Unfortunately the culture creates a bad sitgma around this. Although I have no idea for sure, I think I am one of the higher paid in my dept and this would likely cause me or other higher earners to become outcasts. I do think it would be beneficial as a whole if all salaries were public and everyone knew how much everyone else made. I'd like to see management squirm in justifying someone making $10k, $20k, or even $50k more than a peer. However in the current environment I never discuss anything pay related with anyone.
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My team shares everything with each other. And I mean everything.
Yes
Nope. Never ask, and never tell. It's not my business, and it certainly isn't theirs.
Sharing this kewchie with my entire floor on collab days
I would, but I don’t think it’d be wise to share that I got a “consistently exceeds” with many people. Talk about creating a reason to not be liked.
Nope. I've never shared this type of info with a co-worker. The people I work with gossip about everything and tell management everything. So, if they feel you don't deserve your rating they would be sure to ish talk you to everyone and let management know how undeserving you are by complaining about and tattle telling on everything you do. Basically, I would be a target until I could be knocked down to size.
Nope, that's just crazy talk
Unless you are investigating discrimination, there is nothing to gain by knowing your current co-workers' performance evaluations or salaries.
Once co-workers get laid off or quit, sharing is enormously helpful to both them and you.
My tight little team within a team talks about everything. But we are longtime friends who have gone through two mergers and a long string of managers, each worse than the last, together and trust each other implicitly.
I don't care what anyone else got, whether it was more, less, or the same as me.
I am generally pretty open about dollars, and think more should be. By not talking about compensation we play into the company’s hands perpetuate pay discrepancies.
Now I would never pressure anyone to share if they are uncomfortable, but that discomfort is a stigma that works to a company’s advantage.
Performance, less so, because there should be some alignment of pay/bonus to performance, and to me, in the grand scheme of things you can say my performance is great or terrible, but what I care about is the compensation.
If they bothered asking, I would have no issue telling my teammates this year.
Anyone else’s team use team performance for bonus as opposed to actual individual performance?
Wouldn't be a wise thing to do. In the past when asked, I just shared that I felt my rating was fair when asked about it. I had to listen to a couple of people tell me that the rating they received was not and they went on a tirade about how unfair our manager was.
Can anyone confirm managers are required to use all the ratings? (There has to be a not meeting, an inconsistently meets, meets etc.)?
We are a pretty tight team, we all shared we got Meets. Safe to assume someone got Exceeds but they just went along with the Meets flow.
some people share....it can be uncomfortable. one peer in another region shared of their promotion, one shares merit % and bonus every year.
Nope. My team is cutthroat.
No one helps anyone, hoping someone else on the team gets cut first. I hate it.
Meets
no, you don’t talk about that or money
nope, i do not want to create drama or be targeted for having an exceeds