Anyone had mid year yet? I get the vibe they are out to use them to get more attrition and exits. They will use anything you say all year against you, be forewarned. If you dare provide feedback about the work environment it will be turned against you.
18 replies (most recent on top)
The stack ranking and guided distributions with calibration sessions may be new to Wells but they are in place at another bank that I worked at previously. If your manager can't defend why you deserve an 'exceeds' rating, you won't get it.
@1ksb+1bTMzd8G. You are correct, it is posted. It just has not been updated to reflect the true direction and expectation for 2021 Mid-Years. The 5's and 15's went up and the 60 was reduced.
They literally post the breakdown percentages on the teamworks page for mid year reviews. It’s available to anyone who takes the effort to click the links in the emails they sent out. Unless you mean they are different than the 5/15/60/15/5 that they posted.
There was a directive that came down through the leadership ranks to all managers just two or three levels down. Front line and middle managers were not included due to information leak concerns. It happened anyway. You are definitely correct. Mid-Years are expected to have a certain percentage for all ranked categories (with a less extra in the 2 column) and this will be used for a mass layoff before end of year. This is in hopes of having a relatively clean start in 2022 with no further layoffs.
this year unlike last yeart they sent multiple communications out to all employees. Those that bothered to read the emails and click the link would have seen details on dates, guided distribution, and explanations of each rating including differences between the ratings. it is a very structured process and there is nothing to hide. I know my peers and I had a calibration sessions and we took those we rated in each category, compared our counts to the distribution and if needing to lower someone we all made our cases ultimately agreeing on those who had to be lowered if anyone. overall I felt the process was fare and we all tried to align as best we could based on the job title and expectations of job level.
My mid-year review was excellent and yet I have the wrong zip code
It is not.
If your last day is after July 30, then your manager is required to give you an evaluation. She/He is just doing their job. I’m sure they understand and agree that it is worthless, but something they are required to do.
I gave notice and the boss wants to have a midyear anyway. I am not sure what the rationale is.
@lqt+1bTMzd8G That is incorrect, at least in my department.
Any type of review is going to be unfair at WF under ‘guided distribution’. This directive from CS is ridiculous….then again, his whole goal is to become as lean as possible and save as much as he can, so losing good people is no concern of his. As others have said, this is just an attrition exercise.
@pau
Your manager above you is pushing back to see how strongly you believe in the rating you gave. If you have enough conviction in an employee that truly deserves a higher rating you should be able to communicate that effectively. This is what the calibration sessions are meant for. If you cannot explain why an employee deserves a top rating, then why should they push it through. Fight for the employees that truly deserve it. The time where we could rate as we see fit and leaving it go unchecked is over.
Easily found in Teamworks.
By July 16 all calibration sessions are completed. Starting July 19 conversations with employees on midyears begin. By July 30 employees must acknowledge in CPD
As a manager my manager and above push back on any attempt to give an exceeds. You need to be lousy to get an overall 2 as a rating. But you may have sections that are set to infrequently meets. This is a strategy to improve performance and get rid of the non-hustlers as Jamie Dimon puts it. If you sincerely do not deserve a meets then we’ll you have some performs and/or negative perceptions of your work. No normal human being wants to sc--w someone like some above believe. Do not get me wrong there are narcissistic managers who do not care, we cannot change humanity, but most managers are human beings too. If you work for someone who does not have your best interest in-hand, WFC is doing you a favor.
Yes, I’ve heard the mid-years, which were never scored officially in the past, will be used as part of the basis for displacement decisions. They are strictly enforcing the forced ranking so that managers must have Does Not Meet employees, regardless of if a team has all high performers. In fact it was just last year that they were doing away with formal mid-year stuff and saying Oh it’ll be a quarterly conversation” with your manager for feedback.
Ultimately, it is is all to fuel displacements in some fashion, not your personal development.
Many groups are already doing the midyears and the poster is correct. Any excuse to get a 2 so the quotas can be met. I love the calibration word trying to soften what is stack ranking employees against each other. Just go to the PNC board is you don't think NE ratings are a way to create attrition.
There's an official timeline for mid-years that managers follow. Those are still in the calibration part, with mid-years due to be provided to team members beginning the last week of July through first week of August. Nothing nefarious about it, its just a highly structured process.
That's some serious paranoia