Anyone else join one of the people leader trainings this morning and hear how in-office attendance is tied to year end reviews? How does a leader track their team’s attendance/keep employees informed if they don’t have access to the tracking database? What a mess.
21 replies (most recent on top)
@cx false. There's 100% a curve here. This number doesn't typically reach Sr Manager level and is shared top down to about Sr Director.
@ez if you gotta do all that, then clearly you weren’t meeting the 4 day rule in the first place. There is grace built in for things like time off.
@cw wait really? I had to take off for a dr appt but the dr office is next to my work office. I’m gonna go badge in and leave. Thanks for tip
@c9 Watson was always a lying, two faced sack of sh-t "leader" that never took any accountability for pi-s poor executive decision making that helped drive the company into the diarrhea toilet. As myself, along with thousands since then got axed, they sit in there paid mansions, yuck it up at the country club, send their kids to private school while we spend months trying to find another job, sacrifice your retirement, deal with health care loss, barely get by on unemployment but we'll still be "flexible" making your a-s come into the office 4 days a week. What a fu--ing joke!! And you wonder why people hate Corporate America SO FU--ING MUCH anymore because its all about how many more stock options I can collect while we hurt people and their families as they go on the unemployment line!! Such a joke, idk how these a--holes sleep at night!!
@OP Microsoft teams tracks your location, not to mention various apps if you have a company cell phone it’s actually pretty easy for them to track you.
@cx I will push back on this. I used to do regional scorecarding for a particular group, and we were specifically setting goals so X% fell into each category, because it would look bad for goal setting if half the department was Exceeds Expectation.
@cx so basically a bell curve in the sense that only a very select few will get the outstanding rating. the majority will get effective…so as mentioned previously.
not an exact bell curve but the same principle in that you won’t be getting an outstanding rating most likely
@c8 I want to call out that leaders were told that they could have discretion and be somewhat flexible with the RTO policy. i have a member of my team that needed to take a week remote to assist his sick father. he worked the whole day and was responsive to pings/emails/meetings/etc. now he is being penalized for that retroactively.
@cc Sr Manager here. Agree that it’s BS of RTO impacting performance and promotions. If anything, not being distracted by in-office BS and commutes, employees perform much better.
However, I want to correct you on the bell curve. There is NO bell curve. I’ve worked at other companies where they literally gave me a percentage of employees that had to be outstanding and off track, even if you had all effective or all outstanding. For the many years that I’ve worked here, that never happened at Comcast. Yes, we have to fight for our outstanding employees with extra justification and yes, it goes through biased calibration process, but never a forced bell curve.
You naturally try to think hard who is truly outstanding because you have a fixed merit budget and if all are outstanding, they get a star, but still a measly 2% raise just like effective. That doesn’t seem fair.
@OP The tracking database is not integrated with the time keeping system so they can't tell if you are were vacation, out sick, traveling for business, etc... But he, "Come to your empty office and swipe your badge if you want an Outstanding rating and a 2.9% increase lol
@cr as it was explained to me, outstanding means you’re basically going wayyyy above and beyond and borderline creating some new tech or product for comcast.
no one gets an outstanding for doing their job perfectly. and most of use don’t have the bandwidth to do that.
effective is the goal for everyone from a managerial pov. outstanding is really only given ahead of a promotion. if everyone or the majority got outstanding we would all feel like we would be owed more in compensation. it’s also a way to keep us where we are
it’s more corporate politics bullsh-t
@cc I'm new here, forgive being naive. Why are outstanding rating so political and closely guarded? is there some reason they are going to be impossible to obtain?
@ca you must be naive or not understand how comcast works if you think people have a true shot at getting an outstanding rating. they use a bell curve. only a very select few people in each department get an outstanding rating. everyone else gets effective. that’s just the truth of the matter. it’s not bootlicking it’s being a fu--ing adult you tool
@c9 issue is for TPX they sent out comms after the Dave message saying it’s 2 days based on their tracker to account for PTO to get outstanding. Then they increased it to 3 retroactively.
It’s all a moot point anyway
No outstanding, even for a massive bootlicker like you? Harsh.
Employees received an email from Dave Watson back on 6/27/23 about 4 days in office. It’s taken until 2026 for them to start tracking if employees are all following it. I don’t know enough about At Will employment holding this against people for earlier quarters when the tracking tool only went live this summer since the expectation was set awhile ago. I couldn’t find an offical policy in the handbooks.
Original email from Dave:
I want to start with a thank you for everyone’s hard work in connecting our customers to what they need and love. You deliver for our customers time and time again.
With the pandemic now largely behind us, we are updating our guidance for office schedules. As of September 12, we will move to a four day in-office schedule within our five-day workweek, while continuing to maintain our flexibility. Here are more details:
Within our five-day workweek, a minimum of four will be in the office. We are also shifting away from common set days (Tuesday, Wednesday, Thursday), and you should work with your manager to determine which four days you are in-office each week.
We value flexibility, and in return, we expect you to be responsive to the needs of the business and your team.
In-office may mean business travel, external meetings, sales calls, site visits, or other instances where you are interacting with colleagues, clients or prospects on-site and in-person.
If you are feeling sick or you have sick family members, please feel free to work from home without taking PTO if you choose to work that day.
This new schedule will begin Tuesday, September 12.
You have likely already heard this information from your managers. Your manager or HR Business Partner will be able to answer any questions you have.
Thanks again for everything you do for our customers, our communities and each other.
Dave Watson
President and CEO
Comcast Cable
if they aren’t laid off i doubt anyone will be given a negative review regarding their rto. if you are questioning if you meet the average then clearly you know you haven’t been meeting the expectation.
if it’s something that is just recently being enforced by your department you’ll be fine. otherwise you’ve been skirting the rules and will now have to sweat it out. no one is going to get an outstanding rating right now.
So leadership is refusing to put a policy in writing, refusing to grant employees visibility into their own standing, and also not incorporating PTO data that already exists into the calculations so the data itself is unreliable at best. Seems like grounds for litigation in the event of “performance” based layoffs.
My broader HQ tech team specifically said they and other areas in HQ arent putting the policy in writing. Yes, its a rolling 3 months for looking back to see if you overall weekly average is 3.0 or above to receive a promotion or outstanding rating. By the time the end of year comes around the DB will factor in vacation time. New hires and people in sedwick are excluded from the list (they dont have averages show at all).
Your manager can see attendance broken down to each week and a column then shows the average for the periods shown on the screen. So (for instance) right now your manager can filter to show your weekly have age from the start of the year (or before) until the latest published month (2 weeks ago that was august). The data doesnt YET show vacation time. I proactively gave each of my team members their averages since beginning of the year for their visibility, knowing that vacation time entered in kronos will make that average go UP when it is factored in. Your manager should give you yours if you ask. HR send out an email weeks ago. Have them search for an email with the word "dashboard" in it. Managers and indiciduals cant see their own personal number, which is silly.
@a1 basically if employees aren’t meeting the in-office threshold for Q1/Q2/Q3 (rolling average), we aren’t eligible for outstanding or effective ratings. Honestly didn’t give much more info than that. I’m a leader who doesn’t even have access to the tracking database for my team. I would appreciate insight to the tool to give my team a heads up on where they stand any given quarter so they have a chance to catch up if need be. The Q&A section was filled with questions about how to get access to the database, if there’s an actual policy we can point to, etc… and not a single question was answered. 🙄
What did it say