I sort of understand that you gotta keep the boat afloat, people's mind focused and whatnot. But I think it's so bizarre to have talks about CFE & IDP with your manager while everyone is worried about their job. Not quite the time to think about career, just whether you have a job or not.
Obviously this is a bad idea, but if it was up to me, you should be "successful" in your EOFY review just by making until then.
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Changes coming to CFE's, but it's going to be gradual. There is a lot of resistance to modifying the process. As much as people complain about it, there are others who fight tooth and nail to keep it the same
Stunning that NIKE is still using the old economy CFE process and forced rankings. This is a system and practice that neither achieves business objectives nor motivates and rewards performance. If ever there was a need for innovation, this is it. Expecting people to run through walls and jump through hoops for a manager that comes ill prepared to the conversation, fails to read your documented and measured results and gives you an S or M so they can push $ to teacher's pet is next level inequity and a profound miss from top leadership and HR . IMHO
Getting an exceptional rating is really nothing more but a chest beating moment. Reality is if you did get it, you sacrificed a lot of your life for a little additional gain.
This is coming from someone whose gotten exceptional and essentially a few extra percentages on the bottom line.
The juice isn’t worth the squeeze for exceptional. Too many sacrifices to get the rating for little or no additional benefit.
CFE rating is the most BS thing I have ever cane across in my career. Our Sr Dir instructed all of the managers, including myself, to put meet expectations as ranking! Reportedly she wants it to be a normal distribution for the entire team with only a few earning highly successful per her discretion!!!! I manage people and I do have a few very bad incompetent folks in my team but I was not allowed to give real rating....
HS,HS,E,HS in the last four years. Laid off in February anyway.
Salary increases no longer related to rating since a few years ago.
…No need to keep pretending that CFEs ratings matter.
There is a ranking calibration process
Got it, ranking=rating. Thx
Performance ranking/ratings:
- Not Successful /IDP
- Successful
- Highly Successful
- Exceptional
Wait… “ranking?” Sorry for being ignorant here, but what does that mean?
Y’all actually have CFE discussions? That doesn’t happen in TO / IE. You get what you get, no discussions or guidance anytime throughout the year.
Our NA group has pushed all CFE conversations and feedback gathering till after 4/22. No sense in doing the work if we are gone.
Plus, the only thing due by mid-May is your “ranking” and most managers know what each team member is going to get by now.