Top performer here. I am so sick of current IT organization. No one cares about the company. I want to line next job based on bonus pay date and get out of here. Looking forward to put my notice.
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@bk Actually they changed the date in the policy (MIP documentation) this year and it has to be paid by November 30.
Your bonus is really just the overtime they failed to pay you! Why do you think you on a salary?
@gz It’s doubtful that Sycamore will care or follow any of this advice. They’re really not concerned about saving Walgreens for the long haul. Basically, just extract whatever “value” they can and part out what’s left.
Majority of my team who does the real work are looking for jobs to make the jump. I am not speculating, I know it. It is matter of time to give their notice after bonuses. The ones who don’t bother to search are there to collect their free inflated paychecks. They are happy for milking the company.
@OP Bonus will be paid as soon as Walgreens sells enough lottery tickets to cover the costs!
Ratings are out but comp and job architecture isn't available until the end of the month. A lot of orgs are just waiting until it's all available.
After one look at the HR top talent turnover report, it became extremely obvious that the strongest and best are leaving in large numbers.
Look at any successful company, country, organization, or team in business or in sports... You will see high performance led by a few top contributors that lead the masses.
Your top contributors are typically the most informed and the most involved. If a business values retention of the very low percentage of remaining top talent, it would be wise to convince them with tangible contributions and compensation that their value is high.
Playing games with bonuses and other pay scenarios does not go unnoticed by your best and brightest.
Logic offers two paths:
You want your top performers smart enough to realize when they're getting sc--wed over or when your business is getting sc--wed over to use that heightened level intelligence for positive outcomes.
Or
You want mid to low level performers only who don't understand, and their lack of situational awareness and business acumen costs the business on the back end.
The final piece?
Top performers attract other top performers. They're dynamic, connect, and share observations. Once the stigma is created, the sentiment spreads like wildfire. When a group of top level individuals collaborate and all align that a particular business or strategy is to be avoided... That is the death cross of that business.
A top performer? hmmmmm now why would that be wanting to leave
Last year it was announced on October 28 and paid out the first week of November. Per policy they have to pay it out by November 15 so I’d line up the next job to start two weeks after that. Don’t out in your notice until the money is in your account.
didn't you have 1-1 annual review with your manager?
Ratings are out?