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Well this is awkward... how do I get a performance review at work?

F

fs5

Lifer
I'm in the US office of a company based in denmark. I do high level .NET support for our US customers with 1 other person, 8 total people in the office The person that hired me, the VP of USA Sales, was subsequently fired 1 month after my hire date. He told me, and it's in my offer letter, you will get "90-day performance and compensation reviews" for the first year.

Off the record he said, I'd get a raise, after the first 90 days. However it doesn't state that in the offer letter I signed.

The problem is, I don't report to anybody. And now there's nobody to give me my review/raise. How do I go about bringing it up with the CEO since he's the next logical step? Should I formally write out my accomplishment/goals and say that the ex-VP said I'd get a raise after 90-days?

no cliffs™
 
Become the VP, just move into his office and claim it's yours. 🙂

See what happened to your co-workers or talk to Human Resources about a 90 day eval.
 
Is there a company handbook that states all employees get a 90 day review? I quoted that in a letter when I wanted my review taken care of (I had recently been promoted, but was about to leave for another job, and I didn't want this one a$$hole messing things up for me in the future since I didn't have a review on file).
 
theres usually a raise when you get a performance review. ask your boss (CEO?) who you would give your performance review to.
 
I would write out the projects and accomplishments, it's a good excercise when you talk to the CEO. I think it's standard practice to get a raise after the promotion period. GL!
 
I just had my review. Got good marks. But had an email from my previous supervisor to my current who had some harsh words (I worked for him for the first part of last year.)

My current supervisor said, "Well, I don't what he is talking about, you've shown yourself to be a great asset here. Keep up the good work."

 
The way I'd do it is to play up the review angle and not mention the raise. If your company policy is to do a performance AND compensation review together, you'll get the raise just by getting the review, but you'll have the advantage that you didn't come out and ask about it.

You should write up a brief summary of what you've done in your 90 days, organized by the main job responsibilities and goals you were given. Don't go overboard, but show that you've met and hopefully exceeded the standards. Be straightforward and businesslike.

Once you have that, you need to figure out who should get it. Is no one in charge of the office you're in now? If not, then write a cover letter to go with your report of your accomplishments and forward it to the CEO. Simply explain that you believe a 90-day performance review is due and, since the person who was in charge of the office is no longer with the company, you don't know who to contact and you hope that he/she can route your self-review to the appropriate person.
 
Originally posted by: kranky
The way I'd do it is to play up the review angle and not mention the raise. If your company policy is to do a performance AND compensation review together, you'll get the raise just by getting the review, but you'll have the advantage that you didn't come out and ask about it.

You should write up a brief summary of what you've done in your 90 days, organized by the main job responsibilities and goals you were given. Don't go overboard, but show that you've met and hopefully exceeded the standards. Be straightforward and businesslike.

Once you have that, you need to figure out who should get it. Is no one in charge of the office you're in now? If not, then write a cover letter to go with your report of your accomplishments and forward it to the CEO. Simply explain that you believe a 90-day performance review is due and, since the person who was in charge of the office is no longer with the company, you don't know who to contact and you hope that he/she can route your self-review to the appropriate person.
Click to expand...

woo hoo, that's exactly what I did. I wrote up a page of my Objectives (main objs of my job), Milestones (for previous quarter), and Goals (for next quarter). BTW, that's OMG's 😉

So I sent it to my CEO and he and I talked and ended up giving me 7% raise! yay
 
Wow, good thing the Anandtech bulletin board is your employer because questions like these should be asked of your employer and no one else. You've come to the right place to ask! Good job!
 
Originally posted by: Nik
Wow, good thing the Anandtech bulletin board is your employer because questions like these should be asked of your employer and no one else. You've come to the right place to ask! Good job!
Click to expand...
AKA Wrong Forum.
 
Originally posted by: Nik
Wow, good thing the Anandtech bulletin board is your employer because questions like these should be asked of your employer and no one else. You've come to the right place to ask! Good job!
Click to expand...

:roll:
 
Originally posted by: Nik
Wow, good thing the Anandtech bulletin board is your employer because questions like these should be asked of your employer and no one else. You've come to the right place to ask! Good job!
Click to expand...

So, you basically got here after the initial question AND after his resolution and update to post "wrong forum?"

Nice job, douche!
 
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