What are they for nowadays? To belittle us some more and then give us no raises? It’s basically what they did. Everything is urgent in this bank except employee recognition and salary increases.
8 replies (most recent on top)
When discussing my midyear with my boss it felt less like a review and more like a threat. It was WEIRD. The insistence they had at how important it is was very intense, and it absolutely felt like it's going to basically be me justifying my own job.
I'm starting to think there will be a performance hit that comes out of it, even though there has been no feedback on my performance in any other way than stellar at any point.
@m1 100% CYA. The new directive appears to be always have current documentation of performance issues, no matter how small or inconsequential, at the ready to create a PIP on a moments notice.
Do you want the answer of what they should be, or what they are?
Should be a place to pause and reflect on 6 months worth of work. In a normal company with normal leaders who actually develop people, this is a non-negotiable to actually help people grow. No one does well with one formal check in a year.
Now to my suspicion of what it’s actually become and that’s simple, a landing documented spot where they can deliver on improvements and then it’s tracked so at the end of the year they can say “this shouldn’t be a surprise”.
It's an opportunity to belittle and marginalize the employees more than once a year now, looking for an additional opportunity to maybe run somebody off in July rather than in March.
They serve no purpose. There is no raise at the end of this anyway. Gunjan is busy outsourcing jobs to her favorite country.
@ah if you are a manager and checking in every 6 months, you are not a good manager.
Speaking as a "people leader" using mid-year discussion to gather feed back from my team on specific things I can do to improve as manager in supporting their role. Also good opportunity to revisit development items, may need to be tweaked.
My goals are pre set, my job is strictly governed by compliance, yet I have several goals regarding creating new processes to overcome internal friction.
Even the goal description is corporate round talk gibberish.
What a joke.