Are they running rampant like they are in my department?
15 replies (most recent on top)
The CFE process is 100% broken. I am a director at Nike and have experience in this. I personally know few directors who were instructed by their bosses - Sr, Directors - to give certain employees an "I" rating as a way to get rid of them. The reason - they simply do not like those employees. My approach: CFE rating should never be a surprise to the employee. If there is an issue, it should have been addressed and discussed through one-on-one forums, mid-year CFE, expectations communication, coaching and mentorship. With that said, a strong Director or manager should never just do what her/his stupid Sr. Director says anyway.
Post ID: @ZNvxzvd-gwvj. What company do you work for?
Part of the problem is that employees are not held to the same standards. It takes courage to give someone an inconsistent rating and I’ve seen people receive successful when it’s not deserved. These Managers move people around to someone else's team and pass the buck. That’s why when someone gets a Manager that doesn't pass the buck, it’s a shocking wake-up call. That said, an inconsistent rating should never be a surprise at year-end, there should be conversations leading up to this as relates to performance.
If you receive an inconsistent you might as well pack it up. I held a senior position at Nike and worked there for over 25 years. You never supported anyone or hired anyone who had an I rating or worse. Managers use it on some employees to get rid of them even though the facts do not support the rating. HR always says that you can take it to your managers manger but really who do you think they will support. It’s a sham.
Nike was a better place and environment to work in the 80s and 90s but started to go down hill. It’s a business and mainly based on great marketing and product but their quality has gone down.
It’s known that you can be replaced because so many people want to work there. Take what you learn and move on to a better environment where you feel valued. Nike is to top heavy and with a lack of very many true leaders.
Inconsistent ratings are their way of showing you to the door.
The problem is that most Sr managers who are left are too daft to understand their employees in the first place, let alone manage them successfully.
When your 360 interview /feedback comes back as stellar and your manger give you an inconsistent it should be clear to HR who the F-up is.
An inconsistent rating or below is nike's way of letting you know you have a target on your back. It's called an 'in-house firing'.
These ratings freeze you in your position for 2 years. Hiring managers have been instructed not to hire anyone with a less that successful rating, The company reorgs too much to be forced into a role for 2 years.
My advice? Save money on depression and anxiety treatment and quit while you have your sanity. There are plenty of nike alumnus that will hire you - myself included. I hold as suspect any nike employee that assimilates with that dysfunctional culture. If you interview with me and share that you loved your time at nike I'll assume you were a dud!
I’m not the poster “ bqwu” but in my experience, an Inconsistent rating makes it hard to move simply because open roles are so competitive that the hiring manager will usually want an S rating or above.
Please explain how it hindered your ability
To move to a new role?
I was unfairly rated Inconsistent a few years ago. It did not affect my salary increase or bonus, HOWEVER, it does hinder your ability to move to a different role for several years.
I don’t comment on here much, but whoever wrote this “So frustrated that I got an inconsistent this year. It was communicated that this would not effect my pay raise and bonus.” Unfortunately this is incorrect. Your bonus and pay raise will be effected. Any pay raise likely to be COLA only. Bonus nothing to minimal. Sometimes I read things on here and think it is just people that never worked at Nike stirring up trouble.
Also, the CFE process is a scam. I had bosses tell me I needed to give inconsistent ratings in order to move up in my own career. HR is complicit.
So frustrated that I got an inconsistent this year. It was communicated that this would not effect my pay raise and bonus. Sorry for my lack of eloquence, but to my Sr Director, you are despicable!
There were a lot of inconsistent rating leading up to the layoff in 17. Everyone I talked with that got laid off said that was the rating they received. That was certainly my case.
On the plus side I now have a job I enjoy and make more money. There's certainly more out there than Nike.
The CFE is a joke and the longer you have been around it’s even more of a joke. No one in HR wants to admit it but there is forced rating. They have ther charts and there needs to be a certain percentage in each rating.
Very Happy I left Nike and the lack of leadership. I was there for many years over 25. Many people are retiring early and going to work for other companies where they are appreciated and valued.
CFEs are an exercise in checking the box not to mention a massive waste of time for all involved. It’s a shame because they could be a useful tool if everyone wasn’t running around with their hair on fire all the time.
At best, there’s too much internal movement (constant reorgs and people change positions every 1-3 years) and turnover for them to be effective...same with strategy. consistency is difficult when you change managers 3+ times a year and you have to start from zero each time to prove your value.
At their worst, theyre weaponized.
What good are CFEs if departments take it upon themselves to rewrite them, reward favorites and use rating quotas?
More than once my CFE had another employees name on it. The two different managers sheepishly had to go back into the office and reprint "My" CFE after removing the last employees name that they met with prior to me. Another time I performed project after project outside my scope of employment and served in a interim leadership position but at CFE time I received the exact same raise as an employee on final warning. Nike managers purposefully downgrade employee CFE's to keep a greater piece of the department CFE pie for themselves. Pure greed at work.