七月中，信箱中傳來香港老闆們的指教。
直爽的措辭，即便是英文不好的我，也不難從一針見血的字裡行間中，讀懂老闆想要傳達的信息。
原來，要在老闆的手中，拿到好的考核成績，客觀要件的達成並非絕對(感覺退回到多年前的職場生態)，公司的資源、策略，以及老闆的主觀判斷，更為重要。
We have completed the initial rating discussions with Consulting Leader for Director appraisal...... the service line leadership would determine the proposed rating based on the needs and situations of the service line.
There are a few points to note:
1. For financial metrics, ...It should be noted that meeting or exceeding financial metric is necessary for Level 3 rating. It would not automatically lead to high rating just because someone achieves very high financial metric. The rationale for this is that financial metric highly depends on the projects assigned and other factors which are not related to the performance of the staff. Whilst there are correlations between having skills and being deployed on high value projects, we believe that we need to consider other factors. Please note that it works both ways. High metrics don't automatically mean high rating but lower metrics don't automatically translate into low rating.
2. .....staff is compensated in accordance with your skills and experience. The expectations are set accordingly. Therefore, it takes a lot more achievements for someone to achieve high rating than a more junior staff.
3. For non-financial metrics, it will inevitably be subjective.... We will consider efforts but we will also consider results. For more senior grade staff, results matter more than efforts.
We commit for this rating process to be fair and will be open to have discussions with you if you have any concerns or questions. We acknowledge that there are a lot of circumstances to consider and we promise that we will consider the full spectrum of your contributions.
日復一日身陷在Skype, Teams, Zoom, Outlook, Whatsapp 的我，早已失去過往的好記性。
專案的討論方向瞬息萬變，我儘量養成今日事今日畢，或至少今日事有明確推動方向的工作模式，每天追蹤前一日的進度，以周圍單位，跟催團隊的目標。超過一周的討論議題，往往都已不在我的雷達區。於是，老闆的郵件，閱讀的當下小震撼，被雪片般來的信息分散注意力後，也就沒有再多琢磨。
再次聽聞相關的消息，是禱告會的前五分鐘。我才知道，原來COVID-19 早已對公司的成本帶來影響，即便是小老闆們，打從五月份起，就開始實施25 days no-pay leaves 的年薪調整措施。
原來，現實，並不會因為我無暇顧及除了專案以外的事物，就不用面對。
九月底，在調薪及獎金信遞送之前，香港老闆傳來聲明稿，再次表達立場。
We have completed the performance and salary review for FY20 and you should have learned about your rating or will learn about your rating in a few days. You shall also learn about your new compensation in a few days, if you joined prior to March 2020.
.......The financial performance of these various business components would drive the overall level of salary increment. The overall salary costs are put into a simulation to check whether it is in line with the financial plan. Other than the overall constraint, the determination of salary also depends on a few factors, most notably:
1. Existing salary versus market benchmark
2. Salary range of a grade – which is quite wide and it overlaps sometimes
What we try to do is to pay competitive market salary and to maintain equity amongst staff of similar profiles as much as possible. This is not always easy but the leadership has put in time and effort to make sure that we achieve fairness and transparency in the process. I can also admit that in the past there were occasional cases that I had overlooked. But the intention was there.
.....due to COVID-19, most partners in the firm have no compensation increment in order to leave financial resources for staff compensation. This is based on the principle mentioned by our Global CEO, partners eat last. Looking at the brighter side, I think the most difficult time is largely over, at least for Consulting that I have more information about. The economy in Mainland China is reviving. We are pretty much back to normal, including the traffic congestion and flight delays. The partner group have worked hard to bring in business for us and I am seeing some good results and also some mind blowing opportunities. So at times you may see some juggling in booking to accommodate the new projects. I would ask you for your understanding. The new business will help to strengthen our foundation for the next pay review.
在公司的第一個績效考核年度，躬逢其盛，碰上了全世界都蒙受其害的2020年。
打開獎金函時，我真的揉了幾次眼睛，確認自己是不是少算了一個位數，或是少看了一個零。原來，老闆沒說出口的共體時艱，就是這麼一回事。
看到數字的那一瞬間，當下的反應是，原來這一年殫精竭慮所付出的心力，老闆沒有recognize。但很奇妙的，這樣的心情很快就褪去，隨之而來的，是感謝。
感謝父神，為我預備夠用的恩典，圍繞保護著我。感謝主，在經過了七十三個月後的淬鍊，我開始學會輕看地上的標準，仰望天上的供應與指引。
第一次張羅以小孩作息為主的家庭旅遊，驚喜的發現Samuel 的適應力很好，而且享受在各種新事物的探險樂趣中。雖然時常因為我們的行程而中斷他的遊戲，而讓他哭鬧，但整體上他的情緒很穩定，而且旅遊前後的精神和體力都很好，是個旅遊好咖呢。
感謝神保守我們出入平安，心情愉快。看到老媽和Samuel 開心的笑容，真的覺得很美好。
第七十三個月:It was the best of times, it was the worst of times
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