Appraisal day. What would you want an employee to say to gain maximum bonus?
I'm good at my job, and go over and above, but are there any phrases I can use as an ace up my sleeve?
I have a number of examples I've mentally shelved for questions.
Any pro-tips without coming across arrogant, but capable, and striving for excellence?
Best.
Based on the fact that your handle indicates you run a 69mim 10 mile, I will assume you are a woman. So what you should do it tell them how interesting they are and suggest that you’d like to get to know them better over drinks.
Appraisal day. What would you want an employee to say to gain maximum bonus?
I'm good at my job, and go over and above, but are there any phrases I can use as an ace up my sleeve?
I have a number of examples I've mentally shelved for questions.
Any pro-tips without coming across arrogant, but capable, and striving for excellence?
Best.
Based on the fact that your handle indicates you run a 69mim 10 mile, I will assume you are a woman. So what you should do it tell them how interesting they are and suggest that you’d like to get to know them better over drinks.
Exec here at a $xB org.. our bonuses have strict metrics against them from an IC and Company performance perspective. The higher you get the less IC drives compensation and the more company performance drives payout.
Appraisal day. What would you want an employee to say to gain maximum bonus?
I'm good at my job, and go over and above, but are there any phrases I can use as an ace up my sleeve?
I have a number of examples I've mentally shelved for questions.
Any pro-tips without coming across arrogant, but capable, and striving for excellence?
Best.
Make no bones about it, you need to tell them in a professional manner that you are compensationally motivated. Squeaky wheel gets the oil, unless it isn't working well at all, and then it gets replaced. But if you are appropriately self-aware and are worth it, they need to know money matters to you. HR departments language is risk to the company. Are you a flight risk? If not, why would they give you anything?
This post was edited 39 seconds after it was posted.
our bonus' are based on 2 parts: 1: company performance. nothing you can do on this (at least at this point), 2: personal objectives. on this, i want you to show me as much data as you can to prove you're crushing these objectives. i don't want to hear what you think, how you feel, i want to see the data. if you can show me that, and then connect it into future growth for the company, i'll make allowances even if you're falling short.
our bonus' are based on 2 parts: 1: company performance. nothing you can do on this (at least at this point), 2: personal objectives. on this, i want you to show me as much data as you can to prove you're crushing these objectives. i don't want to hear what you think, how you feel, i want to see the data. if you can show me that, and then connect it into future growth for the company, i'll make allowances even if you're falling short.
I have spent 100 hours of my personal time on meeting these objectives, all accredited and with evidence.