So I very recently met with family and friends who I had not seen in quite some time. Of course “back in office” came up as a topic.
Jaws literally dropped when I explained that the major GSIB I work for color codes its employees based on badge swipes. Green, bright green, amber, red etc.
They literally could not comprehend the humiliating process we are subject to. Maybe soon we will have to wear badges showing our prior months color so everyone will know if we were on the naughty list or not. I felt less than a financial professional explaining this process to people I know. Nothing like building up your employees.
21 replies (most recent on top)
Pretty sure we’ve found a BE candidate.
@appq, I absolutely understand the difference and clearly state that there is nothing wrong with rankings except it get's difficult to do across groups. It's forced ratings that most people have a huge issue with. Especially for small groups...
@aawr, you are the one who is struggling. Each manager can certainly rank their direct reports fairly easily. But my manager barely knows what I do much less my direct reports. So nobody knows enough to interweave those rankings from the direct managers. It's a pretty simple concept for most of us.
@aift, see above. And you contradict yourself saying that a CEO can't fire you yet they can rank you. That's pretty ridiculous.
You’re definitely struggling with something that’s preventing you from understanding. Good luck whatever your struggle. This really isn’t all that difficult to grasp.
I’m sorry, it that is ridiculous. No manager needs to rate hundreds of employees. Even Teams of managers are generally about 8, and as it cascades down the hierarchy it isn’t difficult at all to force rank. Actually it’s a fairly easy task for any engaged manager.
You remind me of the guy who kept saying hat the C.E.O. fired him when he was five layers below him.
So, more of the same attitude that got you in this rut. A sense of entitlement without a sense of a work ethic is a toxic combination. I only say this in hopes that you can course correct. No matter where you work that attitude will bring you down.
Everything that I learned in kindergarten applies quite well to BNYMellon.
@apgf, that's just not true. I'm sorry that you can't comprehend that we are mandated to rate employees BE if we rate other EE. Let me guess, daddy bought you a liberal arts degree form Snooty University?
There are no forced ratings, but there are forced rankings. As a manager I rank my employees as required, but I often have 2 or 3 with the same ratings. I’m sorry that you’re having difficulties with these two words but think on it for awhile and it should come to you.
Do you really not understand the differences between Forced Rankings and Forced Ratings? At first I thought that you were simply misspelling Rankings but you’re adamant in your misunderstanding.
Forced Rankings leads to a competitive list from best to worst.
It is quite likely, indeed the norm in a large team. to have differently ranked employees with the same rating. Think on that a while… I’m sure that you can grasp it.
I’ve avoided telling people where I work ever since BONY bought Mellon and raided our pensions and destroyed our bank by dragging it back into 1980s technology.
Ok, but what’s your solution… equal pay raises and participation trophies for all? What is the incentive for anyone to work?
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I have been the de- incentivized… And do as little as possible
@arfu, no, it's not.
Ranking employees is complete fair although it's kinda meaningless since you can't rank across groups with different managers.
But managers are being forced to RATE employees below expectations even if they're doing great work.
6qfi, for that to be effective managers would need hundreds of employees and it's not practical for anyone to keep track of the performance of that many people. It's p1ss poor management to for someone with a half dozen direct reports to fail 20% of them.
Ok, but what’s your solution… equal pay raises and participation trophies for all? What is the incentive for anyone to work?
In reality forced rankings are the least bad and most effective means of rating employees. This system forces managers to think through and order their employees. No manager wants employees who are ineffective. I only wish that DEI hires would be forced ranked as well. No class should be immune from working.
@2ysc+1pgdotYM
Completely agree.. should not be legal. And you're basically forcing your managers to lie on these documents. Way to go bnym
It's those forced ratings that are a crime in my opinion. Forced to rate a certain percentage of staff as not meeting expectations even when they are. Should be some labor law about that. Cutting needed staff for cost savings is bad enough but humiliating them with an undeserved bad performance rating is disgusting.
Working here if that is your main problem .. its not that bad.Dont tell them the details next time. There are so many glaring issues in this company like :
- Forced ratings
- Laying of people to meet targets given per group
- Setting up your team mates to get bonus
- Sub- inflation raises
- 4% bonus !
etc ...
The reality is that the number of days the CEO can get everyone into the office is really about the Wall Street CEOs out-doing each other (seeing who's you-know-what is bigger). They claim that its about collaboration but its really about their own egos. Nothing more. And, unfortunately, they really don't care about the employees (the current BNYM CEO is no different no matter what his "3 pillars" are). If you listened carefully to the latest earning call, it is about cost cutting more than anything and one of the best ways to get there is to be able to fire people "for cause" because they aren't coming into the office so they won't have to pay severance.
Very different from when the peer bank heads get together and try to out-villian each other. Ours is playing catch up to the real bullies on the Street. Those are the only opinions they care about.