What is the point in feedback sessions if it is always the same nonsense talking points then why take the time for a meeting.
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The useless feedback. Tell me there is no reason for my poor assessment without telling me there is no reason.
How can I address downward pressure and a competitive rank group? What actions can I take? These statements have no place in a feedback session. They do not explain what behaviors or business results were found lacking.
What a joke.
@b6 Exactly. How to Give Feedback That Sounds Helpful But Isn’t. “I wrote a book on communication nobody asked for”
@dh this is how Shell does it. Bell curve with 80% in the middle. Easy
@eg your comment is a great example of your intellectual ability, probably should have said inability, but trying to keep it simple for you
@cs Smooth down your comb-over, put Darren's d_k back in your mouth & STFU, you little b_tch
2% adjustment is less money than I and other spent to facilitate my performance assessment resulting in a 0% raise.
Just give me the 2% and the company still comes out ahead.
The only reason for promotion, outside of sponsored HiPos, is to replenish the PIP fodder at the bottom of the next CL rank group.
They need new non sponsored persons to focus downward pressure onto.
With all that effort, EM chooses the wrong top 5% and wrong bottom 5%.
Obviously 90% of the workforce is a commodity. 5% of the workforce is seen as the company's future and is developed to run the business of tomorrow. These are known people. 5% is nsi and needs to be cut, these are known people. The 90% in the middle.... Just give them 2% and call it a day.
Cut all the time wasted in the assessment process, cut all the supporting people and tools.
Bo-m I just saved the company and all employees days of effort.
@cf do you reply to all? You seem the sort of cu-t that would do that, yes everyone had an opinion, but yours like your little job is pointless. Crawl back into your corner and shut the fu-k up
@c9 first lets talk freedom of speech! why who ever speaks up is PIPed out
@c9 Who designated you as the survey administrator? Don't waste any more of our time.
@c9 forced number in NSI is wrong. Criteria for putting people NSI makes sense, but saying a percentage will be there regardless of performance is horrible
@c9 Are you asking for an outline of improvements to the process as a whole? Because that’s the issue.
Please outline a proposal — even if only 1-2 sentences — alongside complaints about the current process.
@OP out of curiosity, what action did you take to change the result? Can you really point to improvements?
Same BS every year. Why waste our time, Darren?
To cover their own a-s
Continous improvement and learning requires that something changes. If you do not improve year over year you will drop to the bottom of the pile.....
"Not communicating effectively" coming from a manager with 2 divorces...
Downward pressure equals Others had better sponsors. No relation to performance so no advice or improvements to recommend.
Is it just me or is this system getting to be more and more a-s every year? You already know what your result is going to be and you already know what your raise is going to be (0%). I sent maybe the equivalent of a day completing all the associated activities, kofs, forms, narratives.
It costs the company a days salary to just tell me that nothing has changed. If I was Darren I'd be all over trying to figure out a better way.
What's the point?