out of your career, where do you see yourself in 5 years?". Super awkward as I am not sure why is he checking my motivational heartbeat at this point, so I circumvent providing any answer. Again this conversation is stretching over several half hour sessions and he has always some excuses to end calls. In the last discussion I mentioned following: - that benefits have downgraded since I started (dental, medical and PTO), and I am fearing 401k or something else might be next - that I had almost 2 years of very productive work and that it is my expectation at this point in time to be rewarded for it Manager acknowledged I had good performance by all means. My position is: I am willing to talk about next steps (title, compensation goals) etc. for future, only if I can be rewarded for my previous work as I joined with belief to make quick impact and I did. Considering that conversation about performance is avoided and managers attention is absent, and I had to spend so much energy to even start this conversation, I am fearing that they are not taking me seriously or maybe promotions & raise discussions are taboo topic. What I am looking for as outcome of conversation: - renegotiation of PTO time as benefit - to be reverted to initial when I started (this was law change in my state, but nothing is preventing company to offer addendum to my contract that states I will have same amount of PTO as when I started) - increase in base comp at minimum 7%, 9% ideally (this is to compensate for miserable year-end bonuses) - some other smaller benefits (e.g. monthly food budget as office employees get catered food and as remote employee I am left out) Questions I have: 1. Should I settle for less than my target compensation in renegotiation? I am of the opinion that these should come without any additional responsibility as I already have a lot on my plate. Worth mentioning - considering there was no seniority applied to titles when I started, I accepted lower end of pay range offered with position and hope to progress fast. 2. Any advices how to set back conversation to "warming and comforting" tone, where my manager won't feel as I am leaving ASAP if goals are not met. 3. Any advices if I should start looking elsewhere even before I know the outcome? Thanks #compensation #performance #negotiation #TCO #renegotiation
Did you type it all on mobile?
Haha 😂
Seems like time for a team switch, and maybe some external interviews to verify value, or jump as needed. Your manager might be able to manage projects, but it sounds like they don’t know how to manage people. I know Blind hates this, but people don’t quit jobs, people quit managers.
LC and?
TLDR?
Which ship?