I'm In the estate care center where we deal with deceased accounts. Recently our manager had a floor meeting to tell everyone he can't promise anyone their jobs, not even his own. Shortly after, we're told as part of our early end of year review, we're required to provide peer to peer feedback.
Although we were told this is company wide, I've checked with others and this is not the case. Is this being used as a tool to get rid of people?
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I get asked to do a review for my manager every year, and sometimes I get a request to do a review for someone I have worked with who is on another team.
I personally don't like this management style, it's lazy, but it does give us all incentive to be nice to each other.
Do you mean directs? Because i work in tech in WIMT and we certainly do not have to complete peer to peer reviews
Mandatory for people under Saul. Don't worry much. This is pre-emt so that when they do a bunch of layoffs paperwork will be in place.
I have one to do on my manager. This is a first.
although i agree with the last post about managers being lazy with evaluations, if you are a governance partner to a bus. line then having this review is nice to see what the lob things about the service they are being provided. How well did they collaborate together etc
This is a classic example of the manager passing the buck and too lazy to do his job. It is the manager's job to do the reviews not the employees. It is not a company wide directive. I worked at a previous company as a manager where we were to told to do this by senior management. They laughed about it and said it pitted employees against each other and got them off the hook. I refused, said it wasn't the right thing to do, and left and never looked back.
@OP, whomever told you it was bank-wide is wrong. This is at the discretion of each individual manager and organization. Although I manage a very strong and cohesive team, I do not ask my team members to rate each other for the reasons stated by others; it creates a sense of "who is saying what about me" and risks fostering distrust. I don't see the value of that. Part of being a manager is being engaged enough with your team to understand what they're doing and how well they're doing it.
The LOB I’m in has used peer reviews every year for the past 6 years. I give my manager a list of people I’d like to be used, and then an email is sent asking for feedback. It’s used on the year end review.
yea waste of time, since none of the people anywhere in the org are qualifed to give this type of feedback
I did 3 peer-to-peer reviews and a self-assessment on Friday. They were assigned by my manager. Not sure how I feel about peer reviews during this turbulent period but I made sure to keep it positive. I don’t feel I’m qualified in telling people how they could do their jobs better. No one is at their best right now and WF is asking a lot from us.
since last year some teams have been sending out surveys about the team member and their feedback is added to the personally, in my group, we pick 2 or 3 ppl on our own. so i pick ppl that i have had good relationships with. im not required to pick anyone in particular. it has about 5 questions (agree/disagree) and a couple of spots to write feedback. i have had to do one for someone in marketing. i always give great feedback and if i felt like i should give something negative, i would frame it nicely or as an opportunity. good luck!
I gather feedback from others but not peers.
Our group has done it in the past, but not for several years. It was horrible. Instead of promoting good working relationships, it pitted us against each other. It was painful to read the comments your teammates said about you. And how would they even know the comments were true, not just retaliation or jealousy or something.
We dont use peer to peer reviews. Some other groups in our LOB does, i think it’s up to each manager. That is of course unless some higher up feels strongly one way or the other.