Time to stop the CEO meetings if straight talk doesn’t occur about the dismal performance by the top leadership that affected merit increases and incentive payouts for everyone regardless of how well their respective areas performed.
A 2% merit pool and the AIP at 88.5% of payout corporate wide (an all time low), these are both unacceptable “off target” results that deserve an explanation from the top. On a CEO update meeting. Period. No more window dressing or irrelevant bi-weekly fluff and filler. Time for the rahrah, “we are great” to stop. We aren’t. If we were, we’d be well above 88.5%.
People had mid-year performance reviews to ensure they were on target to meet goals, but the company couldn’t do the same for itself to course correct and then surprise the organization with an 11.5% below target incentive plan payout? Medicaid and Medicare were lauded as successes, yet this is the payback associates get when those programs are just starting and getting grounded?
Honest, real discussion needs to occur in the public forum of the CEO update about how senior and executive leadership failed and what is being done to ensure a repeat does not occur. The hard working associates deserve better without the constant self-promotion of excellence. I challenge it to happen.
One company, one team is a flawed mantra when the associates get the rude brunt of executive incompetence in so many areas. It instills the culture of no matter what they do, they won’t be rewarded as it hasn’t happened yet. People see through the steady drumbeat of “our mission”, etc. People want to be rewarded for their hard work and not pay the price for the incompetent execution among pockets of the company and top leadership.
It’s time for an explanation on the next CEO update or why bother attending?