"go back to leaders who are high in exceeds and have them ‘prioritize’ the exceeds and move some to achieved. They may also need to look at ‘achieved’ to ‘partially achieved’. We need to be really diligent with ratings as these will be used in 2021."
Used for what? Think about it!
@Nxot+18MsjMT8 Senior management and HR are pulling the strings here and calibrating the results to reflect more partials. My biggest gripe is that this is not consistent throughout the organization and senior leaders give each other better reviews than deserved. Perfect example, Tax Professionals had a very bad year all around, from financial performance to employee retention to any other KPI you can think of, and based on those points every senior leader w/in that segment should receive a partially achieved. My guess is that isn't happening.
Managers have shamelessly dished out 'Partial' ratings this year that were not justified. Some of them just need to act a bit more responsibly and grow a conscious. What they have done is fundamentally wrong and Snr Management and HR need to take note and do something about it.
All about cost savings.
This message is easier to deliver and creates less work for the comp people on creating a new bonus structure.Also creates natural attrition.Leadership would never be forthcoming and say we do not want to pay out the bonus your entitled to. Much easier to give a partial achieves to save money.Managers have discretion on percent of bonus payout teams receive. All those quarterly check ins better not be positive if at annual review a partial is given. Legal teams will be coming for TR!
The question to ask here is what is TR’s end game? Layoffs continue. So many people with considerable organisational knowledge have been shown the door, that surely it must be having an effect on production and efficiency. My guess is that they are paring things down for another sell off, however entirely speculation on my part.
It is truly sad what has happened to TR, the HR folks are totally complicit in all of this. Never have I ever seen a group of people that were nothing other than a hired set of executioners and yes people than this group. I have sat in more meetings than I could want here and watched specific individuals get treated so poorly and HR was in the room. A couple of times I asked the HR rep that was in the room, how they could let that go on, and they ALL said, "I know, I am going to talk to them, that wasn't the right way to approach or handle that". I knew at that point HR has absolutely no authority and the bullies run the show here. FYI, I can't speak for all of the different segments, I am specifically talking about the Tax Professionals segment. I watch people leave weekly and just shake my head, trying to understand how a company can lose this many people. I am not sure how TR corporate can't see through the debacle that is Tax Professionals, it's obvious that they don't always look to put the best people in the appropriate spots, seems like there is more to it.
Layoffs coming after April. HR is waiting for attrition to settle (people leaving on their own after collecting their bonus).
I'm laughing about not finishing goals. I didn't because of other groups not following through lol
Partial reduces your bonus payment because your manager is saying in that rating that you didn't complete all your goals 100%.
How much does a partially achieved rating reduce the bonus payout?
@Chjx+18MsjMT8 - Honestly, I wouldn't bother. I don't believe you'll stand a chance of getting it changed, and worse you may be marked as a problem employee. This will just compound your PA rating.
How does one challenge a partially achieved? I just updated in review I disagreed. Hr is not on side of employees they represent company
Any rumors of layoffs in March? Waiting on new reorgs coming soon in Tax and Accounting. Highly suspect I will be let go as almost 60 and salary...
TR doesn’t care about quality and they have once again shown that. The employee that does the bare minimum will be happy and the ones that go above and beyond will be crushed. Just another way big companies show their greed and lie through their teeth about it. Enjoy your ride upper management because it will eventually end for all of you. S— up the money that the workers have made for you while working through your bad decisions, while you can. The only ones left with integrity are the workers that you look down at while enjoying your luxury life and kidding yourself while doing it. Hopefully you never wake up from that and realize what a disgrace you really all are to the world and every hardworking individual under you that got you where you are while not being rewarded for it.
Unfortunately there is no career potential anymore at TR, it is more hang on, enjoy a good quality of life, until they RIF you. It is no more than a 35 hour a week job, decent pay, good benefits, totally appropriate for people who that suits. I wish I could give any insight into what is happening next, but the only thing that is certain is that there will be layoffs or headcount reduction in 2021, whatever you want to call it. I am not necessarily disagreeing with the strategy, it's the execution and shadiness that I disagree with. In Tax Pros I can cut $5M from expenses in literally 10 minutes and it would make absolutely no impact on the customer experience or revenues. It would be taking out and reducing Senior Leadership who have proven to fail over the past 3 years or more. The biggest issue is, although they have failed horribly, they will all get bonuses that could pay for quite a number of customer facing headcount. How did they earn it, by failing? by laying off people?
Career growth? A career suggests time to grow and develop in a role.As so many layoffs and RIF’s have been happening, is a career actually possible?
It has been going on for a while and it is also mostly decided who exceeds no matter what they do or do not do. Others its their job to do it. However well you do it , its expected of you and you did nothing to exceed. So unless you are the one that always exceeds or over exceeds every single time by keeping the manager in your grips somehow forget your self esteem. Learn to dress up, s— up ,form pacts do extra networking with happy hours, be visible unless you have done this you will not get exceeds ever. Here you need to make the manager help talk about you market you not with your work but other things . I used to wonder about those people who were always volunteering and putting up stands not once in a while but almost every other day, how do they get work done? They get promoted for making the boss look good with their executive sponsor ship and there is politics in who gets to stand too. This is a sick place if you are looking for career growth.
This has been happening for at least the past 5 years. High performers marked down because “their wasn’t enough money in the pot” to pay out everyone who has exceeded. Nothing has changed or is going to change. Wonder if this has been happening to upper management? Of course not.
The managers being told they have to hand out under achieve when their employee doesn’t deserve it only creates low self esteem (and they say they care?) and it will reflect in the employees work. A person who really cared will no longer give that extra mile. It will backfire on TR
Anyone who has had a 'Partial'/ under achieved' and not had any prior warning that they were under performing should challenge it. These ratings are being given out without any evidence that individuals have under performed, with managers just trying to meet numbers.
What a joke company. The Partially Achieved ratings were addressed by an SVP at the recent meeting, as there must've been a blast of fury directed his way beforehand. Instead of just outing people with no severance this company enlists managers and HR as henchmen and conspirators, spending countless man hours painting false histories and managing the attendant Warning and PIP processes. Corporate psychopathy at work to save a few bucks after a 9-billion dollar stock buy-back.
Ya let them try it. I’ll be at a lawyers office before they have a chance to say “You’re Fired!!” Sure it will find its way into the media too. Bring it on TR
Makes sense in firing people. Can you imagine the bad press if TR announced a layoff in the middle of a pandemic. But if they can let people go slowly and quietly, not only would they save the money from severance, the press is that it was the employees own fault for being let go. (ya' know under performing)
I usually get achieved and even exceeded. This year I got partial and blasted for nonsense. Looks like I will be gone. And yes top heavy in pay. I'm looking for job
That's easy. It's to get rid of the top heavy employees who don't tow the line the way they want. Ambiguous negative statements will appear on reviews with no explanation. You now have a target on your back.
Be fortunate if you even get any severance versus a kick in the a– and don't let the door blah blah blah.
yes my supervisor told me that there was pressure from the top to give employees partially achieved. Of course has to do with bonuses. Money dictates the world, go figure.
Most companies make money for stockholders by investing and developing products consumers and businesses want not merely by taking a scalpel to the workforce. Any id–t could do that. Oh, I guess that's why TR's mgt conducts business in that manner.
I can’t understand why people are surprised about what is going on here. The reality is that this company cares only about meeting shareholder expectations, ie making lots of money for them. Senior management is charged with making sure making money for shareholders happens, and if they do a good job they get a nice bonus on top of their already inflated salaries. This is one of the ways of making lots of money for shareholders, ie cost cutting. I’m not saying I like all of this, but this is what happens. I do have issues with firing people at will, laying people off just to cut costs, and treating loyal hardworking employees who they lay off with disrespect and contempt. TR are not interested in hearing feedback on any of this, so your choices are to either put up with it, join a union or look elsewhere.
To @7nyt+18MsjMT8 - the only reason to do this is to justify labeling "meets performance" as needing to improve - justifying firing instead of laying off with the package.
Managers are being told to re-assess grades, by people who have no idea how individuals have performed. These managers are so weak and lack integrity they are not even challenging it, and just going along with it and down grading people. This has been a tough year and the company chooses now to kick people when they are already down.
"Downgrading performance" so does it mean if you are normally an achieved you would be a partially achieved? and if you exceeded you would only have an achieved?
I am assuming you guys are mainly talking about Tax Professionals, and if so your description is spot on. To be honest not sure how the segment and sub segment leaders still have jobs, they have failed horribly, have low team morale, have made questionable personnel decisions and did I mention have had absolutely terrible performance. Complete head scratchers.
Totally agree with management being delusional , that is because most of these mediocre people believe you can only have a job at TR , because they are only building friends and giving each other favors and not really building skill. They don't have the skill so they cannot assess others. They just want the job and title and I have seen people with minimum skill being dragged up the ladder. There is a lot of gaslighting going on and word spreads fast. People who really care about a career and want to take themselves seriously should get out of here or treat just as a paycheck till you have it.
TR management are delusional, they believe you are lucky to have a job, and they treat you that way. All the true people managers are gone and you are left with a bunch of Yes People. Keep in mind, this isn't an advertisement to leave, rather the contrary, if they are going to treat you like a number who is lucky to have a job, they should be treated as a paycheck that could end at any time for no reason. Loyalty goes both ways and you get what you give. The company is valuing its employees as if they are interchangeable, and weak leaders are forcing others who they think threaten their perch out of the business.
The downgrading of performance ratings is rife at the moment and in many cases without full justification, just to meet the performance curve.
Great job TR. The quality in the work will go down and the customers won’t be happy. And you higher ups consider yourself intelligent?
Is this their way of saying your job is your new bonus and raise ( cuz there aint anything in the kitty for the lil' ol' worker bees) plenty for higher ups tho
It’s probably for bonus payouts. Since many of ones who didn’t get the axe are favorites, they probably had too many “ exceeds” .
They have always worked to a performance 'bell' curve, this is not new.
In fairness this is what is basically said every year, however they don't use in their "usual" layoffs at the end of the years. Maybe they will look to purge on performance throughout the year, so they don't have to pay severance, which is highly possible. However, you bring someone to HR who should be terminated for anything from performance to stop showing up to work and good luck having them agree that they should be terminated. HR is a main reason why low performers hang on and good to very good performers get terminated. The only way the HR team knows how to terminate is to fall back on layoffs and not performance based terminations.
Guess I will be gone in 2021 😩.