“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.
People did legitimately get 4 and 5 ratings. It’s because you were rated on just yourself. It is now competitive, that is what is new.
This system has been shown at too many companies to count to be counterproductive. Even worse, all this effort around Agile transformation is going to be wasted. The fundamental principle of Agile is self organizing collaboration. Pit people against each other and they will not collaborate.
Even worse, it’s already observable that the spans and layers stuff is going to be a giant effort for middle management to not only drag its collective feet, but also protect itself and ultimately the operating committee will have to pay a consultant to come in and pick people to lay-off.
The more I read about the ratings and the number of folks that claim they have consistently received 4's and 5's in the past leads me to believe that maybe just maybe the previous ratings system needed work. In other companies I have worked for 4's and 5's were hard to get. Goals and objectives were set up to make it difficult to reach. So, if you reached those goals you really had to knock yourself out.
The number of people claiming they received these high ratings implies the goals are too easy to meet and doesn't require much effort to reach and should revamped. Maybe, the new system will make people actually do some work and we can get rid of a lot of the incompetence that runs rampant in this company.
Ask yourself, why do I put up with this forced ranking stuff? There are many top performers and they will be marginalized because of this. Seriously, it’s time to find a better place to work that recognizes your contributions.
Pinnacle award winner here and received my rating of a 3. Was expecting 3 or 4. Go above and beyond best performer on team etc Also I am a former employee of a diff bank where ratings similar and was impossible to get more than 3 there (Unless getting promoted) so was expecting may be same in this case.
I got a 3. Always got 4s in my 10+ years at the bank. I agree, the rating system being on a curve discourages managers from rating folks a 4-5 because they would then need to rate someone a 1-2.
I think team members had gotten comfortable over the last decade. Now it will be uncomfortable for the next 1-2 years. If you work in retail or business banking, you are better off moving on.
I got an 11
There is no such thing as a 5. 3 is the new 4. Managers are being told goals are meaningless. Even if you have 4 top performers on a team of 7 you will get 1 4 if the rest are 3s. If you want 2 4s then you need a 1 or a 2. My thoughts are that high performers that get a three will be leaving as soon as they can. You will also see less teamwork as you will be competing against each other for a good rating.
I cannot wait to get this company off my resume. It’s a big joke and those of us low level drone are the punchline
I had the same mindset, ended up with a 4. You’ll be ok.