When I was still young and naïve enough to believe hard work actually pays off. After the initial PDS review and all the excellent feedback, money savings...I expected top rating. Instead, I got a VG “above average.” I was so disappointed I took a couple of days off. During the PA communication meeting, they told me I didn’t have “global impact.” I asked my manager what that even meant, because I wasn’t assigned to any global projects, that was completely outside my control. He walked me around the floor, opened a huddle room, and said, “See? There used to be only one monitor here. I asked them to upgrade to two.” he also asked to" replace chargers because people complained about slow battery charging in the huddle rooms."
Seriously? These are administrative tasks. Do you really need a PhD and research assignments to do this?
14 replies (most recent on top)
Your assessment is based more on the role you are in and less on what you actually do.
@OP @OP Yeah, that's exactly how it starts. It never looks bad at first... just one small ask that's beneath you, slightly ridiculous, easy to brush off as 'no big deal.' But that's not really what they're testing. They're testing what you're willing to do. And once you say yes to the small ridiculous thing, you've answered that question for them. So the next ask gets a little bigger, a little more absurd, a little more humiliating. You already know where that road ends.
You're lucky you saw it early. Be proud of your very good, it was earned honestly.
It’s stewarded at VP level (distributions). Individual teams can be whatever.
@c0 Between 45-50% in E and O sounds about right for the whole company/organization. Applying the same % on each team I do not know. We had 2 people PIPed in our organization last year both from the same team other teams didnt have any NSI
@c0 because the people you hear complaining are still 1/2 of the population
@c4 … I’m not arguing with you, as it’s just a fact. The distribution bands aren’t secret.
@c1 how s it possible to have 50% of employees ranked E and O and more than 50% unhappy with ranking system
PDS isn't about rewarding output, it's about managing your salary trajectory while maintaining your career as flat as possible. That is unless you have a sponsor, and for Americans that comes very rarely nowadays.
chargers and monitors in a few rooms are not globally impactful. shmoozing w your boss' boss and finding ways to bolster bangalore is globally impactful.
25-20% is the O & E range. Good teams stack 25% into each to not demoralize more employees.
Hence, if you are given a VG, you are worse than 50% of the rest of your team.
@bz Don't think so. I think each team should put 20% in each category NI(NSI), G,VG,E,O(OWD). If 50% are E and O why so many people are not happy with their rankings?
@bw Do you mean 50% are ranked E and O/OWD?
VG is below average, FYI. The 50% mark is the line between E and VG.
"I was so disappointed I took a couple of days off". safe space generation need not apply.