Salary appraisals at One2N are done periodically to reward the performance and potential of our employees.
🔄 Appraisal frequency📆 Appraisal effective date✅ Factors that decide appraisal📐 How performance and growth are measured?🪜 What about promotions?Scenario 1Scenario 2🤝 How will my appraisal be conducted?📕 Resources (must read)
Generally, your salary appraisal is conducted on your joining anniversary date.
Your appraised salary will be effective from your joining anniversary date.
Your salary appraisal is dependent on the following:
- Your performance during the appraisal year, as assessed by your team lead, your clients, and the One2N leadership team. Your performance is defined by the quality and professionalism with which you perform your tasks and assignments. We seek evidence of Pragmatism, Ownership, Humility, and Excellence in your performance and reward you accordingly.
- Your professional growth during the appraisal year. We analyze how well you’ve grown professionally in the eyes of your team, clients, and the One2N leadership team during the appraisal year.
- The company’s financial performance at the time of your appraisal.
- The internal salary parity @ One2N at your level of performance.
These are the factors that help the One2N leadership decide your appraised salary amount.
- Observation - The One2N leadership team (Chinmay, Jaideep) works very closely with every employee; therefore, they have a direct view of your performance and growth throughout the year. The leadership also works closely with your teams and clients to get their direct insights regarding your performance and growth.
- Reviewing your “1 on 1” docs and feedback - The 1-on-1s you regularly have with your team leads, and the One2N leadership team is a well-documented indicator of your performance and growth over time. It is, therefore, very important for you to undergo and document your 1-on-1s as frequently as possible (monthly by default). Similarly, take feedback from your clients and document them in the 1 on 1 doc as frequently as possible.
If the leadership sees evidence that your performance deserves a promotion, it will also promote you.
Broadly, there are 2 scenarios in which you get a promotion:
Even though you're at a certain designation level, you are already acting at a seniority level above that designation for quite some time.
E.g., you're designated “Senior Software Engg”, but you're already playing the role of Lead Software Engg, i.e., you’re already taking ownership of project deliverables, client communication, keeping your team aligned on goals, mentoring them, etc.
In that case, when the appraisal happens, we give you the deserved promotion, alongside the responsibilities and salary raise that comes with it.
You're an expert with a particular technology but have remained an individual contributor and executor with it, i.e., you are assigned a task in your area of expertise, and you do it really well.
You haven't played a team lead role yet. In such a case, we ask you to lead a project for a certain duration (typically 6 months).
Leading a project would mean
- identifying tasks yourself before executing them (rather than just executing tasks assigned by someone else).
- mentoring teammates in your area of expertise
- driving the client engagement independently from start to finish
Based on your performance in this role, we will promote you along with your appraisal.
Please note that things like appraisal frequencies, effective dates, etc., may be changed case-to-case, if necessary.
- 2 weeks before your appraisal due date, you will receive an intimation from the people team that your appraisal is due, and you need to complete your 1 on 1s and feedback. As mentioned above, we expect you to have completed the 1-on-1s and collected your feedback by now.
- 1 week before your appraisal due date, you will receive a calendar invite from the people team for your appraisal discussion, which will be scheduled on your appraisal due date.
- On your appraisal due date, you will undergo the appraisal discussion with Chinmay, Jaideep, and Mayank. In this discussion, we will:
- Discuss your performance over the appraisal period, highlighting the positives and gaps with examples.
- Discuss your overall professional growth over this period.
- Share your appraised salary.
- After the discussion, we will inform the accounts team of your new salary and the appraisal effective date.
Here are some must-read resources that we recommend everyone to read. These will greatly help you with your career and growth.
- https://engineeringorg.substack.com/p/dont-get-eaten is a great reference for professional growth from one level to the next.
- https://addyosmani.com/blog/software-engineering-soft-parts/ - A great read to understand what it takes (in terms of soft skills) to reach higher levels of impact and add higher levels of value.