How many employees are put in the lowest two buckets (needs improvement and developing contributor) . What if you have been unfairly out into that bucket. Is there any point in challenging it ?
38 replies (most recent on top)
@nb yes - the motivation to get TF outta here!
@1t2 You are clearly a master of the persuasive argument.
It's shocking how many of you criticize a union when you have been shafted for a few decades. Wake up losers.
@1py Unions are not the solution to the OTEX problem.
The the evil capitalist market will eventually allow OTEX to die the death it deserves.
Customers will notice that the products have deteriorated. Employees will move on due to horrible treatment. COE replacements will be dysfunctional, and it will not be possible to recover lost skills and talent that the COE cannot replace.
OTEX is circling the drain, and nothing can save it.
@1py It's the 10+ exclamation points that really prove how well thought out this idea is.
We need to unionize, just to stick to to the C-Suite, who would be forced to pay cost of living increases every year.!!!!!!!!!!!!!!!!!!
@186 pay off your debt, live below your income and stock up your daily food. Layoffs are just around the corner.
@1aj
Listen here, mate. A KPI—or Key Performance Indicator—is just a fancy corporate acronym for a scorecard. It’s the metric your bosses use to measure whether you’re actually doing your job properly or just shuffling paper."
Here is how it breaks down:
The Goal: Imagine you are told to clear a field. That's your job.
The KPI: How many square metres you cleared by lunchtime, or how few weeds are left standing.
The Catch: It turns numbers into a we-pon. If the KPI looks bad, management gets shirty. If it looks good, everyone pretends to be happy.
In short, it is just a number someone higher up uses to see if you are pulling your weight or slacking off.
@1ah Everyone ought to be cracking on with AI nowadays. Take your objective, feed it into an AI tool, and ask it to explain what it actually means and how it's measured. Once you know which datasets you're being judged against, jump into whatever task-tracking system you're lumbered with and set up some filters.
Some goals are a bit fluffy—for instance, using AI for every task in your job every day—meaning you'll just have to brush up on your AI skills. Honestly, it baffles me how many folks around here haven't a clue how to track basic metrics (KPIs, if you prefer).
@174 so you’re able to “unencrypt” AI and “calculate” the KPI, you should be working for OpenAI or Anthropic 😂
@174 what does “But AI encrypted them and I was able to calculate my KPI” even supposed to mean?!? Please elaborate
@18t same. Do more, same rating. Do a LOT more, same rating. Bonus: team threatened by boss, unless we use AI and do even more.
@174 This. This implies you or your manager actually gave a line between meets and exceeds.
I've had nearly 10% above meets and double to triple the projects. Still meets.
Remember, Act Your Pay. The lack of COL at minimum means pays are lowered every year. Don't jump through hoops unless it benefits you.
@143 to rate
yourself as exceptional
Understand the metrics, and last year metric was badly written for my team, like real bad. But AI encrypted them and I was able to calculate my KPI. I wonder what merit review will reveal this fall, how rating translates to dollars...
You should always rate yourself as exceptional. Use AI to help you tell them why you are exceptional. Then watch them squirm because they can't agree with you.
@136 OT does promotions for non-management types? Odd. Was acquired from MF, not seen anyone I know or have worked with get promoted. Seen plenty get kicked to the curb though.
@nb Some managers are learning to play the game and trying to promote their people so they can give them a pay raise. I'm sure there are even rules around that too, but it's worth talking to your manager to see if you can get promoted to the next level...
I’m an individual contributor on a team of seven. I rated myself Exceptional on all goals, as well as overall performance. I finished the year at 358% of quota, the highest on my team. Despite that, my director rated me only Successful. He told me he had strict instructions and was not allowed to give anyone an Exceptional rating.
To make matters worse, I lost key accounts in the last sales‑org reshuffle. Accounts I spent over two years building and that were a major reason I exceeded my quota. The explanation was that we could “get more out of the accounts” by splitting them between two Client Executives. It was complete nonsense.
This is how the company treats its top performers. I’ve known this has been happening for years, but now it’s directly affecting me. I’m exploring opportunities elsewhere with a company that actually values my contribution and worth.
@h2 100% true about Shannon’s team. Her sycophants are so desperate to prove themselves, they make WFR decisions and performance rating decisions absent any logic, impact assessment or common sense. It’s dehumanizing and I find it hard to respect anyone in this org.
@nb nope! Just a huge slap in the face and an unfair, poorly contrived rating backed by weak rationale.
@sv I was m3 but my whole team was optimized to center of excellence in India.
@sv in last 2 years 3 people that I know got promoted by moving to the other teams inside department, which seems like only way to get a merit increase these days if you could get through the hoops before hiring manager will be laid off or hiring would be freezed again.
@sc Not sure what you're doing on the OpenText's page of this website because with a question like that I KNOW you're not an opentext employee lmao. Switching team to a higher position?? In opentext?? Do you still believe in the tooth fairy too??
@sb It wasn't that bad during Serena-Micro Focus times; every now and then we got "our stock fell down low and we do not give merit increases" messages. Promotions meant you got a merit increase anyway. But after OpenText, I have only seen requests to train my replacement to move my job to India after a layoff some years ago.
@sb why you don't switch teams to more senior role?
@rt doubt it. I joined about 7 yes ago and the only increase I ever had has been 1% each year and yes I have been sucessfully doing my job and more and exceeding expectations.
@r0 any chance of merit increase, for joining less than year. I joined last year December and was rated developing due to this one year policy.
@q4 yes
If you had worked less than one year then you are put under as developing contributor ?
Anything good come from anyone's performance review this year?
20% of the company plain and simple.
Even performers who have been consistently rated as “Successful” have now been dropped to “Developing”, seemingly out of nowhere, despite consistent contributions. The reviews are skewed away from the employee’s favour, with intense focus on what a person didn’t do. It’s a demoralizing and unfair process, no matter how you slice it, especially under CDO. There’s nothing you can do to “fight” it. HR/ER work to protect the company and leadership, not the employees. This is regardless of what they tell you. Also, the Americas based HR team is entirely led by a mean-girls club, who themselves don’t operate in a way that’s consistent with policy. I’d hate to be a female working at OT - I’ve seen these HR VPs chew well-meaning female employees up and soit them out. Other regions seems slightly better but who knows. Long story short, everyone needs to start looking elsewhere.
Since last 3 years the analogy is been reversed in S Bells team lot what I have observed. Even though people who were in excellent bracket, lost their job, just because they were not saying “Yes Master”. People where were in the middle bracket, still sailing well and getting promoted frequently.
@a1 I'd love to bail... been looking for nearly two years and I'm still at OT; if rejection letters came in the mail, the postal delivery person would not like me very much.
I think that what is worse than rating people poorly is giving more than one "exceptional performance" rating, then saying, sorry, I cannot do more than this at compensation review time. Two percent is a bloody joke. Heck, four percent as a promotion increase is a joke!
@OP it’s a forced curve if your a 2 likely no salary increase if you are a 1 you should be already looking for something else ! And once decisions are made there is little you can do.
OP, it's useless. Sadly you are on the chopping block now. Despite what Ayman said, WFR will kick in and folks with the lowest ratings will be let go.
Challenge it with whom? Ain't nobody at OT that can or will help.
Current boss rated us reasonably this time but took the opportunity to threaten to lower everyone's ratings next year unless we use AI for everything. So damned toxic.
The funny bit is that I've used AI for goal/objectives/accomplishments for years. Whole process is such a waste of time.
Seriously, unless you're approaching retirement age, bail. No future at OT.