Has anyone figured out whether getting Delivers Strong Results in all three categories actually matters? We keep hearing about performance reviews, Talent Ranking and TDP, but it's still unclear what really drives compensation and promotion decisions. Someone here mentioned getting Exceeds in two categories and still receiving no raise or bonus. Has anyone seen strong ratings make a meaningful difference, or are the decisions already made during calibration regardless of what your review says?
4 replies (most recent on top)
The rankings take place way before the evaluations are finalized. So it is clear which influences what.
As a manager, I completely agree. Your rank comes first and then we need to ensure that your rating matches.
360 and comp not connected. I've been told to doctor a 360 review so it's not out of since with the stack rank or other feelings from ed/MD. Timings are different too. We know you choose your friends to review you
i think the ratings matter, but probably not as much as people assume.
you can get DSR across the board and still end up with an average bonus if your Talent Ranking isn't strong or your MD doesn't push for you during calibration.
what bothers me is that we spend so much time on performance reviews without really knowing how they translate into compensation. at some point, you have to wonder whether the ratings reflect the decisions or the decisions determine the ratings.