to managers - what has changed about performance rating process this year vs. past w/r/t determining ratings since now we have so many more categories of performance tiers to handle. any info on what the new tiers really mean big picture? any correlation to amount of work place excellence compliance?
4 replies (most recent on top)
The EOY performance and annual survey rigged. What's the point of filling them out.
It doesn’t matter, it’s a rigged game overall and trying to be anything other than a defendable “meets/meets” is a fool’s game, you never get the proper reward. Managers are instructed to have so many of each rating. If you’re the all star on your team, yet your team is made up of disabilities or fan-favorites, then you’re destined to never be recognized and/or rewarded for being the best. Nobody manager is going to down rate someone who is perhaps a 30 year bank vet with retirement soon, or out of action for a significant amount of time due to medical reasons, or someone who perhaps HR doesn’t want to keep but you do. It’s all just a game of mid-level BS, not worth playing and not worth wasting your time worrying about it. It’s already been setup, there is nothing you can do about it. So, just show up, do the minimal amount, and leave to go enjoy what really matters - your own life. There is so much unethical business behavior at the top of this institution, you’re best to protect yourself from it by staying as vanilla as possible.
Nothing has changed. The rating system is perfunctory for most of us.
They should add “High Meets” just to validate the story that every manager tells their employee about why they didn’t get Exceeds this year.