Was it actually tougher? Or is this just BS given by my manager for giving me a 3. Definitely did 4 level work. I did get a 4 last year.
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I’m not leaving
“ always inconsistently not meeting”
Please just lay me OFF
I’m ready for a lawsuit
No one gets a 4. Lies.
You just su-k, get over it.
Source: rated a 4 yet again.
The ratings don’t really have anything to do with raises FYI. Sure we tend to give more to higher ratings, but at same time if the argument isn’t made well enough for the number (or too many at that level and someone had to drop), the mgr has full discretion to “make up” for that with $$$.
@ch I agree ... you did. You might have done more than 5 of them. But who is counting? Who is measuring?
@c5 I did way more than 4 of our "team members" in India.
They want you gone so they can replace you with four people in Bangalore
More layers of calibration than you could imagine. Sadly, this does become political because it carries implications for value generation for wells down the line and we are adjusting comp for a massive number of people. Strengthen hard and soft skills, understand what your most accessible angle is with respect to where you can make a customer/business-aligned impact (remember: customers are both internal and external), do good work with attention to detail, advocate for yourself and become more comfortable and confident doing so.
Source- an exceeds. Rooting for everyone. it does happen.
@ay and @bc Ratings are designed to keep all of us on the hamster wheel. Only those who honor their bully get ahead. And don't say anything bad about h1bs or offshored hires. They are the ultimate bully. No matter how many "Wells Life" campaigns there has been this bank has never found its soul after the account scandal.
My year was similar. I delivered on a major initiative despite losing the resources to get it done. It required long weeks, late nights, weekends, holidays, and sacrificing my health, but I still got it done by the original due date. I was freaking heroic but my reward was Meets.
Was told my performance exceeded some directors during an assignment (I’m a P3) and got exceeds. I guess I need to operate as an executive next year
Helped revamp an enterprise system and was integral to closing of a consent order, got Meets. I give up.
So managers really do “rotate” the 4s among the top team members year to year if they have to? I wonder if that happened here.
2024- consistently exceeds
2023- exceeds
2022- consistently exceeds.
These were my last three ratings. All in the same roll, doing the same work, doing the same “extras”….it is just about what manager you report to and how much they’ll fight for your review when the slot you against your counter parts.
Did the bulk of quantifiable work for my team last year, worked late every Friday, covered the lazy as--s on my team when they ran from workload.
Got a meets.
Now our team is getting offloaded to customer LOBs where we'll be training our replacements. You can predict how effective my training will be.
I'm actively trying to get a new job outside this place before that offload happens so I can be, "Someone else can train them. Bye, Felicia"
Got a 5 last year. Had to settle for a 4 this year.
We rotate the small number of 4's we get. You should hear the debates over the few 5's. Some managers keep such detailed notes they can tell you how few times their candidate took a bathroom break. Its disgusting to listen to. Disparaging remarks are hurled around. Attacks on other candidates occur. It sounds like kids in the playground and yes the biggest bully wins.
guess what, while you think you are doing level 4 work, if others in your group are doing more then they will get the 4 and you will get the 3. It's all about level setting.
But there’s no forced curve just “calibration”.
I think the higher the performing the team is, the harder it is to get that year over year. Managers kind of have to rotate through the team to give others opportunities.
It really doesn’t matter if your boss rates you as a “consistently exceeds” as their manager will most likely bump you down to a meets if they already have too many employees as a consistently exceeds. Something about a bell curve and stack ranking. It’s BS IMHO.
A rating of 4 is "Exceeds". A rating of 5 is "Consistently Exceeds" and is very hard as it should represent only 5% of the company. 10% for Exceeds.
Wouldn't worry about ratings OP. The execs only look at them as tools to motivate people to leave. They aren't there to do anything else in their minds. That's why they fight to lower ratings of employees that they have never met and have no idea how they perform. They constantly seek out ways to discredit or minimize employees accomplishments, because an honest rating might lead to employee satisfaction and retention. That's the opposite of what they want.
Yep. The executives made us adjust ratings downward.