Manager put me up for exceeds...what's my prize if it gets approved?
28 replies (most recent on top)
Common tactic that the managers play is to say "I tried really hard to get you a higher rating".
It's dishonest. They know it. We know it. And they know that we know it.
It shouldn't be like this.
Hate to burst your bubble. When a manager says they “put you in for exceeds,” it actually means you are getting meets, but we wanted to sugarcoat it.
@3uqk+1igqnbX
Normally, yes, you’re right, but by 2 up will change but the end of the year due to re-org too!!
You get that good feeling inside.
@ 2wqg+1igqnbX1
Sounds like it’ll be determined by your 2 up
If bonuses are now so heavily based on manager discretion, I’m skr3wed.
Just in 2022, I’m on my 4th manager and very likely soon-to-be 5th manger. Same position. I haven’t moved.
But they were having a heck of a time hiring and actually keeping a manager for our team and threw in an interim manager in there too. None of these managers were around long enough or involved enough to have any clue what I do and the new manager won’t be in place long enough to understand what I do either, let alone know whether I’m worth the bonus they really should pay me.
How in the world will they account for my work all year when they calculate my bonus?!?!
Similar to @sbq+1igqnbX1 I received an exceeds for 2021. Raise was just under 4% but bonus was 52% of my base. When we had targets the target for my position was 30%.
I worked night and day, thanklessly until comp time. Completely burned out I departed 6 weeks after the payout.
I come back here to see if people are still being strung along. Some are. Remember - doing a good job here means getting more work and not much else.
@kcl is absolutely correct. I've been a manager here for several years. At the year-end process, we're given budget amounts and then we can determine how much raise and bonus our team members receive. There are guidelines around how much, percentage-wise, people receive, but your manager has quite a bit of discretion. If we can justify going outside of these guidelines, we're able to do so. A significant raise (over 5%, using my own definition at WF) and a significant bonus (over 100% of old target amounts, since we kind of still use that as a guideline) are entirely possible. Keep in mind that all of this also is dependent on where you stand in the range for your role and that will also limit the amounts you might get. As a manager, I try and reward my employees for strong performance, as I know it's the way that I would like to be treated (and matches WF's pay for performance guidelines), but not all managers do the same. Good luck in January!!
@etl+1igqnbX1- it's not that I haven't been paying attention. Reality is that the changes they made to bonuses and compensation plans make no sense. So I left it alone because I'm busy working, getting certs and interviewing/networking for other opportunities. All whole people like you sit here and be rude to people anonymously and likely with people you work with as well....that's exactly what you and others who have made rude comments will be doing years from now. Sitting in the same place and coming on this site to blow off steam on people who are trying to get constructive information.
You haven't been paying attention.
Bonus targets are gone. There is no 100%. You'll get what you get.
Less likely to be cut the first time around?
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Man, I got an exceeds on my mid year and man oh man could I use a 6% raise! That’d be fantastic!
i got a 65k bonus for my exceeds, but then they squeezed me till i became insane and i left this place
Your prize is being stupid if you think the little coins you will receive compensates you overall.
I'll take it easy and enjoy my life. That's a guaranteed win for me. Why should I bust my as5 night after night for some unappreciative manager who might (but almost certainly won't) give me any raise at all?
I call BS on the person who's claiming they got a 5% raise. That just doesn't happen here.
Mid year ratings are simply a performance gauge and a way to send a message. Means absolutely nothing for comp. Year end reviews matter and are directly correlated to your compensation. As a hiring manager, I am given more flexibility for mid year ratings. Not so for year end. It is a forced ranking process truly. I’m in CIB.
Your salary increase and bonus are driven by rating. So yes, you would get a higher bump than someone on your team who is meets. That value is based on your LOB, nothing is concrete across the company, although there are recommendations.
In Feb, i got a consistently exceeds rating and ~6% increase. I’m sure there are some who got better and some who got worse with the same rating in other teams. I know someone in our LOB who got exceeds and they were around 5%.
A year long subscription to the “jelly of the month club”
Op: in mid year review...but for EOY it has to be approved by higher ups, hence the usage of the phrase "put me up".
To spell out for further clarification: My manager gave me an exceeds rating. If that is approved by end of year and I get an exceeds for this year, what do I gain?
So far the only thing that makes sense is a 5% bump. What about bonus? Do I get 100% of target? 150%? 200%?
A 5% raise, which is a 3% pay cut with inflation
A set of steak knives
Confused… put you up? For when? To who?
Year end ratings start in Oct, not now. Mid year are completed. Clarify your original post.
A nice atta boy pat on the back.
Gets approved? Mid-year reviews are finished...
Been rated exceeds twice now, and I can honestly say it doesn’t matter until year end. Even then it might not matter if you make more than 130,000. The first response is correct. It’s just a giant carrot that they will wag in front of you until year end. But there is a secret handshake and t-shirt!
D-mb response... eventually the sensible and experienced will respond.
zero, zip just more work