It’s always been company goals. Cascaded down to the p-e-ons.
Now they are called team goals. They look like job descriptions.
Weird. No explanation why it’s different.
An explanation would require, ah what’s that word…transparency? Is that the word?
Oh and that other word…let me see…was it communication? I think that may have been the word.
A goal that reads like a job description. Is not a goal.
@3tlo+1lg37qla - You should copy those same goals exactly, too.
It would be comical.
Boss received goals cascaded from their executive boss. Was supposed to water them down and then cascade to their team of most definitely not executives . Did that happen? Of course not! So freaking lazy, simply cascaded executive goals to their team, no changes. Very inappropriate, to say the least....but yeah keep 'em in leadership roles and have us rely on them for "coaching", etc.
Guess only senior people get to know about the OKR approach.
P-e-ONs are clearly not allowed to know about the Professors latest experiment.
Maybe just for us Directors and up’s knowledge.
Because P-e-ON’s can’t possibly understand it. Or perhaps P-e-ON’s can see through the opaque narrative.
You don’t know? Because you are not one of us. Must keep it away from you cuz you have brains. Brains are dangerous.
Same here- nothing on Reviews or AVIP even though comms went out ...stating window to change 401k plan contributions, to adjust for AVIP impact, is open from feb 16-march 1…..
Clock is ticking…
Our department-no mention of goals. No mention of avid or our reviews.
At least they're talking about goals in your department. Mine we keep hearing, "Once we know from up top what the goals are..." But hey at least we know there's no layoffs for the next 60 days or whatever he said on LTL
Ok, so they are no longer cascading goals or conducting quarterly or mid year reviews?
So management is basically lazy and not doing anything outside of publishing OKRs to a powerpoint slide for distribution via email to general population?
How do they get away with this? Every year gets worse…
where are all of the “pay for performance” changes we were promised HR? One people place is a joke! Employees are only people who use it!! Managers only once a year now to plug in a paragraph to summarize a year’s work for us chumps?
OKR popularized in the 1970’s. Says it all.
Expect layoffs very soon
Is OKR coming to MetLife?
I had to look it up.
"An OKR is a popular management strategy that defines objectives and tracks results. It helps create alignment and engagement around measurable goals. Introduced and popularized in the 1970s at Intel, ..."
Ah, so we are starting to follow a 50 year old strategy by a company (Intel) that is now in a world of hurt? [ https://www.thelayoff.com/intel ]
Yep. That would be par for the MetLife course.
Twist those screws! Raise those bars!
Could be the new nifty OKR approach? I wouldn't know, as my manager has yet to discuss/cascade any goals yet. We'll get to this sometime in March when my manager is good and ready, lol but really true. Can't ask too much of them, now or ever. Delete the cascaded goals and pick a few from the goal library. It won't matter either way.
I'm going to guess this is in IT. Am I right?
I’ve not seen this. What lob are you in?
You are experiencing too much from these people running Metlife. They lack basic business acumen, and are just flat out lazy and ignorant. Find a new job and get out of that mess.