Layoffs and disorganization to “improve” the company, yet it still requires 10% to fail.
Yes, that is the QUOTA required by BNY.
BNY: YOU FAIL if despite all your efforts, your employees are STILL 10% below expectations.
Employees: BNY is not satisfied unless 10% of you FAIL.
What a company. FAIL!
3gpm - People are not whining, they are stating facts. You also contradict yourself saying"we are not in highschool" and yet say "work the system" like we are in highschool. Also, I don't get paid to SHOW UP. I receive a salary for my knowledge to do what is in best interest of our customers and complete their request with accuracy and in the agreed upon timeframes while not draining our resources because of incompetence.
Management is actually setting high achievers up for failure. Example - telling vendors or offshore teams who complete setup activities to make specific employee's work "lowest priority". wink-wink.
Therefore you miss deliverable dates and have no control other than documenting and saving all follow ups on the matter.
BTW, these managers tactics will and are being found out. The vendor themself told me about this particular instance.
What happens when the vendor receives a subpoena and is questioned....I'm curious if this manager will be personally liable (maybe lose their home as financial repercussions?) because our company will say they never directed management to act in this fashion. It feels like time is nearly up for the managers with complete disregard for their actions.
Well working with my manager Is not usually a problem, and I only get “achieves”. Maybe some BNY workers should try that, instead of just whining about how neglected and/or under-appreciated they are. We get PAID for showing up and dealing with it. Yes there are favorites, just like in high school. But we aren’t in high school anymore, so need to work the system or get shut out. Just like high school, remember?
And I hate it here just like you do, and am trying to get out, probably just like you are too.
BNY just loves it when we attack each other, it gets THEM off the hook.
Management is playing favorites...that's why morale is suffering.
There's an employee on the same team as me who can only open a conference line and take roll call. This person is completely incapable of doing the job. However, this person is tight with the manager and the manager ensures everyone knows this resulting in people inside and outside the team doing the person's job. No one dare speak out against this practice.
The manager actually rated this person as Exceeds.
Before anyone says to report this above the manager or to the ethics line - let's face facts, they have each other's backs and the only thing that accomplishes is putting a bigger target on your back. It's why my manager is trying everything in the bag of tricks to set me up for failure even though I've always been a high performer according to not one, but four completely different managers I've worked for over the years.
Knowing the job, servicing the customer's interest and doing the right thing daily doesn't matter. Bs all day and let everyone know you are connected with management...sadly this somehow makes you a successful employee.
IF you GET or GOT a BE, please understand: there may not have been much you could have done about it.
The BNY instructions for “differentiating performance” actually address the manager’s dilemma when they have all good workers. They are to determine their top performers, then compare the rest to find the one that is least best.
If a manager still cannot distinguish among their employees’ fine performances, the next level manager is sure to provide a name, since he/she is under even more pressure to deliver failures. After all, upper management has already chosen their overachievers, so they require failures to balance the curve.
Notice that I say REQUIRES. I have no problem working with an underachiever to improve performance, but in this case we don’t have a chance. No advance warning, no time to correct, and maybe nothing to correct after all. BNY’s QUOTA FOR FAILURE must be met.
I have no idea if the directors that require the performance distribution realize how it plays out when implemented. But its a BAD POLICY and will NOT produce success. It produces resentment and depresses morale and performance all around, especially because the BE shares their frustration and the teammates are protective and distressed.
So if any director is reading this, now you know. Unless you actually want what is happening, you can fix this by eliminating the QUOTA. Trust your managers. We know that an under-performer is a drag on the team an we are eager to get them to improve. That’s what we are here for.
And if we say they are all great (like MY team) trust that too!
I work in a group that relies on offshore support, and when time or experience delay that support, we miss our deadlines.
It’s not fair if I miss a deadline due to offshore delays.
We do discuss among the group, and do tell our manager, but nothing improves.
Sorry to say, but I sure hope those offshore workers are getting BE too.
I agree with comments and will add another: a good manager would NEVER wait until review time to surprise a worker with a bad review, if it was deserved or not.
Employees: If this happens to you, you have a bad manager, or a good manager that was forced to do this. (And you know which kind you have.)
Bad managers: Shame on you! Hopefully you get the same BE that surprised your worker.
Good managers: I am not sure what to say. Maybe: get a new job?
Keeping in mind the QUOTA that is BNY COMPANY POLICY, maybe EVERYONE should be looking for another employer.
This is a manager’s nightmare.
We watch how hard our people work in such challenging conditions, celebrate their successes, love their spirit... and are then commanded to offer up one or more for the BE QUOTA.
BNY even has a manager video showing how to pick one of your good people to fail, presumably to help the manager chose the right one. Really.
These days, I would never lose sleep over BNY, but always lose sleep over my inability to protect such good people from BAD COMPANY POLICY..
The QUOTA for FAILURE is like a sacrifice to the gods.
BNY must be desperate: if they get rid of enough good workers and fail some that remain, maybe the company will improve. And if that doesn’t work, get rid of some more.
My friend declined a job offer for a management position after I told him to check out this forum. He said no way was he going to manage people only to have to give them poor ratings and pink slips. He is much happier now at a better company that isn't sinking like the Titanic. He also said that HR was horrible to deal with. I wouldn't advise my worst enemy to work for this company, poor ethics and no morals for treating people like human beings.
And this company sends out links to all employees on presentations of ‘Doing What’s Right’. Management will swear that we don’t do ‘ranking’ of employees yet they force managers to do just that. I bet all submitted clean code of conduct questionnaires too!
It's mind blowing how they think this is a valid management tactic in this day and age. You could be on our version of the New England Patriots team. You win multiple superbowls, but when it comes to review time, 10% of the team must s---. That 10% might be better than 100% of the rest of the NFL, but who cares, as far as we're concerned, they should be fired.
I'm waiting to see who gets screwed with the mid-year reviews.
What about this for a headfcuk...
My manager told me, in my upcoming review, there would be no nasty surprises.
I got my pink slip earlier today, walked out by security.
There must be a lot of failures at BNY, if they are still so many despite all of the layoffs.
Maybe they aren’t laying off the failures, just keeping them for the diabolical quota.
Or maybe they are hiring failures and the same rate they are letting them go?
But maybe they aren’t really failures, but work within a failed management system?
I think that’s it: a failed system that needs people to FAIL so the owners of the system feel like they have succeeded.
Sick, sick, sick.
Beware of BNY Mellon! This is the company’s CHARACTER.
If you are still here, be very cautious. If you are gone, feel relief. And if you are BE, please know that we all understand, it’s not your fault, you were unlucky to be caught the company’s TRAP.
Ps. I am so sorry that I ever got involved with this awful company. Working on a solution to that now...
What a disgraceful clueless company it has become.