The yearly dreaded season is upon us and its MRR time where block ratings are up for hecklers. MRR sessions aren’t to point out team performances, talent risk or any of the idealistic image that HR would wish to portray to you but imagine it as a means of haggling for maintaining why a team shouldn’t have their block ratings reduced and PIPs introduced.
Its the same old story where every director makes a demand to his team to have low blockers in the team despite the RIF where every person is saddled with additional work handed down by his teammate who was let go. Under what circumstance where a person who has taken more work and still meeting his goal be seen as a low blocker? But this is Honeywell run by spineless leaders which fails to protect his team merely to satisfy a given target. These spineless leaders should be the first to be given a Block 9. Maybe, we should rate our leaders for a change instead. They will then know what is fair and honest in the HPD silly season.
6 replies (most recent on top)
5! Mediocrity. King Kong Bundy's favorite number. Good luck everyone!
So, if the MMR and 8 block ratings have a set percentage that the population must fall in, shouldn’t HR be hiring based upon this fullfillment?
I mean , why hire the best when you should be hiring 20% to fit the elbow? Or is HR fully staffed?
My experience has been that hiring was so rushed and the fear of having the rec closed forced a manager to accept who ever was offered up by the recruiters. You usually got one half way qualified for the position, one diversity candidate to chose from.
Or you went with an intern who is guaranteed a job with the knowledge that you can RIF him in 18 months or a year for ‘poor’ performance.
@fzj+184Kw2EP you are wrong. The firing last year of managers was primarily those who were in support of their workers bu not flowing verbatum the goals like free OT from upper management to to workers. You need to go troll somewhere else.
@utp+184Kw2EP, As a former manager and employee, yes you are correct the 9-block was decided at mid-year. There is still some adjustment up or down. But that movement is predicated on maintaining the quota, OOPs, the standard distribution of upper and lower blocks. I.E if one moves up one must be moved down.
I think is funny from the original poster comment about spineless leaders that do not defend their direct reports. Didn't Honeywell go through and fire or eliminate those first line leader that were spineless and cause of of the HPD troubles. Am I to understand that firing those people did not create a shangri-la, and that it still a miserable place?
And if you worked for a different person back then who got laid off, retired, quit or doing something completely different, will be interesting to hear what the new boss has to say.
I actually heard that MRR rankings were done way back in June! So whatever happened then, will reflect in your 9 block rating for 2020. The fun starts when you find out in Feb/Mar of 2021