Thread regarding Fidelity Investments layoffs

These are a joke- putting the onerous on the employees to write their own reviews as a means to remind their leader of their accomplishments. Leadership should be the ones keeping track and writing the reviews, trust me your leader knows whether you are a performer or not. There is so much laziness or tactics used to get more out of the associates such as each employee having to demonstrate leadership on their team so then employees are taking time to come up with some b.s. to check the box for vs doing the job. A lot of wasted unproductive formality time of employees coming up with bs each month on their monthly progress report then having the employee lead the meeting- no you're the leader so you should be leading the meeting- laziness.

@b4 I don't agree with this narrative.

Let's breakdown on how feedback works, I have seen colleagues who provide generic feedback along the lines of

"....key focus in next quarter / year being
Xyz.."

If the rating is changed from previous year and you're rated exceptional from SP you should expect new goals and focus.

HOWEVER, if you do get ESP and still notice observe same commentary or focus areas, it won't hurt to ask your manager for specifics.

You should however during your regular check-ins keep asking how you're doing in the focus area your manager keeps mentioning so as to not avoid any surprises, come year end.

To me it sounds like your manager is just lazy ASF, and is probably doing same behavior with everyone.

DON'T EVER GO BACK TO HR OR YOUR MANAGERS MANAGER (i can see some folks doing that)
This will only hurt you further

@bo / OP, you might not be making visible progress on these things (visible to your manager), and that’s why they keep re-stating them. If you feel you’ve made measurable progress on those things, take charge and write up a narrative about how. Then actively manage the conversation and get your manager to agree or let you know where you still need to improve.

As a manager, I don’t cut & paste, but I will keep giving the same feedback if I don’t see you setting and achieving goals on it, or listing accomplishments that help me see that you made progress. It’s not a good sign if that keeps happening, because either you are not improving, or it’s not visible to your manager. And that will affect your pay and your opportunities.

@av I'd be happy if my manager used chatgpt to copy what I shared in self commentary to give feedback

What's happening though is same set of comments being copied from quarter after quarter

I think my great manager is using ChatGPT..He doesn't even remove those dashes

Spot on

You do it because you’re required to do it, and because it makes it easier to write your year-end review if you have written up each quarter’s accomplishments already.

You should be keeping a file of everything you do that impacts the business, that meets a goal you set, that demonstrates Fidelity leadership principles, etc. Then YOU write a glowing review of yourself. Imagine if your boss was in a room (which they literally will be) with their peers and they’re making the case that you’re top talent. They’re going to need to talk about how your work drove the business forward. How you compare favorably to your peers. How you met and exceeded your goals. Write that case for them, and add things you know you need to work on.

That’s what you should be doing. They’re supposed to read that before they write yours, so you’re doing both of you a favor if you do a great job writing your own review.

Don’t ask your manager, “is it fair to say I’m not improving?” When you do that, you’re basically saying you’re not improving. Instead, be proactive and write the case about how you are improving. Tell them that story in your review. Ask them to add things to their write up that demonstrate your accomplishments.

This is called managing your career.