I do not post here much but I am asking for a coworker who's to shy to post. We're on the same team, he received a "Needs Improvement " this week for last years work for items that did not qualify, were simple misunderstandings but that's now what I'm asking for him about. His Manager told him that because he received a "Needs Improvement" he will not get a penny of bonus and no raise (the no raise she's (the manager) is due to him making too much money to begin with). Others in our group (yes we're in Technology) have have received at least a partial bonus with a "Needs Improvement". I told him don't bother disputing until we find out if it's in fact true. I know there are a lot of Managers on here. His Manager refuses to share any new policy etc with him, she told her it was just the way it is. If you received a "Needs Improvement" this year, did you still get at least part of your bonus as is policy previously? If you are a Manager and are aware or not aware of this or had to give a "Needs Improvement" can you please let us know what the REAL facts are on this. He's getting no where with her, she's refusing to disclose proof of this change to our policy and he's sunk into deep depression and I want to at least be able to find out if it's enterprise wide or they're targeting him. Thank you all from the bottom of his and my hearts, his family is devastated and I just want to help. Please keep comments respectful.
45 replies (most recent on top)
I’m wondering why he asked you to write this up on an anonymous board. That was a really long and convoluted post… what you are trying to do is wonderful but you might want to ask another colleague to rewrite it to be clearer and more concise. If you do you’re sure to get better answers.
Congrats on improving. The system works lol.
Last year I received an inconsistently meets with no pay increase but 5k bonus. This year I am a meets, wonder what the increase and bonus will be….. I am eligible for 15% per the 2020-21 comp
Just look it up on hrss. There is a pdf called international year-end compensation, but its not international. It tells straight up needs improvement = no raise/bonus and inconsistently meets should be no higher than 1% raise, with minimal bonus.
Bonuses are decided by the manager, so if she said no bonus then your "coworker" will not get a bonus.
I got fu---d with that last year because my manager had to fill quotas for each review level bucket. I can tell you, you will get nothing. I talked to his boss, came with proof that my manager was full of it (claimed I never wrote tests. Github says you're a god damned liar. Claimed i had lower output than other team members. JIRA says i did more items than most of my peers combined), and it didnt matter. If they want to fu-k you, they will fu-k you.
Manager who always gives me rating of "Needs Improvement" just dreams of having the much more experienced, former employees who quit come back in the form of some "newer employee". But you cannot just quickly replace former employees who has such a great deal of experience in the business and technology already. It takes me longer to do the same thing as them apparently, thus the "Needs Improvement" rating. But "THEY" are NOT coming back EVER to work for this Manager again. Dream weaver.
Managers at Wells Fargo have no empathy.
A needs improvement rating and no bonus is a clear signal that you should be looking for another job. Don’t overthink it.
“ Always comparing me to some other employee,”
That is how it works - how you do compared to peers. Pretty sure fake post/thread anyhow. One doesn’t get ‘needs improvement’ every year and remain employed.
@rkd+1eNW69T8 "Once i click on the “Managers: Year-end Compensation Introduction” link, it routes me to HRSS and i get a message “Knowledge record not found” with nothing in the sidebar or main body."
clear your cookies, try another browser, etc. it's there.
Manager cannot be trusted to tell the truth.
The Manager has given me "Needs Improvement" for almost every year I have worked for that Manager. Always finds some way to "twist" my extra overtime and technical efforts into "Needs Improvement". My reports generated for the business have always been very accurate, yet Manger complains it "takes me too long", etc. Always comparing me to some other employee, or other former employees who quit under that Managers reign. And there are very many former employees of this Manager who quit. Always finds something to complain about me for. Yells at me, without asking first what the situation actually entailed. I think I will spend the MLK holiday updating my resume instead of working overtime on the holiday as I have often done in the past.
The bonus in Technology only goes to the curry coons
Salary is what you agree to receive for doing the job. Bonus should be when you exceed expectations, exceed your targets, hit quotas ahead of schedule, etc. and actually earning something additional. Shouldn't be a handout. if truly "needs improvement" shouldn't be given anything. Maybe its a weird politics thing with this manager and the employee if they don't deserve the rating hopefully can dispute.
Needs Improvement is literally the worst rating you can receive and is reserved for the bottom 5% of employees. A manager has to explain and document a lot to give someone this rating, and there is truly a question as to whether they should receive a bonus?
Ask your manager
Go work for BoA if you want rewards for mediocrity.
I would expect needs improvement to receive no bonus or merit raise. Why reward mediocrity? Bonuses and merit increases are not guaranteed.
Never gotten lower than exceeds, so would have no idea. Hope this helps.
For many jobs "bonus" is a little misleading, IMO it's better to think of it as "variable compensation". Base is guaranteed, the rest will vary based on your performance (with typical performance paid at about the target value).
It's not like "in recognition of how awesome you are, here is this totally unexpected reward". It's an understood part of the job's value proposition, just that part can adjust up and down. To be adjusted all the way down to 0% is a big deal.
in my area needs improvement is 0 bonus and 0 merit. if you disagree with your rating you can take it up with your leadership and he, your ratingay not change but that is your option. and while there are plenty of bad managers out there, there are also plenty of people who refuse to look in the mirror when told they aren't meeting expectations. Your idea of a good performer may not be the same as your managers and when aligning across your peers you may not be as good as them. I've seen employees quit shortly after a bad rating and have seen employees also turn it around as it was the kick in the pants they needed. I would also ask what their mid year was, I'm assuming it was a similar rating at mid year thus they've had had a few months to try and bring up the railing.
Needs Improvement in my group (Tech) got 0% bonus in 2020. I'd expect the same in 2021.
Had someone with a needs improvement last year. They got 5K which was like 40 percent of target. Gave a 1 percent raise. They quit mid year.
Once i click on the “Managers: Year-end Compensation Introduction” link, it routes me to HRSS and i get a message “Knowledge record not found” with nothing in the sidebar or main body.
bonus is incentive awarded to performers, needs improvement is not performing so zero is what you should expect and lucky to have a job
I don't know what the official policy is beyond managers having more discretion now, but honestly it's insane to think someone not performing their job to at least "meets" should be getting any bonus. Just meeting and doing the bare minimum isn't really cause for celebration, but under-performers, causing more work for everyone else, shouldn't be rewarded by getting a piece of the limited bonus pool that should be going to the members of your team that ARE doing their work.
yes, it's true, and you or your friend can see it on the teamworks site - search for "manager center" then on that page, in the " pay & jobs" tile, choose "year end compensation and job changes" Then click the link titled "Managers: year-end compensation introduction". Once on that page, look at the right rail, and choose the second link "Managers: year end total variable compensation recommendations".
Once you arrive there, scroll down, you'll see "needs improvement" says "no variable compensation award " - I.e. zero
There's a ton of stuff in that mgr center, you have to dig around a bit but it's visible to anyone on the network.
Bonuses can be 20, 30, 60k. That's not a small amount of money and I would be depressed if I got zero. However, that's why they don't want any slackers getting money.
Must be a huge amount of money if dude is in a deep depression over it.
Of course, if he's making that much it shouldn't be such an impact. Something about @OP story feels off.
op if you and your friend are as defensive and hostile towards your manager as you are in this post I would be shocked if either of you received a bonus.
It wasn't lost on me, there was nothing in my post about them relying on a bonus and your comment had nothing to do with the question, we all know not to count on the bonus. I asked about a very specific item, if the policy had been changed to allow this complete removal of bonus, NOTHING to do with reliance on it.
Actually that was useful, but it is lost on you. This is also - don’t count on useful information from anonymous people in the internet.
https://www.thelayoff.com/post/@qku+1eNW69T8
your manager has many ways to f*ck you out of your bonus. and it's not beneath managers to take away a person's bonus just to give that money to someone else. There is nothing you can do about it no matter how much documentation you have in your possession.
Post ID: @ctd+1eNW69T8
Actually that was useful, but it is lost on you. This is also - don’t count on useful information from anonymous people in the internet.
Unless it's a Risk problem, she could still be eligible to receive a bonus. However, the mgr has discretion. Her bonus would be slashed but still possible to get something. Her manager may be looking to pay up to other employees though that ki---d it and she's taking it on the chin. The new philosophy is if you're not doing well you shouldn't be paid well, created further extremes in the bonus pool. Good employees get paid more and poor get paid less.
I've seen his review, his risk rating was "Meets" the no bonus for not meets in that area has been standard for years... does not apply here but thank you for the comment.
If your Risk rating is less than meets, you will not get a bonus.
Too shy to post on an anonymous board? LOL!
If your Risk rating is less than meets, you will not get a bonus.
"please don't comment if you can't add value or this will blow up and be removed with no actual information, just lots of useless comments."
You have seen the comments on this site right? You expect factual information? Really?
Never count on a bonus. I learned that a long time ago at Chase and this is the same management they imported.
Thank you but that was not the question, please don't comment if you can't add value or this will blow up and be removed with no actual information, just lots of useless comments.