# Process for individual team members (IC)
|Weeks 1 & 2
|Weeks 3 & 4
|Weeks 5 & 6
|What should you do?
|Preparation of your self-assessment → send to your manager
Pick 2 people to ask for feedback → send to your manager
Fill in 360° feedback form for other team members
|Nothing to do 🙂
|Meet with your manager
|Last check of review + written validation of objectives
# Self-assessment preparation (weeks 1 & 2)
Once the HR team has kicked off the review cycle, please fill out your self-assessment. You can ask for support from the HR team if needed.
🙏 Preparation is important! Please avoid doing this at the last minute.
➡️ The goal is to
- take a step back in your work
- take part in setting your own objectives
- to identify what you will need in the months to come to reach these objectives (training? coaching? equipment? more feedback?)
- tell your manager about
- where you are 100% comfortable
- where you are progressing
- where you feel stuck
Doing this as a first step in the review cycle will help your manager gather more information and have a more complete idea of your evolution. They will focus on the most relevant areas to set the right objectives.
☝ Remember that soft skills are just as important as hard skills. Your self-assessment should be focused on both technical and behavioral aspects of your work.
When you’re done, please send the link to your Notion page to your manager. The information will be added to their own personal feedback, as well as the 360° feedback from your colleagues.
If needed, you can also meet with your manager to discuss your self-assessment if you feel more comfortable or if they need clarification.
2 to 3 weeks later, once their review is ready, they will send a meeting invitation.
# Giving and asking for 360° feedback (weeks 1 & 2)
# Who should you ask for 360° feedback?
Pick 2 people you’ve collaborated with in the past 6 months.
These people should be able to give concrete and meaningful examples of your progression and the areas where you should improve.
Give their names to your manager; they have the right to discuss your choice. They may also ask you to choose someone else if a person already has too many 360° feedback demands.
# Filling in 360° feedback
Giving feedback about colleagues you’ve collaborated with is an essential thing. By doing so you are shedding some light on some of their achievements, and spotting improvement areas that you think will make your collaboration better. This will in the end impact their team’s work.
Keep in mind this is only part of the review. Their manager’s assessment and their own self-assessment also come into play.
Here are a few tips:
- Only give feedback that you think will help the person grow.
- Give specific, constructive, and actionable feedback as much as possible. Add examples to illustrate your thought.
- Focus on behaviors, not personality. Focus on what you have observed in your colleagues, rather than personality traits. This will help to ensure that the feedback is actionable.
- If necessary, ask the person’s manager for a 1-1 meeting. Sometimes it may be easier to say things orally.
- Keep in mind that when the feedback is given to the concerned person, you won’t be singled out and pointed out as the source. You’ll be part of the complete feedback that the manager will have put together.
# Meeting your manager (weeks 5 & 6)
👉 Your manager takes the lead and goes over their review with you. It will be a combination of:
- the areas of focus of your self-assessment
- the important information in 360° feedback from other team members
- their own evaluation of your work
During this meeting, it is their role to illustrate your current position and evolution within the Career Framework.
They will set objectives for the coming months in alignment with the framework.
👉 Make sure the objectives your manager is setting are clear for you! Ask as many questions as possible. You can challenge the objectives if they don’t seem achievable.
💡 This is an opportunity for the both of you to discuss topics you wouldn’t discuss daily: where do you see yourself evolving at Meili? do you have any training needs? do you spend enough time with your manager? is there a specific project you’d like to work on? are you considering internal mobility? not everything will be possible, but if you don’t ask, you’ll never know 😉
👉 Once you have both taken turns speaking and the objectives for the next 6 months have been set, you can end the meeting.
# Validate your objectives (week 6)
👉 Your manager changes their Team Member Review form if necessary, then gives you access to the Notion page.
👉 Take the time to read the review. Make sure the objectives for the coming months are clear for you; this review will serve as a point of reference for the next one. Don’t hesitate to ask your manager if you have any remaining questions or if you wish to change certain things in the review. Once you both agree, your manager will write all small note at the top of the Notion page to close the review.
If you’re growing in the framework, how and when are the changes to your salary applied?
🤔 What next? If you’re changing position in the salary grid, these changes will be applied in the upcoming month. E.g., your review was finalized at the end of March → you will see the change in your April pay slip.
⚠️ For international team members → unfortunately, our partner for international contracts and contractor agreements may not be as reactive as we’d like them to be. Since Meili isn’t the one directly responsible for contract amendments and salary transfers, changes may take some time to be applied. The HR team will be as quick as possible to inform them, however, please allow up to 2 months to receive an amendment. The salary change will be applied retroactively.