Had my comp convo today, anyone else? Received Exceeds/Meets, increase is 7%. Coworker on my team received a meets/meets and got 4%.
Band 6 in Global Ops.
22 replies (most recent on top)
AI troll!
I see this post in many different bank sites. Total troll
Haha, nice try, but total bs OP.
Count your blessings, it's brutal almost everywhere else.
In Global Ops, I’m a manager. We haven’t been given hard info or permission to share comp info yet…so…are you lying or is your manager sc--wing up lol
Except they haven’t given approval to communicate comp yet.
Work at a Meets/Meets level for the rest of the year
Also- STOP sharing best practices, stop contributing to that spontaneous learning, stop training newbies, stop submitting process design recommendations & hold your inteectual property close to your chest
Make these leaders do the jobs they are paid to do instead of allowing them to huddle up & gossip all day about irrelevant bs.
Interesting. The notion of your manager having a budget might explain his seeming a little relieved when I told him I was gong to retire.
Pay increases, bonuses, and stocks i have received combos or one of the three. I never asked for any of them. Regardless of my performance I get M/M every year. If hitting a pay cap puts you at risk of being pushed out the door, why would management stop and listen to me. I didn't ask for anything so why did they keep increasing my pay knowing that I was perfectly happy with my work. Nothing makes sense around here. I rarely complain about anything. If I do, I bring solutions to discuss. If management doesn't have an answer then one of two things happen, I get an answer that proves my management doesn't understand the problem thus giving poor advice. The second solution is to ignore the problem and hope that someone else will fix the issue. I wouldn't be surprised to find out that employees are pushed out the door because they made management look bad.
I agree that these ratings are bull sh-t. I have been at BOA for over 20 years and I have gotten, meets meets, exceeds meets and exceeds,exceeds. The funny part is my bonuses remains fairly consistant. Maybe I get an extra 500 here or 1,000 but that is about it. Bottom line HR has everybody in a bucket based on years of service, job role, and band. Every position has a range and they will not exceed no matter how good you do. This is why you notice if you hit your max management will start the full court press to get you off that team. All managers have a budget and they get paid to one get the job done and two stay in the parameters budget wise. This is why they preach we want you to grow. Quite frankly that is BS. More like you are weighing down my budget.
Not sure why people get upset about M/M. For most of us, the review process is just a checkmark.
Got meets/meets? Got your checkmark. Didn't get meets/meets? Watch your back!
Received M/M today. I promise to work hard this year to reach M/M next eval
Managers know what % they submitted for approval before Feb, telling their direct reports happens early as some jump the g-n, but it can backfire if for some reason someone up the hierarchy disagrees with leadership recommendations
Rarely happens, but it can cause conflicts
This is why they wait until February to tell you
Good for you. I am Brian. I made $30 million last year alone and I expect an increase this year cause we made billions. Most of you won't get anything this year though. I don't know how well the bank will do this year, so giving out merit increases might hurt shareholders in the long term.
Now, go win the market, no excuses.
I will take things that never happened for 500 Bob
Troll !
Congrats Brian M!!!
completed my year end review yesterday and got M/M
🖕my manager
🖕senior leaders
🖕bank of america
this company is a big joke 🖕
I don’t believe this post at all. Numbers are not released nor did a meets/meets get 4%.
Comp conversations haven’t been greenlighted. Either your manager jumped the g-n, or you are FOS. Probably the latter.
Congratulations!!!!
Congrats on your increase, sounds like you are doing a good volume of quality work. Spend some time with your manager to pin down some of the attributes that will move the dial on your “ how” rating, and you will be set up for success this year.
Try asking, “when you reflect on last year’s talent planning, what were some of the leadership traits that my peers who were rated exceeds demonstrated, and how can we work together to help me get there this year?” Keep that conversation going in your regular meetings, and be sure to get exposure to your manager’s peers. Good luck!