How common was the below strong rating in the mid year performance review cycle? Someone quoted 20%..
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It su-ks when your manager knows about stat changes and doesn't effectively communicate it to her team and them forces almost the whole team to be in a mentor/mentee program to improve. IF we had known the proper stats to meet we could have been successful and not below average. Its messed up
Yup .. It su-ks when you bust your a-s off and mid years are only 3 months .. what a joke!!!
The last poster is correct that this mid-years calibration were dead wrong and it was definitely done as a mean to reduce head count. As a people manager I was sick seeing associates being forced into the below strong category when they clearly did not deserve to be there. It was a disgusting thing to do and it was a slap in my the associates face as well as in the face of people managers. If they want to reduce headcount perhaps they need to start at the top executive level because clearly this was an amateur and mindless way that leadership went about handling this. Hopefully this treatment will get out to local news stations and the general public eye to let folks know what is truly going on at this company.
As a tech manager at C1, I will share that don't like the stack ranking system. Every cycle, although some people are clearly in the below strong category, there may also be people who are pushed into it because of the forced distribution, which was 10-15% for our LOB, and you happened to rank a little less strong than some others.
To those people who think your manager is lying to give you a below strong, you may be in that latter category, just because that's how calibrations work. In our org there were very heated discussions about people in that category. But once a final decision is made, the manager has no choice but to follow through with it.
That this mid-year cycle also turned into a workforce reduction is something that managers were not notified about in advance, and frankly I am not happy with how that was handled.
To the last poster, you are definitely doing the right thing. This sort of move is not an easy decision. I know this firsthand. I followed the same path as you and it was the best decision I could have made. Only after I left did I realize just how bad things had gotten. I had worked 15 years at a Fortune 100 company prior to Capital One and it was a tough environment, but mostly fair. Leaving Capital One was a great move for me. Good luck!
My review was done through Google forms instead of workday. HR said I can contest the below strong through associate relations tho. I do not think it’s worth fighting because it seemed like my manager and director had formed an opinion of me. Despite the coaching plan, the plan was close to non-existent.
I figured it’s a way to reduce headcount. Rather than fighting a losing battle I tendered my resignation.
They have been told to push more people into "below strong" to set up for more layoffs.
If you disagree with your review state it in your response in Workday. So when they put you on a coaching plan or PIP you will not sign the plan and let them fire you and give you severance. Never try to overcome a PIP which is the last resort you demand a severance from them and have them fire you.
Can you fight a below strong mid year review to prevent being placed on a PIP?
If you are on a coaching plan or a PIP, just leave. It is clear they are going to make your life hard until you are eventually let go. Why stay at a company who acts like this? Just take what you can get and move on to a healthy company. JMHO.
Take the package
Seems like they are lying in mid years to give below strong as well. Would it be worth fighting if you can disprove it?
Last mid year 2022 I got a below strong. And it just snowballed and got worse even though I delivered very prominent enterprise deliverables. My boss even stole credit for my work. I ended up shouting at my manager to stop harassment.
anywhere from 12-20% is what I heard depending on LOB/department