No raise after busting my a– for a year! Just the most BS reasons for not giving me one; I literally have the best numbers and best attendance here but none of it matters. Already paid terribly to start with so I hate making the same pay again.
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We PDR’d this company via the org health survey. Total fail. When you have results that half of your organization is looking for a new job, dont double down on screwing us with 2% raises. A–holes.
I to got 1.5 and that's how much
effort I will put into the job. 1.5 equals 25 hour work week. you get what you pay for
- 5% raise for me too. I don’t blame people for leaving. Low pay, lots of hours, and inexperienced managers who think they know more than people that have been around for decades.
0% here too - my boss was smooth about it but at the end of the day no more money than last year. Jokes on him as I stopped working more than 15 hours a week and will coast until they severance me. Muahahaha
Typical PepsiCo. Using the excuse of cost control to keep raises to a minimum. Easy thing to do when your a senior leader and pocketing millions from stocks and incentives. Even withholding retirement benefits from older employees that were cut. Disgusting.
Wow. Way to almost keep up with inflation, CheapsiCo.
so the company had a good 2019 and I hear the average raise is 1.5% wow
way to share the wealth !!!,
@4dyu+13H6vv8e The issue is not that someone got a good rating on PDR, there are quality people at Pepsi that do. There are also people that get strong ratings because of how they manage up vs what they actually accomplish. Pepsi often confuses annual calibration with long term potential. This that they view having LT potential (HiPo) almost cannot get less than a combined 7 or 8 on their PDR for a given year as it will make them unhappy. And management has incentives to maintain and keep HiPos so it is a self-fulfilling things and just continues the cycle each year vs having difficult conversations that although they are viewed as having "stretch" they did not hit every objective. Just my 2 cents from someone that was involved.
Wow @4dyu+13H6vv8e are you the one that wrote the PDR for the person who originated this post? Kind of harsh don’t you think? We work at a company that does not appreciate its employees. There was a time when a PepsiCo employee was highly respected. Today, not so much. Rather than beat eat other down, how about we lift each other up. For example... Dude, maybe you had a rough year or maybe a manager that was not the best. Keep plugging away, prove them wrong, and NEVER let them see you sweat.
What a page this is, someone is actually happy with their PDR and out come all the unhappy loser trolls to tear them down. No wonder you are unhappy and unfulfilled at work? Why do you even stay at Pepsico? Sounds like you are unhappy in your whole life and blame everyone around you instead of looking right square in the mirror for who to blame. Hopefully it made you feel better for a few minutes to come on here and vent to try to make someone feel bad about their accomplishments over your own shortcomings!! Have a great life A**hat!!
Manage up. No matter the feedback on managing down, up is how you get paid and promoted. Down is how you sleep well at night knowing you impacted people’s lives and made a difference. Integrity. LOLPDRs
The Pepsi Calibration process is a balancing act - they work to a set budget and skew $'s to HiPos. That is not really an issue as I suspect most companies do this. But be clear, it is a subjective process with leadership opinions often (not always) outweighing facts and real contributions. If you knocked it out of the park on a project but most of the VP+ have no visibility, it will be a knock on your performance as you did not socialize it. If you are an influential VPs favorite you will always get a 4 on PDR for one element despite the contribution being marginal. I recall one person touting "this persons program generated 5MM views on social media. Umm hate to tell you this is a tiny fraction of eyeballs and fairly meaningless.
I have moved on but if you are not managing up well at PEP then you pretty much automatically have a 2 on one element of your PDR.
LOL PepsiCo is so desperate they come on here and post all this horse manure to try and safeguard their image. The PDR process has always been flawed. It was never performance based, the budget is already set. It’s all about taking from one to give to another and stay within a target. It has been a crystal clear concern during org health surveys as far back as I can remember.
You sound like a real John Wayne over there. We are so proud that we get to spend time with someone who got a 3.5% raise for working 70 hours a week and obsessing over working.
What is your secret? Did you care more than everyone else? Backstab your colleagues? Not take all your vacation? I bet you did all 3. Thank you for sharing your life victory with the rest of us. I’ll go back to working 30 hours a week and a 2% raise and enjoying my husband and children. We are so proud of you.
Well sounds like some people are not too happy after PDR's came out, must be you are doing something wrong!! I got a nice bump in my salary and some good numbers on the PDR. Time to be called a troll or a mole but guess what I don't care, you do your job, your dependable, you go above and beyond and have some passion and you will be rewarded. If you are not getting good results look in yourself and stop blaming the company for your performance issues!!
That delivery supervisor job is horrible. Sounds like your manager will quit soon. Probably a market thru send other managers to help on route. What a terrible situation.
Only 425 more weeks until I retire and get to work on a golf course.
Standard BS. Raises are set in November, long before PDRs are even started. Some people get zero so that other patriots and moles and be rewarded. That is how leaders stay leaders by having pet employees do their work. Now that the worker bees are gone, there are some leaders sweating big time. Welcome to PepsiCo.
That is so sad to read. I’ve never seen a +15 -0 score. Even your Market Director knows you’re getting screwed man. I don’t know what the fix is. It sounds like your location needs a dot person and your boss should articulate your battle upward more. You probably work for a fast tracked campus hire who doesn’t know how to navigate problems effectively. Sorry to see you go
$0 raise for me. My manager hasnt had one difficult conversation with me, had me on a route for 200 days this year, I worked every weekend and had to manage up to 40 drivers because two of my peers quit. I then got a 2-2 because I can’t think outside the “box” and I need to focus more on safety and dot. I said I am working 60 hours a week on the route and I am also responsible for my job and two peers job. She said I need you to really focus.
I told her I can think outside the box, I make less than our drivers and I have more responsibility than you. I quit, I’ll go work for a gas company. Here’s my badge and phone. See ya!
Insurance ? I was let go after 30 years and I am over 60. Saw that PepsiCo claimed on a web site that they pay insurance for retirees. I requested it and was denied. Be careful of your expectations.
I hate it here. 42 years but cant go because of insurance. why won't they offer me a buyout and cover my insurance till 65? I want out.
Sounds so nice, you had to say it twice.