G10, 120% IPF, no merit, no RSU this year
Last year, 122% IPF, no merit, but at least gave $20 RSU
2 replies (most recent on top)
which group and location? depends on the group/location
This is a human thought process issue.
Pay for performance is seen by managers as whoever contributes the most will get 160-180% IPF and Merit etc because the manager feels secure with the dependability the top performer has created. This creates starvation.
Data can show people who have been for 10+ years in same grade with 7 of those years with no merit no RSU.
What does this indicate ? What is the solution ?
Managers are not taking decision with balanced mind which creates problem when a G6 is ready for promotion but cannot be promoted for 5 years due to band issues and lack of merit budget.
Solution is not butter spread, but a rational balanced thought process for everyone who has been hired in. After hiring, this imbalanced mindset has created a perception of a closed circle. This is the seed of human corruption. Alas, the break of human trust is evident.
Such cases should be easily tracked using AI and the manager behavior from rewards pespective whether aligned to the values of the VPs and the SVPs need to be double checked and corrected.