My team is full of horrible people and they genuinely are impossibly difficult to work with. Is there any benefit to giving them a low grade on peer feedback for review season? I don’t expect much will change, but I want them to receive a lower bonus because actually did the same to me last year
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@kg Yeah, it like those marketing schemes where they raise the MSRP 40% then put on sale for 45% off.
Your direct leader nor the company have your financial best interest in mind.
It doesn’t pay to be truthful on anything here at Elevance. Just tell them what they want to hear. If you give a bad review, they can turn it back on you and say you aren’t a team player or you are difficult to work with. And I don’t think there is really that much of a variance when it comes to bonus dollars. Managers want to appear fair so my guess is bonus dollars are fairly consistent on teams no matter performance. My manager said she gave me an extra 1000 but she could be doing that for everyone. You just will never know unless coworkers tell each what their bonus was.
@hz I do just the opposite, using reverse psychology.
I give them names of peers who utterly hate and despise me and have an axe to grind.
Just kidding! I was making a point; peer reviews are simply a bad idea and quite honestly should be unlawful.
For starters, why should I, or anyone, be doing the job of a manager or Director in reviewing an employee? Am I even qualified to make such judgement decisions? And shouldn’t leaders know their employees and their specific talents well enough to review them in a fair unbiased manner? Isn’t that why they make the “big bucks?”
@ft of course you only send them to people who will say positive things about you - you think your manager doesn't know that - duh
you just proved the point of the other poster who said "does anyone actually read them?"
Does your manager automatically send feedback requests to everyone on your team? Mine always go off the names I give them - perhaps they use them, perhaps they don't, perhaps they sprinkle them with others, but I always provide names of people who I know will generally say good things within our team and also outside of it (because my boss otherwise has no visibility into how I "play with others" outside our silo), but also potentially offer "opportunity" style feedback.
Curious what culture the original poster comes from with this mindset...
Something tell me that I already know the answer
Does the word vindictive in the dictionary have a picture of the OP? I have never thought like this in 46 years in the workforce. I’d be willing to bet that the OP has a hand in the toxicity level on the team.
@a5 Maybe instead of insulting the poster you should ask "does anyone read the peer reviews" you would be surprised to know how many don't read them. I deliberately put a very carefully structured remark that was impossible to be true and never asked about it - it is an excersise not a value - if you are not kissing a-s and agreeing in all the mo--nic decisions you will not be rewarded. REMEMBER a pie can only be cut so many ways.
How do you know what others are your team are working on or completing? How do you know about their quality? To be honest, you seem retaliatory, immature, and like a busy body. OD your work, mind your business, and go home.
@OP be honest about their work, but do go out for revenge. That will just say more about you than them
You want them to receive a lesser merit increase bc they su-k at their jobs or as pay back for last year?