Has anyone (manager) been asked to revise ratings to a lower tier because they don't have enough after the initial ratings were submitted?
What's next?
17 replies (most recent on top)
What the heck does that mean? I’ve been screwed here with forced rankings for decades.
Eventually you do get numb to it and you put up a mental wall. If you don’t you don’t survive.
You clearly have no compassion
It happens every review cycle. Eventually you become numb to it.
Layoff have little, if anything, to do with your ranking or rating. I know PLENTY of talented, hard working individuals who delivered excellence only to be canned.
First offense usually does not become a lay off. It's usually those who were rated below 2 years in a row or at both mid year and year end. If they were just rated below at year end once, so far that hasn't equaled a lay off.. it does mean they don't get a merit though and based on what happened this year it seems they'll require those people to be put on a performance plan
If a manager was forced by Upper Mgmt to give up a name (or that name was selected by Upper) does that guarantee the person is 100% getting a layoff or was this meet the bell curve? Are any grade levels exempt from layoff but yet still applicable to meeting partial and below targets?
Yes, I had to move a couple staff to partial so that the MD could hit their target.
This is not new. I just wish that RV would be transparent about it.
If you’re part of a smaller team, it all depends. They need to hit a target at a dept level, and that usually doesn’t come together without shaking every tree. So your manager was likely pushed to put someone on the list.
Frustratingly, some managers with underperforming employees will protect them… whether because they’re pals, they don’t want to have to deal with reduced staffing levels or because they want to hold an underperformer in reserve for the next round. So you may look around at other teams and see obvious candidates to go before anyone on your team, but it often means nothing (at least when the senior leader is terrible).
It may also depend on whether your manager offered someone up last time, otherwise it may well be their turn. And the amount of political capital they have comes into play.
Now, if your team is like 3-4 people and has been performing really well, your manager’s manager really likes and values your manager, and demand for the services you provide remains strong, you have the best shot of not being touched.
(The thing I’ve noticed is the manager at the top will almost always avoid putting one of their directs on the list, no matter how weak or deserving, in favor of shaking down their directs to give up people.)
Is this a real thing? I am part of a small team, does that mean at least one person will be rated as PE or BE?
Yes. It is awful. Then you have to explain how they did not meet the goals when they did. They all know it is required and what may happen. It is stressful and unnecessary. The funny thing, head count is up. They should move people to another department where they are hiring. Instead, you get humiliated.
its on the chart hr sends out when the system opens up for ratings.. the whole process is bullsh-t
Yea we have . My mgr was told there are too many exceeds on the team and it has to be under a certain % . BS is what it is
Being done in Corporate Trust!
Keep it up. BK, and the stock price will continue to go nowhere. Low IQ/low EQ senior management and board continue to believe that going to war with employees will somehow increase shareholder value, despite all evidence to the contrary.
I had to make three “exceeded expectations” down to “failed to achieve.”
Yes! Those employees are then slated to be let go: