My mid-year review was "consistently exceeds." My end of year review was moved down to "meets." Nothing changed in the 3 months between the reviews. There were no write-ups...etc. How is this possible? I know not to go to HR. So, I suppose my only option is to look for another position.
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How to get exceeds 2 step process: 1) Previously worked at JP 2) be in Ny
Move on, these ratings are arbitrary and they are dictated by upper management, they mean nothing, just like you. Get out of this place while you still have some dignity left.
I can attest to this same scenario. The best thing for your career is to accept it or to move on to another company that treats fairly.
Sorry this happened to you! I am a former "exceeds" employee who moved on. Comments already posted pretty much describes it. Your recourse is to move on.
"Never heard anyone get above exceeds."
It's as common as sighting Bigfoot.
The “dreaded” bell curve. Needs Improvement on the low performance side and consistently exceeds as top performance. Mathematical threshold requires a certain percentage in each of these categories. As a high performer you likely did nothing wrong, just got caught up in the adjustments as the performance metrics were recalculated at the various levels. Disappointing for sure, but I can tell you sometimes senior leaders will put managers through the ringer to justify the high rating in an effort to balance their metric. In those situations the manager likely loses the battle if they were inclined to fight for you and you end up with a lower rating.
Just lower your output to "Meets" and everything will be fine. No worries.
“Meets is the new Exceeds”. The firm has been saying that for at least a year. I’m shocked you got a consistently exceeds. I didn’t think it was even possible. Never heard anyone get above exceeds.
The Chase management coming in look at the management and are surprised at how long you have been at Wells. This is not normal. They are used to scratching their way to the top by moving around.
The Chase career path is different than the W career path. The latter is being unzipped: first the Wachovia demerger... then the Norwest demerger. Mortgages no. CB leave. They will take the investment bank/ wealth management deposits and jettison the rest. Progressive management of deposits. Will it work?
WF uses the lazy manager way for reviews. Little thought goes into it and "adjustments" by senior leadership is based on your visibility to them. Incents the totally wrong behaviors. And yes, to an earlier post, everyone can be exceeds if management is forced to establish measurable goals for team members. If everyone exceeds then the goals were to low which is a management failure. The way it is now you only have to justify a few low performances and everyone else is happy to dodge the bullet. If you never establish goals then you can never fail as a leader. My peers and I are rotating the 1 and 2 performances so everyone gets one every few years. My own manager asks me if I have any questions about the review and I reply no. I have never even read any of his mid year or annual reviews. How does that help WF or me in my career. He is not from the US let's say and truly believes he is doing a good job. Sad really. Our areas performance is 20% of what it was before the offshoring and total failure to implement Agile. In one 11 month period we implemented nothing but did dozens of .ppt decks to prove our value.
The philosophy is it impossible for everyone to exceed expectations.. because that means the bar is too low if everyone exceeds. High performing teams are hit the hardest negatively by how Wells Fargo now rates employees.
It also means that you can be a good employee on a good team and one sc--w up that your peers didn't have smacks you down to lower than meets.
Conversely it makes it easier for poor performing teams to get good ratings. The bar is lowered.
it Is all subjective at WF. Don't let it get in your head. Time to find another role somewhere else.
My mid year review was "meets expectations". My final rating was "needs improvement" . reason 1 took too much PTO even though i earned it. 2 Did not pre approve PTO. Even though it was processed through WorkDay and auto approved by manager. 3 did not document backup during pto. Which is all discussed in are daily meetings. I had been lent out to another manager that had no issues during this time and i out performed others. My mangaer did not even talk to that manager. I was simply used to pad his bell curve ratings. Im quitting !!!
For sure give notice tomorrow, they can't do something like that to you, show em what's what.
Accept a meets or look for another job. That’s the problem, once someone gets an exceeds it is expected to always be an exceeds. Exceeds is a rare exception now.
Look for another job in another company. Period
It's one of the many things designed and implemented by Schart and his OC minions to cut people's bonuses and merit increases in order to pad their own pockets with the excess created by screwing over employees.
Only thing you can do is grab your ankles. Biting an apple may help with the psin.
There is no formality to any of it, there is no grand plan. The performance review system is based on arbitrary contributions from leadership and minimal connection with the employees. It's a 'lowest common denominator' process focused on marketing over substance. Hollow through and through.
Trying to understand how to work with the system is pointless, it changes too often and managers can't be bothered with necessary time it would take for employee development.
WF is for jobs, not careers.
Of course they are doing stack ranking. Been that way for almost 3 years.
My manager got a three this year and I got consistently exceeds. First time he's ever gotten a three. I would suspect that I'll get a 3, maybe 4, next year because it'll be someone else's turn to get a 4/5. As long as my comp isn't seriously dinged, I'm ok.
"Justifiable" way to cut 20% per year.
So does WF now do forced ranking or stacking ranking or distribution ranking now? It seems if they are putting people into buckets that they are forcing management to put people into top, medium, and bottom tiers and those at the bottom to be fired.
unfortunately this doesn't surprise me. anyone know if this is happening to our mgrs-the layer above us worker bees, the ones writing the reviews?
You didn't do anything wrong. Only 20% can get exceeds/consistently exceeds. You were caught in the curve. Best to find a better employer.
The entire system is one big fugazi. Keep the lay low for the peasants while the C-suite has a feast.
Bell curve