What do you think about this? What are the gotcha ya's are there?
14 replies (most recent on top)
My manager’s manager has heard many legitimate complaints of how ineffective, unprofessional and lacking in leadership skills my manager is. For YEARS. Alas, my manager is a minority and sits to p-e, so she checks two boxes on the DEI spectrum, so no matter how ineffective and unresponsive she is, she’s considered high level talent.
@1dcz I see how you read it that way. It's wrong, as usual, but I see how you made that mistake. Re-read it as "I've said the exact same cr-p for two years in a row, how I'm carrying multiple other people's water and it hasn't benefitted me."
Guess my Bay Area education prepared me for parsing the English language better than yours did.
@1aur+1aQOHUHE, thanks good advice,
Keep notes of every interaction you have with you, supervisor, every coaching session, everything good or bad. Then capture a summary in CP&D to protect yourself. You have to be your own advocate and not rely on your manager to control the negative of your performance
reviews are fake, dont waste your time
@1pmo+1aQOHUHE - you have not done anything the last 2 years then you should get laid off and this will be the last time you have to do mid year review. Don’t worry it will be over soon. No wonder Wells needs to get rid of dead weight
It's so d-mb that I have to write up mid-year reviews. What my group does is now completely numbers-based, so all I'm doing is regurgitating numbers that my manager could easily pull from a report.
Do I really need to tell my manager that of the 13 people on our team I'm doing 20% of the work while being the 3rd lowest paid employee? Telling them that the last two years did nothing since I got 0%, what's the motivation?
@1ugr+1aQOHUHE - are you sure only minority bosses do not know how to use CP&D or any other tools?
My boss has no clue how to use CP&D. But it’s okay because she’s a minority and passes the buck to her assistant. D&I at its best!
This is the 2nd year we have used CP&D for mid-year evaluations. All groups are required to conduct formal mid-year reviews and record them in CP&D.
Dont trust that self-evaluation which is a fake because Wells Fargo HR evil managers still writeup negative reviews the same way about you. Another garbage paper dreamed by Wells Fargo HR corporate elites who dont care about working people. Ask Wells Fargo HR corporate elites: do we get our raises, our bonuses, our better healthcare, and keep our jobs ...?
Where did you get the idea they were optional? Not in our area.
self evals are optional this year but I would consider writing just in case what my manager writes doesn't jive with what I wrote and being down rated. CYA
My take is that in order to deal with what passes for “Agile” a lot of the senior engineers have had to work on side projects to stand up some internal tools and deliver some presentations and build process and make it happen. A couple of the ones that carried the bulk of the work on their shoulders are now having to answer questions about why their productivity metrics are lower than other people’s.
So that’s going to be my midyear. I’m getting close to the point where I stop caring if I keep my job, which is convenient for everyone involved.