My manager accidentally sent us his own CFE. All the achievements he listed were my achievements. And it wasn’t phrased in a way that it was a team effort or something in that vain. It was as if he was the one who accomplished/finished a particular task.
is this how it’s done? And if not, can I raise this as an issue?
Nike CFE has left me thoroughly disappointed. The Human Resources (HR) department appears to be a source of frustration rather than support. They often fail to take meaningful action when issues are reported, leaving employees feeling unheard and unsupported. For instance, I once reported a concern, and despite my efforts, it seemed like HR was indifferent and unresponsive, exacerbating my frustration.
One major issue at Nike is the potential conflict of interest within the HR department. When you report a problem, your case is typically assigned to an HR partner who may have a personal or professional connection with the individual you're reporting. This situation can make it challenging to trust that your concerns will be handled impartially and effectively. It's a system that seems fundamentally flawed and in need of reform.
Furthermore, the administrative systems at Nike have long been a source of frustration for employees. However, the current leadership seems to exacerbate these issues, as if they are more interested in running a circus than a professional organization. It's disheartening to see the company's overall effectiveness undermined by poor leadership decisions.
Given these challenges, if you encounter difficulties at Nike, it's advisable to explore alternative avenues for resolving your issues, as relying solely on HR may not provide the support and resolution you need.
I have managed a team in Nike Inc and I have experinece a bit of everything, the rating given to my team was changed in the system on my behalf without my permission, just before I was suggested to give the rating added to the system to a certain employee. It shows lack of trust and empowerment to managers.
My personal experience in this area is very poor, I felt it was used as a threatening tool, in the 2 years at Nike I never got trained or supported by leaders to develop in the areas of need highlighted in the CFE. Also is such a waste of time for the teams to be trying to prove their leaders ( who majority don’t care about the teams) they deserve a x or y rating!
At least half of my CFE's over several years have contained achievements that I did not work on, incorrect information, and on at least three occasions (with different supervisors) another employees name that the supervisor sheepishly had to leave the room to correct. Over the years I have gone from listing detailed duties and accomplishments including working in a position above my pay band for a significant portion of the review period to not participating at all and listing nothing. My review and raises are always the same regardless. This is the most dysfunctional organization I have ever worked for. The best thing about working for Nike is the PTO.
Very inconsistent process that depends on the group/manager. As others have said, the leadership team decides ratings very early (forcing to the curve) and then rolls it downhill to managers that have to write the CFE to fit the rating. Not fun when someone on your team is forced down to an Inconsistent without your knowledge...... I also once had a manager that docked me for something someone on my team didn’t do well, yet refuse to give me credit for a high performer. BS.
The CFE is loaded into system months before you get it. Also the LT's of functions run employees through a 9 box exercise when deciding CFE's. They only focus on people either in the high or low quadrants to decide to promote or put on an action plan. Since most everyone else is in the middle, they aren't even really discussed. Add in that CFE's are largely subjective and popularity outweighs actual work. It is a broken system.
Don’t even get me started on the CFE process rating discussions start mid March. They have been in system for a while now. We shouldn’t even have CFEs. Clearly they are not holding our leases responsible. I doubt they even fill them out or know what the form looks like.
Your CFE rating is submitted months before your actual CFE document is completed. The bell curve is most definitely alive and well.... I've sat through many collaboration meetings where people are adjusted to fit within the curve, even where someone was given an inconsistent because someone on the team needed to get one. Your CFE can have no impact on what raise you get... I had a significantly lower annual increase with an HS/HS/HS than a coworker with an I/S/I who was part of the boy's club.
Don't go to HR.
matterofrespect@nike.com? I thought that's what this stuff is for?
Agree with post about retaliation. HR is not your friend. Document everything and never keep your personal journal in the office. The day they call you is the day you get walked out and no going back to your space.
Your CFE rating has already been submitted.
Your manager is a douchebag....find another position in the company and embrace the next douchebag
CFE is a joke. They say they don’t force rank to reach the bell curve but they do. If it’s so important why are they not sent to HR?
Joke joke joke
Dont talk to HR, please. Just dont. I did and I paid for the mistake.
Yo can talk to your HR, but your manager most likely retaliate against you. You can also copy all those achievement and paste it to your CFE. If your manager says anything to you, then you will mention his CFE was actually your achievements.