Performance Plan Mid-Year date - our ratings are due. Management must provide their BE tributes by midnight.
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I heard mgmt talking that in each group they have to give at least 1 person below expectations rating.
Well, I guess you COULD say BE doesn't mean you're going. I got a BE – made quite the defense – to the point of overkill. But I got my Bonus. And then I got booted. So...
(Forced Rankings = Immoral. DISGUSTING)
OOPS: BE! Typo MEAT should be MEET. Time for an improvement plan, so you don’t make the same typo next time!
TCF - consider self improvement. As an example, you've confused meat with meet. They sound alike, but have entirely different meanings.
The conclusion could be that you are a lazy manager who doesn't take the time to proofread your post before submitting.
That's harsh - I apologize. I'm trying to It put it in perspective.
Oddly enough, BNYM's performance review process tends to focus on management opinion, rather than specific facts for which employees have been given council on throughout the year.
A successful company does not compare employees within a team. A successful company outlines a specific training plan so managers can partner with employees to ensure they have the necessary information and tools.
I am a manager and was NOT asked to fabricate anything, but to compare my team for a true difference. The difference did not mean the person was a poor performer, it just meant they were different and could improve that otherwise insignificant thing to increase performance.
BNY calls this “differentiating performance” and uses it to meat a quota for BE.
FYI, I did consult a lawyer about this before I had to do it. They did not see anything illegal about this, and said it was unlikely that I would be sued about it, so just deal with that if it happens.
Does anyone know if they’re taking the BEs out for the next round of layoffs?
I’ve pretty much accepted I’ll be BE. I was basically told one mistake and you’re BE. It hasn’t improved my performance at all - rather it had negatively impacted it.
He is burning the house down for the insurance money. Pay a realtor 4-6% that's crazy!
@ jat
I think people do understand that their managers are in a difficult position. Being asked, and then forced, to fabricate and lie goes against all ethical norms.
If they need to cut people, just lay them off. This forced BE business amounts to a sort of 'pscyh ops', intended to make sure there is sufficient fear in the workplace. They think this will be a net gain for productivity, but they would be wrong. It is a net loss for productivity, and an ethical stain that will follow them individually, and as a corporation, for a long time.
They might not rate contractors, but they DO rate BNY offshore resources.
Ps. Not sure if your area still has contractors, but we let most of ours go due to budget constraints.
Sh–hole of a company
Good thing they don’t rate contractors!
Shameful. Disgraceful. Someone needs to stand up to the heartless senior management that’s forcing this down our throats. Friday, August 16, 10am walkout by all staff at all locations.
BE is no longer for truly bad performance. It is now a QUOTA determined by “differentiating performance” within a group. Meaning, even if you are in a great team, BE is for a person somehow different from the rest. HR even provided managers with training for how to do this.
Our mid-year reviews are now due 8/9 BECAUSE it took HR so long to approve ratings BECAUSE so many managers were reluctant or unable to offer up their BE quota. It got so bad that managers were told by their managers that, if they could not decide, their manager would do it for them.
You will never hear about this from your manager, but I hope that you think about this the next time you blame all managers for all of the problems.
Our worst problems come from bad company policies, right from the top. Requiring managers to insult their good employees with BE ratings is just horrible. There is no justification for this, whatever you call it or how else you describe it.
If BNY thinks this produces improved workers, they are absolutely mistaken. This reduces productivity all around. The manager hates it, the BE employee hates it, and the team that knows a fellow worker was the target (this time) hates it.
And hey BNY: whats bad for us is bad for The Company, too. Our productivity is YOUR productivity.
When will you understand that???