If you do NOT agree with your year end review, DO NOT acknowledge it (meaning don’t respond with ACKNOWLEDGE or AGREE or whatever that response is that returns it into someone else's queue). BNY removed the option to add comments to your review. Once you send it back, you’re DONE. HR will NOT support you after the fact. A ‘PARTIALLY MET’ in certain categories will prevent you from posting for other internal positions and from being rehired by BNY for 5 years. Read the HR policy.
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You know, if you don’t acknowledge the year end review, you are also deemed ‘does not meets’ because they feel you are not handling your assigned tasks responsibly.
Lose / Lose situation in this case.
Cr-ppy performance ? The performance review at bank is not a quantitative measure. The funny thing about these periodical review is that the goals are set just before the review is due. So one work for six months now knowing what needs to be achieved and then states what were achieved as goals.
Now comes the prejudice and nepotism issues. If one is in the good books then the reviews are smooth, if not then one is reprimanded. The manager has no idea what goal to set - it is also funny that they ask the employee to set their own goals with the "corporate goals" which are vague at the best like "Make America Great Again" - how do you measure it?
We lack leaders. No one is hesitant to put their back and run towards the goals if they know which direction and towards what one needs to. We have no clue and then being graded subjectively is the most id--tic management method.
Microsoft and successful companies have done away these review mechanisms. We are still hanging on to them.
And then comes Agile and P-M with zero understanding and desire to deliver constantly. But no one knows what to deliver. We work very smartly and in agile fashion and deliver a burger when the request is for a pizza
And guess what we then get graded on that. That is not cr-ppy performance but cr-ppy management. If you cannot realize it either you have to be the clueless manager who leads or basically a troll to incite an angry response (and I took the bait).
Do any of you take responsibility for cr-p performance? You literally act like mgmt is the issue all the time, but many don't know their job still after several years and have cr-p attendance which is why you have below expectations. Give is a break with the poor me bs
Concur and move on. Feel at risk? Toxic manager (most are)? Find a new job, no big corporate job is safe. Look at Senthil, who is now a lentil. (P-o Emoji)
It does not help in anyway. My Annual Review was one of the best I received. Anyone who reads that (I have had couple of folks read and opine too) would be fighting to hire me at whatever price I name. It was lengthy and even I could not have written about myself.
BUT there was one last paragraph of one line. AND followed with a DID NOT MEET. The last line was something like this - With his talent and ability more can be delivered by X.
I went two levels up and asked them to read the review and refused to sign. The MDs agreed that the review and rating do not make sense (verbally) but no one intervened. And till to date it is a unsigned review . And I was let go in Jan.
I got the SUB and all my RSU s - vested. I got the same cash amount I received the previous year as bonus. I will never set foot in BNY nor will recommend it to anyone. I am still friends with a lot of my colleagues (former) - weekend warriors
HR is not your friend it is going to bat for the firm and management. I later came to know that my spot was filled by a "buddy" of the person who wanted me out. HR "knew" that.
I did not want to fight. Enjoyed the paid vacation. Was hired by the firm BNY was trying to emulate. COVID hiring helped me big time with a big pay raise. In fact I have to thank the manager for that lest I will be still employed in this place - which seems like a sinking ship
My story may be an exception but the point is - HR is never there to help you.