Told by management they don't do stack rankings contrary to blogs here and on reddit and Glassdoor that they do by employees. Who's lying?
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I’m a former UM in the FDO LOB. I unfortunately participated for 10+ years in these calibrations and watched as managers HAD to choose associates to be an “Inconsistent.” They literally talk sh-t about their agents and ask their peers if they agree on who “deserves” the lower rating. Literally moving associates in and out of these “buckets” to ensure distribution is met. Sometimes something like “not having enough project work” or “not influencing “ would force rank an associate that was meeting their overall metrics and doing their Job per expectations into the Inconsistent bucket.
Worked at Cap One for years. It most certainly does exist!!! Better keep some type of brag file, be able to talk over folks, and lie/cheat to move on up. Sad what Cap One has become.
It definitely exist.
Layoffs disproportionately impacts older workers, women, dsabled, and other protected classes such as race.
Your manager could also be taking credit for your work and at the same time rank you lower to downplay your accomplishments while up playing theirs when taking credit for your work. It happened to me.
The forced rankings, stack rankings, forced distribution or rank and yank are the same thing. It creates a poisonous environment of nepotism, gamesmanship and harassment. Blame the CEO, CHRO, CFO and the board among others.
Yes it exists. The first 2 years I was very surprised of the constant attrition. Now I realiize it was the forced ranking and stack rankings that artificially created this churn in emoloyees.i have never seen so much people leave an organization before after 30 years of working in large corporations. Capital One is evil.
Yes, the forced rankings exist for sure. Somebody lied. The thing is, they can adjust these forced rankings for certain groups as they please. In other words, these forced rankings do not seem to be equally distributed across groups. Even if the numbers distribution was done the same across departments, you still have the extremely subjective way they force people into these buckets. It is a mostly rigged game that the company can use to trim as they please. These subjective ratings can also be used to 'encourage' the older folks to throw in the towel. I worked with some people who could not form a sentence in English, could not explain details that could be understood yet they were promoted to senior manager and director. It seems that competencies can easily be overlooked OR applied with much more stringency depending on the person being reviewed. The only things consistent about the whole review process is that it is biased and never ending. By the time you get your EOY review, you are already into mid years. It really never stops and the pressure to do more is always there. By the way, the bar has risen again. You are going to need to think outside the box, be fungible. If you want to work here, it is job, not a career.
Rich Fairbanks is one evil guy.
Of course it exists if you've experienced it then you know it. And they don't want to be accused of being biased.