“Managers will be assigning a thoughtful overall performance rating for each of their employees.” Oh, good. We were worried for nothing. 😉
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Thoughtful - as opposed to?
I am a Sr. Manager in Risk and my boss, a Dir., told us to not expect anything next year re bonus (but if we get something, gravy).
Don’t worry, probably not getting bonuses next year.
“Managers will be assigning a thoughtful overall performance rating for each of their employees.” When I hear them talking about "thoughtful" decisions I picture a manager, gazing upward wistfully, with me in their thought bubble. Thoughtfully pondering my performance...So freaking funny!
Good, not that anyone should expect to get a bonus, but I always thought having to wait until March for incentive stunk when competitors did it in February.
They're taking the rating from mid year and assigning another value before using the bell curve. From there you'll either be in the bottom 20, middle 60, or top 20. The two 20s have smaller designations but I used them for simplicity. Your. 4 rating is great but it doesn't matter anymore. The bell curve puts you against your peers because someone has to be at the bottom. The mid year rating across the company makes it easy for chuck to say we're getting rid of the bottom 20 because they're low performers.
the year end perf review process is being shifted much earlier this year (this is on one of the PDFs hanging off of Teamworks). Rating and review writing will happen in oct-nov, comp planning nov-dec and year end convos for rating and comp in January. So what you are hearing now about mid-year, you really only have 3 months to alter the full year outcome.
I have been working for WF and another prior MegaCorp for a combined 39 years.
One thing that I have learned along the way is the your rating is mostly determined on how well your boss likes you. I've gone from consecutive 5's to 3's and back to 5's with the only difference being a nasty manager (who didn't last long, btw). The actual job itself did not change one bit.
If an employee realizes that their rating isn't going to make any difference whether that person achieves excellence, versus just doing the minimal possible to get by, then that person is probably not going to go the extra mile.
The comments in the Charlie and HR emails this week talking about, as a short paraphrase, how we have to be a good employee by either midyear or yearend or we will hear about it negatively, make no sense. Reviews should have ALWAYS been this way. Reviews based on performance being judged accordingly is one big "duh". I have people on my team who are less than mediocre, and they have been coasting doing the minimal at best for years, having gotten 3's every year. It was such a joke. They had no incentive to get better, so they didn't. In my opinion they will finally be rated what they deserve. I would take a 3 (which I've never had) to see some well deserved 2s finally happen. The rest of us may still get laid off, buts it's better than fired.
To the people who have all great people on your team, I do feel bad for you. I've been on good teams before and it would not be fair at all if your boss was required make mountains out of molehills to find something negative to say.
I didn’t mean “move on” from the company. I meant just move on from the worry. I think the fairness of it will play out. But I also don’t expect more than a 3. Low expectation here will help me not be disappointed. I think those making mistakes, doing bare minimum and to me worst of all a bad attitude have an awakening coming. You have to separate yourself in your day-to-day dealings with teammates and your delivery and work product from the “noise” around us. Bad attitudes towards others, to me, are worse than mistakes. Mistakes happen and we move forward together.
That's exactly what happened to me. All it did was maybe buy time until axe falls or I find another job.
This place is so shady.
If someone jumping through hoops and excelling gets rated the same as someone going through the motions and making mistakes right and left, where's the motivation?
“Forced curve” will be there in rating. I have not had my midyear review yet. I have performed well and above and beyond (in my opinion) in delivering and executing. I am preparing myself for a 3 on the 1-5 scale. I have never had a conversation about my performance needing improvement on any level. Opposite is true and received 3 shared success cards in the last month. I still expect a 3, will be grateful and move on.