Anyone know what criteria is used for the new performance management? There are rumors at my location that a few people got let go with performance improvement plans last month.
Some of those choices were questionable, and I'm suspecting if this will be more frequent annually with the new performance management in place.
So someone who nobody ever heard of and is now no longer with the company is responsible for an increase in PIP?
It seems more about what impact she left behind. Have PIPs really gone up now after her watch?
Why are people so interested in someone leaving Who nobody ever heard of?
Where was this mystery woman based?
Traci Hughes was not at MSFT according to her linkedIn. She is an academic with a background in CPG. She likely was less involved in the PIP stuff and more a DEI hire and proponent.
She was only at SAP for 2 years and had no impact. Except on maybe some DEI hires. I expect that Gina is the one that has been driving the new rating system.
@v5+1jpj2t2py - clearly Ballmer was the quintessential short sighted sales guy.
Under Ballmer's leadership, a 14-year period, the company tripled sales and doubled profits, but lost its market dominance and missed out on 21st-century technology trends such as the ascendance of smartphones in the forms of iPhone and Android.[10][11][12]
Yes, but Tracy Hughes is also gone. One could presume whatever she was advocating for is likely gone too. That leaves us trying to piece together what exactly is the current performance strategy
Tracy Hughes is inspired by the company’s culture under Steve Ballmer’s leadership. During his period, every employee was stacked ranked, with the majority performing average and the bottom 5% facing annual performance reviews that often led to layoffs.
Under Ballmer’s tenure, Microsoft stagnated instead of innovating. Instead of collaborating and leading industries, employees focused on internal sabotage, fostering a narcissistic culture. This culture manifested in Microsoft’s missed opportunities in areas like search, mobile, mobile OS, media, and cloud.
Instead of innovating and competing with the market, employees channelled their energy into internal conflicts, all pre-determined by Ballmer’s performance management culture.
This toxic environment is now evident in my team, where teams are now hiding information, gauging customer engagement, and prioritizing their success over collaboration.
The only way to win the stack ranking game, as Ballmer’s culture emphasized, is to undermine your colleagues.
Welcome to the NEW SAP
Anyone know how recent PIPs have been given and handled under the new performance management? Are they greater in numbers now, and do folks genuinely stand a chance to shake them off?
Amazing - before I accepted the VERP end of last March, they knowingly & willingly did not support my three high-stakes professional certifications so they all expired. Now they use certification mandates to threaten PIP’s & dismissal. Neanderthal & diabolical - those in charge are certified in both of those.
@j7+1jpj2t2py Product Owner and Technical Lead roles
@hx+1jpj2t2py Which teams and roles in Signavio are affected?
In Signavio, colleagues aren't fired but they are asked to find another role within SAP. If not, they will be put on a PIP. This new Performance Management framework is geared towards showing that managers get a lot done but it takes power away from actual developers. It's just another tool to curb appraisals in ACRs while our executive board keeps swimming in millions.
@ce+1jpj2t2py: employees will be evaluated by manager as well as some +ub€ $+€@k holders
This has been the norm now! Its a complete and utter joke! Destroying peoples lives! If you want people to be productive then make them productive!
PIP is a new way to fire people.
In this new process , they mention employees will be evaluated by manager as well as some stake holders. Will be interesting to see how it all goes.
Is this the output of the work by that crazy Tracey lady?
lather, rinse, repeat
That’s the plan!