So, we were informed we will be graded on additional 8 behaviors which have nothing to do with job stills, is totally subjective.
My manager is struggling to phrase them as to flow them down into our PDP . I still think it supper management's way of pushing us into elbow and into PIPs.
They even say they put everyone initially into 5 block then then rate you from there.
As an "X" Manager... I was told how many people will be in the Lower Block and If I was allowed to put anyone in the 1,2, or 4 Block. Many of times I was given 5 minutes to make up my mind. Then, it was set in stone. I had up to 20+ direct reports, 99% of them were great employees! The 1% just needed a little more push in the right direction. If I put one of the 1% in the lower "L" twice in a row, they would be fired. So, you have to give it to good worker and find something, anything!
That is how it works!! It is wrong! It comes down to picking someone, to get written-up (P.I.P.) and no raise. Every Manager I know did not like this process at all... But, they do it.
I was once a manager at an ISC site and we were told that 10% of employees had to be in the "elbow". Which meant some employees who were solid 5's had to be pushed down. Completely unethical and possibly illegal.
Yep, the 9-block tool was implemented by Jack Welch-GE years ago to eliminate fat; it worked for them. Cote became the Honeywell CEO and utilized the 9-block. Here's the the key, in 2009'ish, Jeff Immelt-GE abolished the 9-Block for the reasons us managers have known for years; pressuring managers to apply incorrect reviews and performance results weren't accurately measured. Google it. I've managed for 12 years of my 32 years at Garrett, Allied-Signal, Honeywell. Managers up to Presidents of SBU's don't like the 9-block tool; I can testify in court on a lie detector test today that I'm truthful. You may wonder why I can't pursue an initiative to get my voice heard; I would simply be removed from my position because I can't differentiate employee performance.
Sure, I have an employee every other year that is in the outer L area; it's legitimate but very light based on Results. I manage folks based on, 90% Skill and Abilities and 10% Behaviors; there are many other managers who do the same. We do our best with the horrible 9-Block B_llSh_t tool.
Someday, I suspect there will be a real anonymous feedback tool and speak my piece higher than a Tier 2.
Nice when told during review, I'm not allowed to give anyone that rating or I was told I had to give this rating. It has happened to me. Clear indication leadership doesn't care about what you do. So why are these scores even on the form? These are not reviews, it is more like a legal document, strictly used for reduction purposes when necessary.
I had 4 EX's on the prior 12 behaviors, and the current incompetent IDIOT removed them all, so I don't expect to have any on the new 8 behaviors, as the incompetent IDIOT remains, to keep rewarding his incompetent BFF.
So even if you were a top person for years ONE bad year, health, family they will bounce you out like a used machine.
Really nice long term thinking, very motivating.
I'm sure one of them is "Regularly walks on water".