I have to build myself back up every time I switch groups. Suddenly my sending group tanks my ranking and then I have to build it back up over years. Makes me not want to move groups!
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The departing group that ranks you can easily meet their PIP quota without loosing any current staff.
I have seen this many times.
Offsite staff also beware. Home office id--ts that eat dinner with boss are safe but if boss never met you, easy PIP target and boss has no regrets.
HIPOS are sponsored and protected. These days the only way to be well ranked is to be a HIPO (i.e. someone's lap dog) or fit a DEI category. Long gone are the days of performance alone getting you ahead.
I dropped like a rock the last two times I moved.
Somehow HiPos can jump from group to group almost annually and stay at top. System must be rigged!
Stop moving groups
Beware of knowledgeable others that are "Facebook" or "Twitter" friends with each other. They will conspire to knock you down in the rankings and provide poor feedback.
Same. Rank dropped after move, despite all the accolades for my work months before. Explanation given was that the assessment was not about the results but the behavior. What the h*ll? What behavior? From feedback of un-knowledgeable who was cherry picked because knowledgeable others all left or retired from the company? All sorts of horse trading to support the friends and family plan. There is no integrity in this company when it comes to performance assessment and career development.
Sometimes you are transferred and even promoted to a new group so that you can be in the bottom 20% NI/NSI category in the CL.
Great management strategy to retain existing incumbents who may be forced into the bottom 20% if no one transferred into the group.
What choice do you have? Take the risk or die slowly in the arena!
Sadly happens all the time. During the 2022 reorg, the PTD manager at the time dropped the ranking of people that left. Career ending drops and no one cared.
Yes this is very common. HR is ignorant to this bias or just ignores it. They definitely could see this in PA data if they bothered checking or paid attention in the assessment meetings (be aware who is no longer in the group). This bias frequently happens when someone has left a group, but still gets assessed in it based on cut off date. I have definitely seen managers and VPs doing this. I guess it is actually an example where managers collaborate (or silently conspire). They give preference (including tie breaking and horse trading) to those that remain working in that org/group since it is in their best interest to motivate remaining employees. And it is the easy route to minimize conflict as they won’t be working with that employee.
And then it is no better if you get ranked in the new group, you are disadvantaged. The assessment chair is often the head of a job family and he/she and any other managers favor those from the job family as it is in their best interest as well they typically know those people better/longer.
Exceptions are POT38+ who are protected.
Had the same happen after leaving mfg sites, complete BS