First off, condolences. I hope your next gig is less toxic than Nike has been.
Anyway, heard rumor that non management layoffs are being based off past CFE ratings. Curious if this is BS or not.
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Why is everyone complaining about how toxic Nike is? Life is way way worse out there. Roll with the punches and lets be humble about how much we’ve already received.
exceeds before then suddenly put on an action plan this year and what do you know i'm laid off now. i've always said cfe is a joke if they want you out they will always find a way no matter how well you did
what salary per designation is too high and might be on chopping board?
@vfg+1r7BuFTg @yfh+1r7BuFTg Same experience. I was a people manager and tried to give ratings based on feedback. My manager brought his own folks in, and wanted me to give his people the highest ratings. It was patently unfair. I told him he could override me if he wanted to, but I wasn't budging. I got pushed out, and he promptly replaced me with the people brought in.
I’ve barely had a CFE where my manager took my career seriously. Been at Nike 3 years … I still haven’t had mine this year! It’s a joke
CFEs are a joke, get good rating by picking 3-4 people to say nice things about you.
@vfg+1r7BuFTg spot on. I experienced the same as both a people manager and in my own ratings. Complete joke. I would add that merit raises did not necessarily align with ratings either.
Highly successful + maxim reward received. Still laid off
Individuals with Exceptional ratings and nominated for a Maxim were let go…
These choices were not based on performance. It’s roles and trying to flatten teams.
If you are on the consultant team assigned to generate the list of who to cut, and the most important goal is to meet precise numbers for headcount and salary, how much time would you spend looking at CFE ratings?
They did not ask leaders for any CFE rating feedback.
Sounds like BS. As a people manager who saw the CFE sausage made, assigning annual performance ratings was often a political exercise as much as anything. In any given year the rating you received may or may not have been what you should have received.
I sat in more than a couple meetings where someone said “That person has received a highly successful for the last two years in a row now. Since we can only allocate two HS’s in our group we have to allow someone else to have it this year.” So even if that person deserved a HS a third year in a row they didn’t get it for the sake of sharing the CFE wealth.
The ratings I rightly assigned to people via careful documentation of their work got overturned so often by higher ups that I eventually learnt the entire thing was a joke. I also learnt that stating the obvious - that what we were doing wasn’t fair to people - wasn’t appreciated by those higher ups. I was politely told to keep my mouth shut and be a team player.
I read an article the other day saying that younger generations of workers increasingly have little desire to be managers at their companies. Smart kids. They know it's often a thankless headache and responsibility they don’t want.
Sounds like some BS someone would make up to soothe peons. They don't give a sh-t
Successful always. They don’t give a sh-t.