As much as I tried to have the best possible performance, in the end it seems to me that its assessment comes down to a subjective opinion of our management.
Is that possible?
I have a very good reason to think so because I know a few people whose performance was rated better than mine, although I know for sure that these people hardly do anything.
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After the 2019 layoffs, I got an a$$h0le of a manager(who was promoted because he brown nosed the directors). That id--t would yell profanities at me and create contention all the time. My health suffered. I took a leave and then quit. That was the best decision I made in my life. I got several offers and landed an excellent job afterwards! Life is beautiful now!
That's because it wasn't a realistic.
This post had down to earth realistic and helpful advice, yet was downvoted. Typical on this board HA! Not just GM's board, mind you, all of this site is like this.
If your boss likes you, you'll get a good review.
If he doesn't, you won't.
Facts don't matter. Your doing a good job doesn't matter.
It's all about your boss, not you.
I left in 2018, but during my time, there was no opportunity to contribute to your review in any meaningful way. The managers and directors huddled privately, ranked everyone, and assigned departmental raise percentages. Sure, you filled out some paperwork about goal-related behaviors and results, but those were not inputs to the final compensation decisions. Just the illusion that what you had to say somehow mattered.
I thought I was on the General Electric board for a second. At GM it's 100% subjective. In fact, it's down right vindictive at times. I've seen people retire early because of their performance reviews. In fact, I remember my manager's friend using the recognition system to give credit to people in a way that implied bad behavior on the part of someone they disliked while they were given positive recognition from the manager. You can try to make your work known but this only puts a target on your back. You need to suck up to the person making the decision and hope that some resentful coworker doesn't go on the attack.
When these conversations come up, it is important that you have documented examples from throughout the covered period of when you had 'wins' or went above and beyond... any special kudos or shout outs to you, etc... The people who have more of those have higher reviews. It isn't rocket science.