First question “development plan progress”. Second question “progress of agreed work goals”. The goals are written in the development plan...that’s the same question. Not only that but the fact that (at least on my team) you create the plan in December, turn in your PDS contribution, get the results of the process before September and the cycle repeats. You spend almost all year with the performance hanging over your head. It makes me very anxious and that much more uncomfortable as an employee. A constant reminder that they’re waiting for you to mas up to PIP you.
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System is cr–p but what would you replace it with? How would you identify who to cut?
I’ve never done anything but the PDS. where in the company do people have time for all this goal setting and such. We are just trying to keep the wheels from falling off in my part of the company with too few people. Almost 15 years with the company.
@ 2glw+1assfVmDCourage of conviction is completely irrelevant. Your knowledgeable other feedback is delivered directly to your supervisor and it is up to your supervisor whether or not you are informed of who said what. In my case, my supervisor is going to summarize the main points of all of my knowledgeable other feedback and verbally communicate it to me. So it is very much anonymous.
It is hard to believe that knowledgeable others will remain anonymous in their 2021 feedback.
If you do not have the "Courage of Conviction" to put you name on a knowledgeable other feedback form, then you probably should decline to fill it out.
It’s also not good that “knowledgeable others” are asked to anonymously comment on your performance. Especially when you’ll be ranked against those same people. Why would they praise you and make it harder for them outrank you? It’s all toxic.
My boss told me..don’t worry about it, last year 90% of the employees passed the PIP
I Really want to send him to h––l but had to contain my self
@1cgq Well said
Company does not need participation awards for employees. But company does need a performance assessment system that makes sense and not ranking everyone via popularity like it's high school all over again.
In what world does it make sense to compare the performance of a manager who coordinates activities but provides little value versus a technical employee that is a strong individual contributor. In our system, we reward the manager because of more visibility.
Everyone deserves an award, and it should be equal. This is the new generation, there is no first, second and third, we are all a team. Please ignore comrade HR comments that follow.
This might be news to some of you but.... all companies have performance reviews. Now the ranking system of forcing people into buckets (and not a bell curve distribution) / stack ranking individuals against people in completely different job families or even against their manager is..... not ideal.
Actually, there are few companies that still use this dated performance assessment as a tool to identify performance. The process itself is full of biases and non–performance related assessments in addition to the stresses and inefficiencies placed on many employees each year.
Only those that are as old as the dinosaurs or those that have benefitted from the process want to see it stay. Only at exxonmobil does a likable mo––n that jokes and goofs off all day be considered "management material" and ranked high in assessments due to viability.
@qqc
Corporate troll in full action
It’s outrageous that any company would expect performance to be a criteria for employee evaluation. Just give everyone the same raises and bonuses. We are all equal!
Hehehe....sound familiar? Woke yet?