Anyone else find it crazy that there is such a large change coming to the end of year reviews without any explanation as to what it will mean? I’ve been told by 2 high ups that it will be “zero sum” meaning within your group for each person to get over 2% there will be one getting less. Per GEs playbook this has come to mean for every promotion there is a RIF and without a promotion you last roughly 5 years within your group before you are bumped out for a “high scorer” or more likely a overseas coworker making less. No idea about if MIPs will be impacted on what your final “score” ends up being. All I can say with total confidence are the changes are not being made to help any of us. More to come, GLTA.
17 replies (most recent on top)
https://www.thelayoff.com/post/@2wav+1rV4qJqm
@2wav+1rV4qJqm
I think one could get 5% for a "4" rating
I wonder if Marta will get 2% after running our company into the ground. For some reason I’m guessing he will get more.
Just give me 2%, no reason to make me fill out workday when it has zero impact on the “review”.
Anyone else feeling completely wore out? I think we are either in a rudderless boat with no captain or the high ups (whoever they are at this point) are laughing at us…I’m going with rudderless boat, management all seem to be are staring at each other hoping someone has a plan. If that’s correct don’t swim against the tide, it does nothing but make you lose sleep. GLTA
Medtronic must be using the UnitedHealth Group playbook of employee ratings and compensation shell game!
Yeah, you get 2.5% for Exceed/Exceed lmaooo
Can you get more than the standard 2% for merit increase if you exceed?
@ala+1rV4qJqm
Most everyone gets a combination of exceed/meet, if you get a missed that a RIF target on your back. A PIP is is dead man walking now of days
Will they play last year’s game and put as many people as possible at a rating of 2 even when some people should be rated as 3?
And not everyone can get a 3.
I heard that a rating of 3 (exceed/meet) is needed to receive 100% MIP.
Every year, I say to myself "why bother filling it out its only 2%" Your manager knows if you're a slacker or top performer, everything else is meat and potatoes in your review.
Ugh.
I’m not looking forward to the reaction from my people. But it’ll take a year or two and the smart ones will figure out a switching to a weaker team will get them that extra % without increasing effort.
what are the changes? is someone able to post?
@ala+1rV4qJqm
That will be interesting!
2% has been the standard for a long long time. I can't remember did it change last year or the year before?
And then they would wait for a person to be so far behind market rate, they would do a "market adjustment" pay raise along with the 2%.
If the company goals etc were met, then you are supposed to get MIP if you met your goals.
MIP is to be adjusted as well. Bet it hasn't been shared because it's a cost reduction initiative in disguise. For example, downward adjustments for 1s and 2s will be higher impact than upward adjustments for 4s and 5s