Year end ratings to be communicated shortly. Since bonus ranges were tied directly to year-end rating, Finance and Senior "Leadership" gave direction that higher grade levels in US, UK and Israel were not to be rated "exceptional" to reduce overall bonus payouts.
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Managers have to spend hours working out how to allocate the pot to fairly reward people, which include bonus in the calculation. This assumes bonus will be paid, because you are told it is there to allocate. So you diligently (and fairly) allocate salary increases and bonus, only for the bonus to then be removed and your hard work reduced to rubbish pots that annoy people - and the managers for all the wasted effort.
This behavior is still alive and well in 2024 @OP+1caHuNTS!
HR singing from the rooftops about how our amazing CEO battled hard for little people and secured a brilliant deal regarding the bonus...only to instruct Managers to suppress ratings to reduce dramatically the actual bonus payouts and salary increase. Scam.
Get ready for your annual shell game of derating employees so the manager's homies get the bonus, keeps his lackeys happy another year It's laughable watching a manager make excuses for not setting yearly goals "it wasn't AG's strong suit" well what was? or some such horse sh !t What a fa-hucking sh it show this outfit is.
Fact. The D&O level of the company know they can’t afford to pay any bonuses, but that would mean they miss out, which can’t happen, so they put pressure on people to leave or offer redundancy to reduce the bonus payouts. Every year Synamedia posts a huge loss, only to see millions paid in bonuses. Greed isn’t good!
@5lip+1caHuNTS - are you feeling triggered you poor little karen.
hehe - we spent all your bonuses on stupid mandatory courses - People RISE up - get unionised now before they hump your legs again. I will be in one of the carparks at Lawrenceville site on Monday - 11:00 AM - look for the sign I will be holding.
It is Cisco all over again - grade 13 and above line their pockets whilst the plebs get nothing apart from uncertainty. My id--t manager [thank god I left Cisco] made up a customer complaint about me in order to justify redundancy. The gormless to---r could not figure out that as I had a15 year relationship with that same customer that I just phoned them up and checked. It was an outright lie. Luckily my friend in HR told me I was on the hit list, with about 4 months warning, so I took my package from Cisco and started a new job next day. Two fingers to you gormless "manager".
Most of the same people are there now - remember? The ones that put you happily to 9-blocking your peers - i.e. a mass stab in the back session designed to make people hate each other.
Get out while you still can.
That's nothing new. The mgmt trick around that is that is to put a higher than expected percentage of employees at "needs improvement" whether deserved or not (calibration committee anyone). This way there is more money available in the p-t for the high performers since needs improvement won't likely be getting a bonus (just a severance package in the future). So you might get a strong rating, but still exceed your percentage. Your direct manager won't likely have a say in the amount you get, that too is calibration.
Good luck