These are optional, but manager hinting would prefer everyone to do them. Likely, due to manager not knowing what everyone under their supervision does. Leaning towards no as of now but have some time to decide. Are you planning to fill out the midyear self-evaluation why or why not?
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Don't forget there will be calibration meetings for mid years…
The "Self-Evaluation" is more delusional B.S. to prop up the Forced Ranking system -- not only universally despised but pretty much discredited by most corporations who have long since ditched this "survivor" approach.
I don't know where you work, but I've a always had to do a self-evaluation. I wouldn't read much into it. It's just a check-the-box activity for your manager. However, it does give you an opportunity to toot your own ho-n.
@smm I've met many employees in my decades at WF who can't make a decision without consulting someone. I even worked with a lady who, no lie, couldn't do anything by herself. She literally had to involve someone in helping her with every single task she had.
@jha+1b8s1Yqp Not telling anyone not to use the site (though wish we could focus on layoffs as intended).
It’s one thing to come here to get inside info on layoffs. Another to ask a bunch of strangers whether they will do something you know your boss wants you to do (even if not “required”.) Seriously, if you are an intelligent, professional adult hopefully you can make a simple professional decision without polling an anonymous chat room.
No skin off my nose, either way.
@nbe:
I’m curious about why you would respond with advice when you are not sure why it matters what strangers on a chat board say they are doing.
Your advice is good, IMO. But I wonder why people, here, question/judge others who are on the very same site they themselves are on.
If you think that giving all your reports horrible reviews (justified or otherwise) somehow helps a manager, you've never been a manager before. The first thing your Boss is going to say is "why haven't you fixed this already?". A team full of inconsistently meets / worse ratings would be horrible news for any manager and even if it was perfectly justified a lot of managers would probably rate a few people higher than they deserve just so they don't have to deal with the repercussions of an entire team under performing. Any reasonable manager wants a team full of superstar reports--it reflects well on them. They won't get it in most cases, but that'd be ideal.
What for that dont stop Wells Fargo dishonest management still pick on problems to ridicule our job performances, while they elevate their own rich positions cashing big paychecks, bonus, and benefits. They scheme to rid us out of our jobs, no job promotions, no raises and no bonuses.
I've had to write my own annual and mid-year reviews for 8 years now. I have no problem doing it, but with all that has changed in my job role, all I'm really doing is writing to fit their "goals" and including some basic numbers that everyone else is including.
I fully expect it to be used against me rather than benefit me.
I always submit my own, I am a mensa and no one here smart enough to review me
I’m in Risk in Auto lending. It’s mandatory for us. I will honestly say though, my manager doesn’t really know what I do, so me writing my own evaluation is probably for the best. I might be a little old school with this, but even though we’ve been remote since March of 2020, I still have the expectation that my manager has some idea what I’m doing? As things stand now, most of our workflow is managing from Manila, so I’m not sure what (if anything) my domestic, direct report manager does?🤷🏻
How is this an different from every other year I have been here? Haven't had a manager in 15 years not have me write my own evaluation.
It’s a useful exercise for the next time you want to update your resume and you need new bullet points.
Post ID: @fxj+1b8s1Yqp
You are correct on my misuse of than vs then. I would rather use words incorrectly, on occasion, than be a ja----s.
@qpo+1b8s1Yqp Again, you can do nothing which will not help you (but could maybe hurt you), or put in the effort that might help you (or might not).
Folks on this board assume that perceived value-added is not a factor at all in layoffs, but it's just not the overriding factor. Pay vs MRP, age and other factors also come into play. Just because some good people have been laid off doesn't mean performance doesn't matter.
I’ll do it just to avoid the pestering if I don’t.
@lnn+1b8s1Yqp I think/hope the word you were going for was "then" not "than". Maybe let someone else write up your accomplishments for you. Or at least proofread them.
Documenting value for reason though? As a hopeful hedge bet? I am not trying to be dismissive so please dont misunderstand.
The decisions being made arent based on performance or even criticality to operations at the moment. It's reductions to meet a goal then we will see whats left and reorgnaize to deal with tge crisis of the month.
I am already seeing contractir rehiring for skill gaps caused by SPOF layoffs.
Post ID: @nbe+1b8s1Yqp
Than why do you bother to post?
If you want to avoid the ax, why would you pass up an opportunity to document your value? It's technically optional and would therefore involve going above-and-beyond -- so skipping it would not help your cause.
Maybe it won't make a difference, but it could help. Whereas doing nothing would make zero difference at best, and have a negative outcome at worst.
Not sure why it matters what strangers on a chat board "say" they are doing...