That they stopped answering all the town hall questions. For a short period of time last year they did follow up emails with questions and answers.
Those all seemed to have stopped. I thought this company was all about transparency. Must just be the perception of transparency they are aiming for
Where I work in TR they blatantly stated in early 2021 that 10% of employees were going to be rated partially achieved (and it turned out I was one of them). Apparently no one bothered to consider that the group I was compared to included people with all different kinds of jobs. It also included by boss (obviously a conflict of interest since she helps determine my rating) since on paper she is now an individual contributor after an attempt to make the organization look flatter a few years ago.
I was a manager at TR and I can attest that our VP/Director and HRBP both stated and discussed that we had to have certain levels of performance rankings. They stated that our department at one time in the process had too many " Meets" and needed to "find" more "Partially Meets" They also stated that Exceeds should only be 1-3% of the total.
Total BS
@5dqr+1eHqIg8g Yes, we tried that. Our HR rep took our concerns and tried to help us and now she's not here.
@5cjf+1eHqIg8g — “not much you can do”? You could speak up. Artificially ranking hard workers to deflate their earnings is not right.
@5txx+1eHqIg8g it's not just your former boss. I'm a manager and I have to rate all my employees in December so all the ratings can be reviewed for the entire department. It is not uncommon for our team to have to downgrade the ratings we submitted and there's nothing we can do about it. Besides look for another job outside of TR. Unfortunately this process is going slowly for me...
My former director, who’s no longer at TR used to have us give her ratings before we even wrote the reviews. That why she could manage the bell curve better and earlier, foregoing any illusion of a fair process. What a clown.
These are all reasons why I decided to depart from TR. Glad I did so, grass is greener on the other side.
Whoever said the company hasn't told managers to give a certain number of "partially achieved" ratings regardless of performance is absolutely lying. I have been told by my manager that exceeds are given when they need to justify a promotion or some such event and they are absolutely forced to give out partially achieveds, even if everyone on the team deserves an achieved. This year the people who were rif'd all got achieveds regardless of performance since they no longer need to justify a future termination. Also the company recently was found guilty of unlawful discrimination practices and was being taken to court so they did all those surveys and bias trainings just so they could show the courts that they were "sorry" and it would be grounds to lessen the amount they would have to pay out at the close of the lawsuit since they're demonstrating change. Everything this company does is a smoke screen and a lie to cover up some other deplorable behavior.
Reviews have always been disgusting manager's pet exercises. The numbers are bu-----t. They already know the scores before the reviews are done because they need to budget for exceeds. They are just doubling down now with the toxic stack ranking and forced curves. People are definitely being forced to give out partially exceeded, and people who completely met their goals got fu---d over.
I was told by a manager about 6 years ago not to put exceeded as your self evaluation because those are for special situations. That told me all I needed to know about the stack ranking cr-p
They were told that! That’s how TR plays. The managers didn’t want any part of it. In the end the company will reap what they sow. They will lose good workers because of the partially achieved and the ones that stick around just won’t care about the job like they use to.
TR is woke. Go woke. Go broke. Looking forward to seeing TR go bankrupt.
@hfm+1eHqIg8g Are you saying managers haven't been told this?
"I know for a fact that at least some managers HAVE been told to do this. "
Do you? Are you one of those managers? Or do you know for a fact that at least one manager TOLD YOU that they have been told to do this? There really is a difference.
I was in a Town Hall meeting last week where lots of questions were answered. Many of the answers were: "I don't know" or "I agree with you that things aren't great." The man providing the answers seemed pretty genuine but in at least one case, he provided incorrect information. He said that the company hasn't told managers to give a certain number of "partially achieved" ratings regardless of performance. I know for a fact that at least some managers HAVE been told to do this. The company line that "we have to differentiate performance" is BS. It feels like some people are being set up for something else...either more layoffs, a 0% raise or a reduced bonus.