As the end of the year, some unfortunate managers try to roll up their compensation, feedback, goal-setting, project planning and gawd knows what else into a single painful & stressful exercise. Painful for the manager, stressful for the employee. At one of my old jobs, reviews were so important we did them every 13 months!
However, like many seemingly intractable problems, this one can be solved by decomposition.
How much $$?
First, let’s look at from the individual contributor’s POV: “How much $$?” That’s it! That’s what they really want to know. Any compensation changes will probably take the form of items salary, stock, bonus, covered in an earlier post.
In economic terms, the compensation change is the only ‘signal’ that matters here.
You’ve been giving feedback all year, right? Skip it this one time. If you waited a year to give feedback, you really screwed up, and you’ll make matters worse by giving someone a bonus and reminding them of things they could have done better at the same time.
It’s actually fantastic to pivot the conversation around the contributor’s goals. It’s a new year, she is thinking about that sort of thing.
No! This is a one on one, project planning needs to happen somewhere else.
Gawd knows what else
Managers, don’t confuse yourself. Give them their monetary feedback, pivot to their goals and start prepping for the next one on one.