Those who do the bare minimum, avoid challenging tasks, and show little initiative are being rewarded with higher ratings of 4's and 5's. This discrepancy is not only disheartening but also demotivating. It sends the message that effort and commitment are not recognized or valued here. I believe it's crucial to introduce a system where managers are also rated on their performance by their teams. Just as employees are held accountable for their work, managers should be assessed on their ability to lead, support, and motivate their teams. Effective management plays a significant role in the overall success and morale of a team, and it's only fair that this is reflected in their evaluations.
15 replies (most recent on top)
The bootlickers get 4's and 5's. Start working like a 3! Do less!
They use a bell curve. Everyone on a team can’t be superstars (4 or 5). Just not possible in the framework, even if it were true
So many posts on here unfairly blaming Managers. This is a systemic issue with the rating system here at HCSC. Managers are not allowed to give 4's and 5's as they see fit. They are limited by HR and then rationed by the Executive Director/VP levels. The Managers have very little say in who gets a 4 or 5 and are often forbidden of giving any to their specific teams. They are told instead to sell the 3s to the team as being great ratings.
Everyone has direct input to their manager's performance review. It's called a two week notice.
Manika, Manika & Manika. Please review Workday and the 1-5 grading scale. You have a PHD, study and explore new and emerging job evaluations approaches.
3’s are good is for the birds. Why have a 1-5 when managers have sale 3’s are great. Does not add.
This person gets it ⬇️
Managers are rated, by their superiors. Just like you are rated by yours.
It’d be helpful if people truly understood what it means to get a 4/5. Most roles are not even in a position to achieve those ratings, based on the definitions. Those are out there on the Hub, go find them and educate yourself. No, they are not great in that aspect. Also, getting a 5 doesn’t do anything if you have a cr-p salary. Someone with 70k salary can get a 3 and someone with 60k salary can get a 5, and the 3 rating is still likely going to get more $ because it’s a % of your salary. Plus, your manager can still rate you a 3 and give you the highest range of increase. People complain and haven’t even taken the time to understand how it even works.
Plus, doing more of the same work isn’t worthy of a 4/5 and everyone is capable of doing that(exactly why you shouldn’t). Doing your regular work AND something different/new is worthy of a 4/5 because that shows growth, effort, contribution, etc.(everyone can’t do that).
Before you rate your manager you should walk in his or her shoes while they try to find staff information in “The Hub,” or by trying to work in Workday. Especially during this time of year when your manager is working on goals and salary changes. These toools are awful, I hope HCSC isn’t paying Workday or Willis Towers Watson for these tools.
This is not difficult. You are just mid
The BIGGEST problem is management (In IT anyway) does NOTHING to explain or coach on what it would take to be a 4 or a 5. However, they WILL spend time ad nauseum about how terrific a "3" is. As stated above: it is TOTALLY about playing favorites - that's an incentive. when you protect your id--t manager you get rewarded. WAKE UP PEOPLE - THAT IS HOW IT GOES
Having a lot of effort and commitment doesn’t mean you are a high performer deserving of a 4 or 5
Nobody cares what the peasants think.
its about playing favorites. that's an incentive. when you protect your id--t manager you get rewarded.
What incentive do managers have to give their worst performers the best ratings?
“How about, no”
As said by:
Dr. Evil - Austin Powers