On my he-l. This new Mid-Year review ratings system is an absolute joke! I’ve never seen a more subjective rating system. You can put all the evidence and ecards and global recognition you want in your favor and if your manager wants to take a dump on your career this is a great hall pass! When the evidence listed by the manager points to an exceeds or at the least a meets and the manager just discriminates because they’re an ableist narcissist. Good lord… never in my long career have I ever seen a company circle the drain like this. The bank is asking to be sued via class action AGAIN for discrimination! They treat certain people differently than others based on their own intrinsic biases and never has it been clearer!
8 replies (most recent on top)
@wk I was informed by the manager that 20 percent of the team is required to get Partially Meets. How can a manager justify giving this review to an employee when everybody on the team having tenure of at least 15 years with BofA. For 15 years or more, no bad reviews and bam!!! You have performance issues that were deemed okay in past reviews. This is not right unless this is a precursor to layoffs or termination for cause without severance.
@14k Too much work for my end goal. In the next several months, I am giving my retirement notice. I wonder if I will last that long. I will ask Copilot to generate my draft retirement notice.
My take is that if you can extract your goals and metrics into a mid-year input, management can do the same. Why waste more time necessary to prove that you are an "Exceeds". The extra fluff is just added text to hide the facts. I'm glad that it worked for you, but not even close for my manager's liking. It is bad enough that my manager modifies my performance metrics to improve another team member's results. This is just the tip of the iceberg on the integrity and discretion of my management. I can only imagine if management uses Copilot to give my review if input included unfavorable content. Retirement can't come too quick for me.
I input all the goals criteria into a Copilot prompt in researcher mode and let it search all my emails for evidence of each goal. It wrote several dozen pages with evidence for each claim. I whittled it down quite a bit and submitted. manager said he had never seen such documentation on goals and said he could not dispute any of it. Exceeds...
Making managers rate mid-year is good. No surprises at year end if you don’t get a raise.
Guidance is clear from HR to managers and if you’re rated as Partially Meets, your manager must provide specific comments to let you know how to get right again. Would you prefer to have no rating and no real reason for the 0 raise/bonus because your manager didn’t have to ba--s to tell you sooner to fix it? Yes it’s uncomfortable conversation for everyone, especially if you think you’re on track and find out you’re not. And you have a chance to fix it if you choose. Or the other option which is much easier, complain.
To original poster: you were obviously rated a partially meets and it sounds like you are in denial about your own performance. Recognition cards do not mean you are doing your job well. Maybe spend less time in victim mode and more time owning your own performance and career. If it’s all your manager as you claim - time to find something new and don’t let the door hit you on the way out ….
Management can go su-k a d1-k.
Just another nail in the coffin for Bank of America. They can’t recruit the most profitable in general, and now word will leak out of this activity to chase away the entry and mid level talent they would like to recruit. 25 years ago, everybody knew to not engage with Bank of America unless you wanted to be abused and treated like cr-p. Then it got better roughly 15 years ago, and had a decent run for about 10 years. But now, its image and reputation for being a decent place to work has once again returned to its core of being little more than a financial sweatshop of arrogant, sleazy and gross bankers. They are the place to avoid for the college grad crowds and mid level future industry leadership levels. Comp/bonus is now well known again as being poor, and soon will be the Hunger Games style of management. No thanks….
Who didn't see this coming. Managers being forced to give partial meets around a bell curve most likely