I received "met" on what and "inconsistent" on how. What percentage get inconsistent? I received a comment of how im valued, talented etc but need to deliver on time more often and lead. (
What is the percentage of people that get inconsistent? I dont feel encouraged with this new ranking system.
It would be interesting to soon find out how this ranking system affect the individual performance factor used for the annual bonus calculation
What was everyone’s experience in the What rating? I was told it was based on business outcomes for my vehicle line (sales volume, warranty, material cost, EBIT). My VL hit 1 of 4 on those metrics so I got an “inconsistent”.
So why don't we have the opportunity to rate the senior leaders? Seems to me that it sho5be a 2 way street.
Encouraged by upper management to rate 15% gsr as inconsistent on at least one (what or how)
All part of the plan.
It varies a bit by org, but for both KG and DF orgs, nobody gets a 4 without JF direct approval, target for 3,2 2,3 3,3 was around 25% at the LL2 level (bonus to the LL4/LL5s who keep it at 20% or less in their depts), target for 2,2 was around 40% at LL2 level; target for the 1,2 and 2,1 was around 30% (bonus to the LL4/LL5s who outperformed this in their depts). 1,1 target was around 5% for orgs heavily hit the last round, and 10% for lightly touched orgs. Everybody gets at least 1 inconsistent behavior unless you are rated 3,3. Senior leaders and HR continue to deny there are "target %" but do acknowledge in management briefings that a "natural distribution" is normal in any company and 10% turnover in staff is normal in and healthy in any business.
In our department everyone was forced to get at least one inconsistent.
I too was ranked 1 and 2. Was told it's forced ranking. Even if my section was all high achievers 1/3 must be FR low. Nothing we can do about it till the ranking system is updated again. What a morale ki-ler and anti-team work builder. Good luck to all.
Direction from upper mgmt was 20% must get at minimum 1 rating either what or how.
You deserve it for getting career advice from this site. What a tool
@a3+1jm4x7xcb - Exactly. Also, OP should setup a quarterly 1:1 with the people leader’s manager. Show measurable progress, get feedback.
If you got a 2 / 1 you’re not necessarily on the chopping block. Ask for specifics on how to turn that inconsistent into a met, in writing, from your people leader
Am i on the chopping block?