There is a clear outcome they are driving for with the PA survey. Questions are worded on the premise that the system is perfect and everyone would love it if supervisors would just do a better job of communicating. I flatly reject this premise and will not be responding to their rigged survey.
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As a supervisor it is so frustrating when during a meeting you are hearing about an unpopular policy change for the first time followed by “if you have questions ask your supervisor”
Once you start listening for the phrase you will hear it all the time.
They don’t provide any warning or training to supervisors ahead of time. Just dump responsibility for explaining their stupid decisions in the supervisors. Supervisors who had zero input on the decision and have no idea why the decision was made or how to justify or explain it.
“If you have any questions ask your supervisor” is what the executives always say. As if the supervisors can explain the executive’s decisions!
Assessments are rigged.
HR makes changes after the ranking meetings.
I found out when I had 3 person in a rank group and when RG numbers finally posted, the bottom person somehow was the top person by a huge margin.
I noticed this “mistake” and contacted HR. I was told by HR that there was no mistake, but an adjustment by them.
This adjustment was not based on performance and not agreed by the attendees of the ranking meeting.
HR does what they want. Correctly assessing the performance of employees is only acceptable when that assessment agrees with HR’s agenda.
This was years ago, but after I did a fair evaluation on one of my employees, my manager said my overall rating was "too high for that person" and told me to lower it. He said his manager also wouldn't support my rating. I suggested perhaps the person had worked harder over the last year to improve their performance. He just repeated his demand to lower the rating (and to edit the associated comments I had written) and then he dismissed me. This incident forever tainted my attitude about the fairness of the process.
The system is steeped in personality and politics.
performance assessment meetings are pre-determined. if a supervisor shows the courage to challenge, they get punished in their own assessment for doing exactky what the ‘waEM’ culture asks them to do..go figure.
So what do you do as a supervisor?
Exactly! Which is why I refuse to respond to any EM “surveys.” Not going to help them with their thinly veiled agendas.
The system is only as good as the people who use it. Some very horrible people were promoted into positions of power who shouldn’t be. During assessment time cronyism reigns. It’s also a time to eliminate rivals for future positions. Yes, supervisors abuse the system to seek the outcome they want. Yes, the system is flawed. Trust no one here.
Wording is precisely crafted to be used against the employee in court.