So here it is the Enron model for managing headcount - forced ranking with 12 different goals, most out of your control. BOTTOMLINE, just another way to reduce 10% each year. Interested what comments are:
11 replies (most recent on top)
CO IS COMPETITIVE OBJECTIVE
THE PAY GRADES HAVE A LOW, MID & HIGH POINT & CO IS THAT MID POINT MAYBE OTHERS CAN EXPLAIN BETTER
@fq what does CO stand for?
So true. Had a manager where I got ranked a 2 for 4 straight years. Stuck at 100% co, on the hamster wheel. Same job. Got a new boss that liked me. Got a 2+ then a 1 and a promotion. Got a much larger raise in those 2 years then the previous 6. It happens.
@c6
I completely agree with you. I have been in that situation and a new manager and a year later I was a 2+, imagine that.
Same person, same effort…. Different managers was the solution
Wait til you get a manger that doesn’t like you, guess what you’re a 3 just like that and it DOES happen. No one helps you when this happens. HR is a joke. No one check the bad manager either they get away with favoritism all the time.
Maybe if you don't understand forced....you should be PIP and given a 3 in the revised ranking system
Foreced ???
“ For the record, “forced ranking” existed from early 2000’s thru 2020 (Transformation). This is not new.”
Yes but we never forced ranked 3s and the consequence was not losing your job.
@a5 ummm you do know Enron started forced ranking in the 1980s, but its ok, it turned out well for them (SIC). BUT read how it transformed the organization - I will give you the Claude Agent notes - Rutheless, backstabbing, arrogant, money, rank driven [leading to cutting corners, false reporting]. Anyway use a few tokens and read it for yourself. Thanks for chiming in.
For the record, “forced ranking” existed from early 2000’s thru 2020 (Transformation). This is not new.
Perhaps this approach didn’t seem “as scary” during that timeframe of high growth, and personnel opportunities with it.
Understandable how this could be considered in the current environment as “just another tool in the toolbox” to reduce costs, increase margins, while increasing shareholder value.
We’ve heard you, and we will take this feedback onboard. Expect some additional clarification of intent of this directive. Will be provided in the FAQ that accompanies preparation materials for midyear evaluations.
Well anyone more excuses from the Delusional Expandable internships have? No. Have fun.