So, 12 whole months since I joined NixonMcInnes, and whilst I could write a whole blog post about the amazing year it’s been, I won’t; a quick scan of our back catalogue provides a wealth of information on the topic of working here. Instead, I wanted to discuss my experience of our salary process, as it’s pretty special, and is a process that I approached in (hopefully) a fairly unique way.
Instead of going into huge depth about the process, which is constantly evolving, not perfect, and also ultimately uninteresting in detail, here is the 30 second outline: we are personally responsible for proposing salary changes on an annual basis, and once you’ve prepared a salary proposal with help from your direct manager, an elected group of four colleagues review and discuss your review before approving or suggesting an amendment. Ta-dah!
Like most other people, I’ve previously worked in workplaces where salary changes are often unexpected, and always undiscussed. Therefore, the openness of NixonMcInnes is pretty exhilarating, and that’s why I wanted to share this, my proposal.
As part of my future development, I want to make more of my creative side, and so the salary proposal seemed like a perfect time to do so. I’m pretty pleased with it as a picture, but obviously a picture requires more narrative than a word doc or powerpoint would, but for me that was the fun. In short, the little robot is me now, and the bigger robot is the world-conquering mega consultant I will become. Going from the top clockwise, you’ll see the actual figures in question, main achievements, a word-cloud of feedback from colleagues and clients, my plans for the future, and then a visual pause for discussion about whether the proposal is fair, equitable, affordable and attractive – the four main benchmarks against which we measure any salary request.
I’m pleased to say that the committee approved my proposal, but instead of a quick rubber-stamping exercise, we spent an hour discussing my role in relation to the other consultants, and their respective goals and rewards. Doing this with colleagues rather than one-to-one with a boss can be slightly awkward as it’s unusual to be so open about your strengths and weaknesses, but ultimately it results in a team who completely ‘get’ each other, and can find ways to compliment each others unique characteristics.
Lastly, when planning and writing this post, I asked the team whether I should blank out the actual amount on the proposal, which lead to an interesting debate. I posted the question:
Others suggested a clever alternative:
And others were all for openess:
So, I decided to just put it up there. We are a transparent organization, we share other figures, so why not share this? I’d welcome any feedback you have on the idea of salaries being public, any thoughts on the process, and lastly any comments on my picture :)