Is anybody else tired of management setting unrealistic goals while fully knowing they're unrealistic just so they have a reason in the future to lay you off or even fire you? It's so obvious to everybody but it's become the norm. I really need to leave this place if I want to preserve my mental health.
12 replies (most recent on top)
Yes we are waiting for all the lawsuits
"Is anybody else tired of management"
Yes.
I didn’t do my self evaluation for mid year and got in trouble for submitting it “blank”
I explained that the mid year review consists of ratings (did you hit goals or not) and I didn’t understand why I needed to summarize my performance when our reporting was just as sufficient. I explained that with all we do during the day in branch this was something I had not prioritized since my words will not influence a rating and we’re constantly beat over the head with ccg/IRM goals
I was told it was a communication/authority/culture issue yada yada and I didn’t have pride in my work. I used chat gpt to write my end of year to spare another “coaching call”
@rsi+1vtFNk6E - Yep. Truist is the most corrupt organization imaginable. Management and their respective policies are crooked to the core. Teammates need to be on the lookout for any and all opportunities to sue this disgusting bank. Watchout for retaliation in the end of year review and AIP, LTI, Merit Increase relative to your teammates. Do not hesitate to file EEOC discrimination charges and litigate in federal court if needed.
Many groups have already had calibration meetings. It’s kind of messed up but for many, including my group, our ratings are already set and agreed upon by senior management. I am also getting emails that my set review is due on Friday. Makes no sense since my rating is already done. The poster who wrote that management seldom reads them is half correct. They look for validation in them and some units take this stuff seriously but others like mine have already moved on before the self reviews are due. I’d love to see regulators for a deep dive on some of our hr practices. We have shiny procedures and policies we can cite but who holds hr or management accountable when they flout them and disregard their own procedures?
@gxq+1vtFNk6E - At most organizations it would be poor advice. It's good advice to skip it at Truist. Your manager has already made up their mind as to what rating and any AIP/LTI/Merit Increase they will give you come year end. The Self Evaluation is never considered or looked at.
Great idea - skipping the self evaluation is amazing career advice
@udq+1vtFNk6E - That's right. Will be "congruent" with this person's mindset :)
Funny enough, for my 2024 performance review, my manager did not include substantial things I contributed towards for the year in my performance review. I documented them in my Self Evaluation. During my end of year review call with my manager, I pointed these items out to my manager and they stated they would go back and update my performance review, which they never did. This place is such a joke.
@OP+1vtFNk6E - Yes. Definitely Truist. Also do not bother doing the Self Evaluation. Those are never considered are even looked at during end of year performance reviews. Just one of the many "waste of time - lip service activities" from management at Truist.
Some groups use goals to get people to quit and the ones left are willing to be exploited indefinitely. I haven't experienced this in the division I'm in, but I know it happens. Remember they often want low value performers to just be a cheap cog.
You should seek other employment no other company requires goals - so it will be easy to find another job
You will end up in a better place at a job you won’t really have to work all that much