Do you think your manager will provide you with a fair and honest assessment of your performance across 2024?
7 replies (most recent on top)
Now that we like and sponsor Formula One, their vocabulary fits well into our culture going forward: We’ll have either winners or wa-kers.
My two cents is that the same measures like the former 1, 2, 3 will be used in the new scheme.
They used the term "calibration" where all the managers compare each level of IC2, IC3, IC4, etc. but that is what they used to do before, and the same people used to get the same ratings every year. It created a cut throat environment. Someone who has kids cannot work all hours of the night to "exceed" expectations like a young, single person can.
Yahoo did this cr-p for years and found out the hard way there was always a bottom 10% until you ruin a company and have to sell it.
As a former manager at NetApp I've seen managers that tell their employees they are fighting for them and then trash them in meetings with their management. With the new GAP for the bottom person is the precursor to the PIP.
It does not really save any money for the company as the GAP is 3-6 months then the PIP can be another 1-3 months.
It depends on how hard they can or will fight for an individual with the what's-old-is-new-again stack ranking.
I have never seen a manager at netapp that didn't fight for their people. if you are on this page complaining you are either a troll or someone who probably deserves to be at the bottom.
Managers take their cues from their managers, and so on. If someone above your manager does not see you as valuable, then neither will your manager. They are all puppets.
Additionally, core to the issue is that opportunities are not equal. Not everyone in a given team gets access to the best, most visible opportunities. Individuals who do not display the overly aggressive, manic excitement, those who work behind the scenes, will lose out.
With this environment, this is why they are applying a curve to each group so there is always going to be someone on top, some people in the middle, and some on the bottom. Pretty sure the introverts, those with fewer opportunities, will land at the bottom.
"The thing is, Bob, it's not that I'm lazy, it's that I just don't care. It's a problem of motivation, all right? Now if I work my a-s off and Netapp ships a few extra units, I don't see another dime, so where's the motivation?"
I love how they hired an outside consulting group to create this new performance rating system. I get to live in one of my favorite movies now :)