I work for one manager. If he isn't totally clueless he might even know what I work on or what my contributions are. Then there are probably a dozen other managers in this Mafia, er I mean MRR, meeting. They don't know me from Adam or what I do and they get to rank me? In the world that is Honeywell, I guess that sounds fair. They don't know what I do but for sure they know my age and my hair color (grey).
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NFj4lrE-1zkl - Nice post, sounds accurate. There are a few guys at the top (very top) that want cash and the rest - regular working stiffs, supervisors, managers, directors left to fight it out, if they feel like it, for themselves or their people.
Saw the reference to the Titanic and it brought back a memory of a sign I saw in a cubicle at another aero company in Phoenix.
It read, "The only difference between this palace and the Titanic is they had a band."
I was told by my former VP that the MRR process is fair reflection of the work force. He went on to give an analogy of that even the US olympic basketball team, which would have the best of best, would have individuals that would need to improve and would be on a PIP (performance improvement plan). so i guess even if they win gold two of the team members would not be getting a medal.
and then there is cross functional manager rankings for your staff. yes that really turns into a knife fight. i have peer managers just come come out of the shadows with personal attacks against my team. base on zero interaction with that person, rather it is based on rummer and hear say.
I have never had a problem with putting people in the elbow for reason, and it was easy to rank people when you have a large sample size like twenty people or more. but with globalization and reduced team sizes, it become more difficult differentiate to the same allocation (quota) of outer elbows. i actually had my HR rep tell me that if people were meeting there goals, i was not giving them difficult enough work. or that I need to look at other points of individual performance. like how many extra hours free OT did they give up during the year, or a classic from the manager cross function team ranking. The manager was defending his person for an upper block, his justification was that this person listens to rumors at the water fountain and squashes the rumors, as well as reporting the rummer and the person to leadership and HR. In other words he would be rewarded not for work product but for being a snitch?
it about as F'd up as it can get, can't make this stuff up.
Kind of a moot point when everyone is going to get sh--canned anyway. Remember that each day you come into the office at honeyhell, you are basically rearranging deck chairs on the Titanic. Aside from earning a paycheck, the day of your life is wasted and you will never get it back.
MRR is simply a process. Managers evaluate their individual assessments that you will see as part of mid year or at the yearly review. Nothing secret about it. Like /dislikes don't really matter but to a degree. Manager has to justify to both you and his peers as to why he/she thinks you are where you are in the block ranking.
I almost feel bad for you disgruntled autists that don't know how to play the game, but you help keep me out of the elbow.
Yes, original poster, you got it right right. After my new position within site leadership, I was told by someone on the director level MRR process that a certain director did not like me, why I did not know. Never met the individual except on a phone call. Glad I left Honeywell, the MRR process is joke unless you are part of the brown nosing Mafia.