Difference between revisions of "Salary Review"

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(Created page with "This article is a slug. Any contribution is welcome. == What is Salary Review == Salary Review, as the name implies, is an event important in the life of Offies. == Review P...")
 
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1-2 weeks to receive feedback
 
1-2 weeks to receive feedback
 
=== Inform HR ===
 
=== Inform HR ===
 +
 +
 +
== Salary Review Q&A==
 +
In May 2017, following open discussion with Ngoc Hân NGUYEN THI, Sylvain PIERRE, Cao Phong DUONG, Thnah Tam TRAN wrote a [https://docs.google.com/document/d/1y4FjUk3Bps5fy_cE36GfVOlT85ePwHS3ffgfUplBqOE/edit Salary Review Guideline] in Q&A format.
 +
 +
All the process in the company comes from the vision and there are 3 principles that they are really important:
 +
# self-management used for each and every single process
 +
#  transparency: sharing what we are going to do and
 +
#  trust.
 +
 +
In the salary review process is first to be honest of ourselves. We do the review with people we trust with. The relationship between you and your influencers are really important too. I see a lot, 80% of the salary review discussion where we are not enough trust between the influencers and influencees and the discussion just turn into a negotiation.
 +
 +
==== Question: How long do we need to set the influencers before the salary review? as many times people just ask us as influencer only when they do the review, can we refuse? ====
 +
 +
If you are seeing, the step 1 is the wrong one, the selection the influencer is not only for salary review process. Today if you look at the salary review process, it's somehow like: “I choose influencers, I talk with them, then I decide on the salary”. That’s not the spirit, the influencer is following you for the whole time, so you shouldn’t be talking with influencers once just to talk about salary. The reason why today we don’t have enough trust in the discussion because our influencers are just here to talk about money. Setting the influencer is not part of the salary review process. it’s still the requirement but it’s not a step.
 +
 +
And if you look at the handbook, , when Iyou come to the company 1 or 2 or 3 months, I’myou are  going to choose the influencer. 
 +
 +
The 2nd thing is that choosing the influencer it’s something really natural, it’s not something you need to think about like who is giving the best salary possible but who are the people you talk to everyday, who you are working with and who you trust or get inspired most. Those are your influencers.
 +
 +
Again, the influencers is not only for salary review, and yes, we can say no if there is not enough trust as being an influencer is a responsibility.
 +
 +
==== Question: In a specific salary review session, what if an influencer is not qualified and reasonable enough to evaluate our work, can we replace him/her with another immediately? ====
 +
 +
 +
Basically, who will you listen to if that person tell you: “I think the amount of money is too high for you?” or “I think you have to prove yourself more in the company” If someone tells you this, are you going to listen to that advice? If yes, it means you have some trust with that person. If no, that person properly is not your influencer.
 +
 +
Here, the question: “can we replace him/her?” To answer, we come back to the vision/principle “Is there trust between us?”. The answer is depending on you.
 +
 +
Once you understand the vision, there is no need the process…
 +
 +
==== Question: Do we really need a guideline for salary review? And do we need to have senior influencer? ====
 +
 +
We have a lot of guidelines, and little by little, those guideline become process. We take the guideline as steps we have to do… we follow the steps but we don’t understand at all the vision behind. that’s why I think process is not exactly the good way. but normally we have process and people follow, it’s simply way to do. To answer the question if we really need the guideline, I guess yes but if we follow the guideline strictly and it becomes the process, no.
 +
 +
I think we should have senior in the company who understand the principle join in the salary review to make sure people follow the principle, if the review is not following the vision/principles,  we have to point it out and raise our hands. This is a kind of responsibility of the senior and influencers.
 +
 +
==== Question: What are values and important points to decide your salary? ====
 +
 +
There is decision process inside the salary review. The question is how we make decision, how we decide our salary.
 +
 +
The advice is you need to take into the account to look at around you in order to position yourself in the salary review. Knowing the people’s salary, looking at the value you bring by yourself (ie how trust I get from the customer, what value I bring to the projects, what my contribution to the company’s development...). And also knowing salary market rate which you could get outside to benchmark yourself.
 +
 +
You also need to know company information, to take into consideration the P&L, not only in your project but also company’s situation.
 +
 +
 +
==== Question: Is "CHOOSE YOUR OWN SALARY" really working and generally accepted or we should depend on influencers' majority votes? ====
 +
 +
Listening the feedback, making decision based on what you heard. So there is no majority votes… majority votes, it’s how Trump get selected…. (smile)
 +
 +
==== Question: People making the decision without caring their influencers’ opinion but influencers have responsibility in people’s salary review? what is responsibility of the influencers in that case? ====
 +
 +
The influencers are here to give the feedback and advice and be your advocates in front of the rest of the company.
 +
 +
We all have responsibility to have opinion in the salary review and to share it. As influencers, we have higher responsibility but if you see a salary review, you know that person, you think the rate is too high, and you think that something is going wrong, you are responsible to share your option. Just raise your voice.
 +
 +
 +
==== Question: What happens if in a review tension cannot be solved and becomes time-consuming/frustrating, no one reaching the consensus? ====
 +
 +
We have the tension and we have the process how to resolve. I think when people say “I don’t agree with you, I think your proposed rate is too high”. It’s always feeling hard like why that person doesn’t agree with me, especially, it’s more sensitive when we talk about money. To reach the consensus,  it’s from in both sides (1) as receiving the feedback, you should listen and understand why. You also need to react in a nice way. (2) as sharing opinion, it’s not a matter of right or wrong, it’s a discussion, a trust between us. You also need to find a nice way to explain why you think the salary is too high.
 +
 +
==== Question: Should we evaluate the transparency level of salary review? ====
 +
 +
 +
I don’t think there is single rule, it’s case by case, some people share range, and some people share the amount and it’s fine.
 +
 +
How to improve the transparency. it’s matter of the spirit. We have some guidelines, ie we can share salary range in G+, now if someone comments and says he/she likes to know the exact amount, well, that’s where we can improve the transparency individually.
 +
 +
 +
==== Question: why do we need to post G+ then wait for 2 weeks before submitting to HR? ====
 +
 +
The spirit of this is to give a chance to everyone to look at the review and to share their opinions. The moment you post in G+, the decision is not made, you are coming to another step which is you will share it with everyone and you will give everyone a chance to give feedback and then we have discussion.
 +
 +
So the decision is only happen later on when you collect the feedback. Bottom line, we don’t post for decision, we post for the intention (advice) in G+
 +
 +
==== Question: Recently, new salary band is postponed as we have to join the final meeting with anh Phong. What is his role at the end of this process compared to the chosen influencers, except his important signature on the contract labor? ====
 +
 +
a.Phong: today I’m the one who sign, I think I have responsibility for what I sign and I think I want to know the person, I don’t decide the salary. I just meet and understand who i’m signing for. I get myself permission to make sure that  there is the respect and understanding of our principles and pushing for the transparency. I want to help to resolve the tension. It doesn’t mean that if tension is not solved, i’m not signing but 1 step to help people to understand each other expectation.
 +
 +
Sylvain: suggest to meet a.Phong and have discussion with him before or during the salary review to explain the purpose, ensure fairness, ensure people understand the spirit.
 +
 +
==== Question: Do we really need a guideline for salary review? If so, we need to update it, maintain it, publish it where everyone else can see and follow? ====
 +
 +
yes, absolutely and it’s true for every single guideline. We have newcomer’s handbook, it should be updated, everyone can contribute to it. it’s not only for salary but single of guideline. It’s a way of company works.
 +
 +
==== Question: What happens if there's someone not following this guideline? ====
 +
 +
in reality, people didn’t wait for 2 weeks. the deadline arrived and they want thing approved. As long as we feel there was enough discussion, there was enough caring. The final step is to sign. sometimes I don’t meet people before I sign because I know them. It’s not strict guideline but if you don’t do anything per guideline. I’m not confident to sign. If you don’t share your discussion at least few days and the transparency are not  able to ensure. More than the guideline, what you need to understand the spirit. It happens sometime that offy follow the guideline but the don’t understand the spirit. The influencer is one who to ensure the spirit of the salary review.
  
 
== See Also ==
 
== See Also ==
Line 20: Line 108:
 
* [https://plus.google.com/communities/114247689785052683839 OffySpace community of G+]
 
* [https://plus.google.com/communities/114247689785052683839 OffySpace community of G+]
 
* [https://docs.google.com/document/d/1eZzSCoLfODDpdblfak2Oq--_U_J-mnjWST8IE-lsE8g Offy Handbook on GDrive]
 
* [https://docs.google.com/document/d/1eZzSCoLfODDpdblfak2Oq--_U_J-mnjWST8IE-lsE8g Offy Handbook on GDrive]
 +
* [https://docs.google.com/document/d/1y4FjUk3Bps5fy_cE36GfVOlT85ePwHS3ffgfUplBqOE/edit#heading=h.4tgtomrk7oy7 Salary Review Guideline] (by Thanh Tam TRAN, May 2017)

Revision as of 10:40, 13 March 2018

This article is a slug. Any contribution is welcome.

Contents

What is Salary Review

Salary Review, as the name implies, is an event important in the life of Offies.

Review Protocol

Discuss with Influencers

Your influencers must be informed about their responsibility toward you prior to the Review. It's not recommended to inform your influencers at the last minute.

Publish the result on OffySpace Community

1-2 weeks to receive feedback

Inform HR

Salary Review Q&A

In May 2017, following open discussion with Ngoc Hân NGUYEN THI, Sylvain PIERRE, Cao Phong DUONG, Thnah Tam TRAN wrote a Salary Review Guideline in Q&A format.

All the process in the company comes from the vision and there are 3 principles that they are really important:

  1. self-management used for each and every single process
  2. transparency: sharing what we are going to do and
  3. trust.

In the salary review process is first to be honest of ourselves. We do the review with people we trust with. The relationship between you and your influencers are really important too. I see a lot, 80% of the salary review discussion where we are not enough trust between the influencers and influencees and the discussion just turn into a negotiation.

Question: How long do we need to set the influencers before the salary review? as many times people just ask us as influencer only when they do the review, can we refuse?

If you are seeing, the step 1 is the wrong one, the selection the influencer is not only for salary review process. Today if you look at the salary review process, it's somehow like: “I choose influencers, I talk with them, then I decide on the salary”. That’s not the spirit, the influencer is following you for the whole time, so you shouldn’t be talking with influencers once just to talk about salary. The reason why today we don’t have enough trust in the discussion because our influencers are just here to talk about money. Setting the influencer is not part of the salary review process. it’s still the requirement but it’s not a step.

And if you look at the handbook, , when Iyou come to the company 1 or 2 or 3 months, I’myou are going to choose the influencer.

The 2nd thing is that choosing the influencer it’s something really natural, it’s not something you need to think about like who is giving the best salary possible but who are the people you talk to everyday, who you are working with and who you trust or get inspired most. Those are your influencers.

Again, the influencers is not only for salary review, and yes, we can say no if there is not enough trust as being an influencer is a responsibility.

Question: In a specific salary review session, what if an influencer is not qualified and reasonable enough to evaluate our work, can we replace him/her with another immediately?

Basically, who will you listen to if that person tell you: “I think the amount of money is too high for you?” or “I think you have to prove yourself more in the company” If someone tells you this, are you going to listen to that advice? If yes, it means you have some trust with that person. If no, that person properly is not your influencer.

Here, the question: “can we replace him/her?” To answer, we come back to the vision/principle “Is there trust between us?”. The answer is depending on you.

Once you understand the vision, there is no need the process…

Question: Do we really need a guideline for salary review? And do we need to have senior influencer?

We have a lot of guidelines, and little by little, those guideline become process. We take the guideline as steps we have to do… we follow the steps but we don’t understand at all the vision behind. that’s why I think process is not exactly the good way. but normally we have process and people follow, it’s simply way to do. To answer the question if we really need the guideline, I guess yes but if we follow the guideline strictly and it becomes the process, no.

I think we should have senior in the company who understand the principle join in the salary review to make sure people follow the principle, if the review is not following the vision/principles, we have to point it out and raise our hands. This is a kind of responsibility of the senior and influencers.

Question: What are values and important points to decide your salary?

There is decision process inside the salary review. The question is how we make decision, how we decide our salary.

The advice is you need to take into the account to look at around you in order to position yourself in the salary review. Knowing the people’s salary, looking at the value you bring by yourself (ie how trust I get from the customer, what value I bring to the projects, what my contribution to the company’s development...). And also knowing salary market rate which you could get outside to benchmark yourself.

You also need to know company information, to take into consideration the P&L, not only in your project but also company’s situation.


Question: Is "CHOOSE YOUR OWN SALARY" really working and generally accepted or we should depend on influencers' majority votes?

Listening the feedback, making decision based on what you heard. So there is no majority votes… majority votes, it’s how Trump get selected…. (smile)

Question: People making the decision without caring their influencers’ opinion but influencers have responsibility in people’s salary review? what is responsibility of the influencers in that case?

The influencers are here to give the feedback and advice and be your advocates in front of the rest of the company.

We all have responsibility to have opinion in the salary review and to share it. As influencers, we have higher responsibility but if you see a salary review, you know that person, you think the rate is too high, and you think that something is going wrong, you are responsible to share your option. Just raise your voice.


Question: What happens if in a review tension cannot be solved and becomes time-consuming/frustrating, no one reaching the consensus?

We have the tension and we have the process how to resolve. I think when people say “I don’t agree with you, I think your proposed rate is too high”. It’s always feeling hard like why that person doesn’t agree with me, especially, it’s more sensitive when we talk about money. To reach the consensus, it’s from in both sides (1) as receiving the feedback, you should listen and understand why. You also need to react in a nice way. (2) as sharing opinion, it’s not a matter of right or wrong, it’s a discussion, a trust between us. You also need to find a nice way to explain why you think the salary is too high.

Question: Should we evaluate the transparency level of salary review?

I don’t think there is single rule, it’s case by case, some people share range, and some people share the amount and it’s fine.

How to improve the transparency. it’s matter of the spirit. We have some guidelines, ie we can share salary range in G+, now if someone comments and says he/she likes to know the exact amount, well, that’s where we can improve the transparency individually.


Question: why do we need to post G+ then wait for 2 weeks before submitting to HR?

The spirit of this is to give a chance to everyone to look at the review and to share their opinions. The moment you post in G+, the decision is not made, you are coming to another step which is you will share it with everyone and you will give everyone a chance to give feedback and then we have discussion.

So the decision is only happen later on when you collect the feedback. Bottom line, we don’t post for decision, we post for the intention (advice) in G+

Question: Recently, new salary band is postponed as we have to join the final meeting with anh Phong. What is his role at the end of this process compared to the chosen influencers, except his important signature on the contract labor?

a.Phong: today I’m the one who sign, I think I have responsibility for what I sign and I think I want to know the person, I don’t decide the salary. I just meet and understand who i’m signing for. I get myself permission to make sure that there is the respect and understanding of our principles and pushing for the transparency. I want to help to resolve the tension. It doesn’t mean that if tension is not solved, i’m not signing but 1 step to help people to understand each other expectation.

Sylvain: suggest to meet a.Phong and have discussion with him before or during the salary review to explain the purpose, ensure fairness, ensure people understand the spirit.

Question: Do we really need a guideline for salary review? If so, we need to update it, maintain it, publish it where everyone else can see and follow?

yes, absolutely and it’s true for every single guideline. We have newcomer’s handbook, it should be updated, everyone can contribute to it. it’s not only for salary but single of guideline. It’s a way of company works.

Question: What happens if there's someone not following this guideline?

in reality, people didn’t wait for 2 weeks. the deadline arrived and they want thing approved. As long as we feel there was enough discussion, there was enough caring. The final step is to sign. sometimes I don’t meet people before I sign because I know them. It’s not strict guideline but if you don’t do anything per guideline. I’m not confident to sign. If you don’t share your discussion at least few days and the transparency are not able to ensure. More than the guideline, what you need to understand the spirit. It happens sometime that offy follow the guideline but the don’t understand the spirit. The influencer is one who to ensure the spirit of the salary review.

See Also

References

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