Welcome to the irrational world of performance evaluation by quota — where results precede analysis.
8 replies (most recent on top)
And this irrational world includes inverted yield curve and negative interest rates ... which also do not bode well for banks.
There will always be someone at the bottom of that forced rank.
And we all know great workers who have already had that distinction.
Anyone could be next.
This is the character of BNY Mellon.
The whole process doesn’t work. I overheard a coworker tell someone she was BE. When she asked her manager for a justification was told he didn’t need to justify it anymore. Everyone is forced rank and you just happen to be at the bottom of the curve.
If something like that doesn’t make u want to go back to ur desk, pack up and await the apocalypse, I’m not sure what’s going to make u realize things have changed at good old bnym.
Maybe we can exceed at doing less. Let’s all give that a try.
So ironic: per weekly OST meeting, “achieves” is not a “kiss of death”, discussed telling “achieves” people that they should stay, and how to help them become “exceeds”.
Uh, I was “exceeds”, but the more I do, the less I exceed.
Should be interesting to hear my manager’s ideas about how I should “exceed”.
Sounds like: “They loved me, now they love me not.”
Agreed. I always felt you got 'punished' for doing a good job.
A lesson for all: I was a “superstar” (exceeds) until they started regular layoffs some years ago and gave remaining people more work.
I’ve been “achieves” since doing more.
They keep laying off, and I expect I will soon have so much to do that I will be “BE”.
After that, I will have so much to do, they will lay me off.
So, it seems that we are in an alternate universe where, the more you do, the less you are valued.
And there has been no feedback loop for upper management to know the result of their policies. Or, they are aware, and doing this be design.
I love them NOT.