The only bell curve is the one hitting people in the head,
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Yep. Every department has numbers
Your boss is stalling and avoiding telling people who and when the hit will come.
Still haven't had my review. I asked my boss this week about it and was told that "we don't have the all clear to release them yet." Not sure what to think about that.
Well Said 136974. I know my manager has no idea how to do my job, they have to all in newly promoted managers who used to do the job to help when we need it.
Union represented folks are not laid off by their performance but by SENIORITY, which is how it should be because the evaluations aren't fair,it depends on who wrote it, what they know about you and if they like you .Most managers cant do or know the job well enough to make accurate appraisals,Most appraisals today are Generic its all about numbers and NOT Quality.
Too many think the same way..sad
Sure looks like it.
136181 the sand is fully covering your head.
Before I was laid off, we had a meeting in my group where we were told there would be no more 4's or 5's assigned to anyone. There would be less 3's and most people would receive a 2. I worked in an engineering mobility group in ATO.
At AT&T Right now there is an epidemic of interest in revamping employee performance management processes, and it’s overdue. I just had several of my best friends (generally in senior positions) tell me how frustrated they are at their current jobs because their performance appraisals were so frustrating.
that is the reason high performers are been layoff, they don satisfy all markers, including the elusive "leadership" marker which can be anything, so make sure your boss likes you.
No one wants to be rated on a five point scale, my unit layoff 24 of 39, mostly achievers, therefore ATT is loosing talent, may be because they are outspoken, so keep your mouth shut.
First, much research shows that reducing a year of work to a single number is degrading. It creates a defensive reaction and doesn’t encourage people to improve. Ideally performance evaluation should be “continuous” and focus on “always being able to improve.” Instead we have a bunch of managers just looking for. Bad qualities in employees, overlooking the positive.
I believe that the may get bonuses to save company money, by laying off employees.
when we receive a “rating” or “appraisal” our brain shifts into “fear or flight” mode and shifts to our limbic brain. This shift, which takes place whenever we are threatened, immediately takes us out of the mode to learn or create, making us defensive. So the actual act of executing a performance appraisal itself reduces performance.