I agree, I would rather hear the true reasons. Sticking to the bs only provoking anger and questions self worth of employees (which is sadly why companies do this)
Last year, my supervisor (we're in HR) told me that a 5 is reserved for those who are perfect, and because no one is perfect, no one gets a 5. In an email later that year, she wrote that I was a perfect employee who was ready for the promotion to HR Business Partner, and I joked that I would expect a 5 in my performance review. She gave me a 3/5, which meant no promotion. So, I left 2 months later.
@@jolenetheredhead9761 lol not even HR can joke with HR 😂 I promise that not all of us are like that 🙂 I would rather lose my job protecting employees than screwing them over for a company's financial benefit. At the end of the day, I'm an employee too and desire a livable wage and good working conditions.
So true! After 7 years of great reviews (when they were actually done) my new, unqualified supervisor was nasty. I just wrote on it that I did not agree with what was written because I am very good at what I do. Talking to another employee we said that if she left the office maybe she’d know what we did and not depend on her snitch(es).
WOW!!! Because less bonus for them? This type of environment does not make for great employees. I am sorry that happened to you and him as you couldn't do anything about the outcome. How frustrating!
I’d overrule upper management. If they want to manage my team they can fire me. Otherwise, I’m managing my team. Said that once to HR, and they stepped back. I’m not going to let random people give bad reviews to my team. I’m the only one who can 😂 (To be fair they didn’t that many elements, and it’s all things I had to get involved in training or in process adjustments, so make sense that manager handles this).
At my last job I had a great boss like you and always got at least a couple of 4s. There was the same rule but no promotion opportunities because our place was small - in an international business so everyone was fine with this. Of course they closed us down. We had a long project that was prolonged for a couple of times because of Covid and other reasons. The developement of the device was nearly finished. 😭 I believe they not only wanted to use this small lump of money to "centralize" and "integrate" our knowledge but also they were angry because we had a good time.
As a manager, this is the WORST part of management. I hate it so much. There is no way to accurately capture the work someone actually does, and if you have a team that consistently outperforms, you cant recognize them.
Absolutely. Drove me crazy when I took on an administrative role at a hospital. I think I drove them crazy too, to be fair, since I kinda chronically fussed about it.
My company expects us to rate our teams based on a bell curve. It matters less what people did, and more that the team overlays with that curve as close as possible. Makes it really hard when my team has been shrunk to one direct report. I guess he's meant to get "meets" no matter what he does.
This year, I brought reciepts. My self-eval was basically a resume of the work I did last year, and it printed out to 4 pages. My boss was impressed, but all I could think was, "I told you that you have no idea what we do".
Literally had this conversation with my supervisor last week. Dude said I was solidly on expectations. I’ve been here for six months, been given three excellence awards, worked massive overtime, revamped several systems, and am now considered a senior member of staff and the “expert” on several processes. At this point, I think the only way to get a four is if I clone myself for the same pay.
This system is BS. I always went above and beyond and only ever got meets expectation. Even had a boss who made up a complaint against me which I never heard about until the day of my evaluation. When I asked for details of the complaint, who, when and why, he only gave me generic responses. I refused to sign my evalution until the so called complaint was removed.
That stinks! I received a "fail" on something that wasn't even a requirement, not an SOP, but!!! I should have known better and did it anyway??!! I argued to no avail. I wrote it would be the same as getting a speeding ticket in a state that had no speed laws, so I am required to know what the speed limit should be? Makes no sense! No law no foul. It doesn't matter; the higher the score, the more of a percentage of a raise they give. It got to where it seemed they started making up things to catch you at failing. Things that were not a violation before are now being considered as such. What a bunch of control freaks!! Instead of "if you do this, it's a fail, if you do that, it is a fail"; shouldn't a company want to create a more positive environment for success? If an employee succeeds, then the team succeeds; if the team succeeds, then the manager succeeds, and so on. Working with the public was bad enough, without thinking if I say something they consider a violation,/fail, (I didn't smile enough??? or something as such). WAAAAY too stressful!!! 😵💫
@dewaltaholicuk5435 Other people I worked with always complimented me on my work and how good I was with patients, being invested in there well being. Others in my position were either talking with their kids on the phone all day or listening to music. But only 1 person was ever given above expectations. She was the one on the phone with her adult kids. But she was the only spanish speaking person in the office and the boss bent over backwards to keep her even though she was always on the phone and falsified patient evaluations.
I had my last review in person. My supervisor told me that I went above and beyond in my work and the people that work in my department like me and know I will get anything they ask me to do, done. Then i got the review online and everything was marked 'Meets expectations'. I was like WTF?!? It doesn't matter though as everyone gets the same raise amount, including the people that just show up to work. What's the point??
You went above and beyond without asking for anything in return for too long, so now it's expected of you to do that. Congrats on the 3 tho, well earned 🤗
No one is given a 5 is bad, and at the same time these places often demand that on any customer feedback you ALWAYS get a 5 or it is assumed you obviously did something wrong and need to be punished.
There is no point to overachievement. I consistently got 4s. I wrote an application that saved the company $35M annually (sounds like BS, it's not) by allowed them to operate at 87% efficiency rather than 65% and needing to roll out new circuits. Still got laid off. Never again will I work that hard for a company.
@@TheMrMused I believe it, as mere a side project on my data entry team in my first IT job, I wrote some scripts that saved the company $120K per year in gained productivity because it removed 30 minutes of downtime every morning for a team of 4 data entrants. There's all sorts of stuff you can do to improve efficiencies that can save a bunch of money. So a seasoned professional dev working at a company using over $100M in resources saving tens of millions in efficiency improvements makes perfect sense
@@allalala9916 So expecting a company to act like a reasonable entity is too much? You know what that sounds like? It sounds like the "free market" needs to be regulated a bit. If companies can't be reasonable on their own, then legislate them into being reasonable. Not everyone has the aptitude to run their own business. I'm an introvert. I'm damn good at what I do. I don't want to do what I do .. and what marketing does .. and what customer service does .. and what payroll does .. and what accounting does .. That's just a stupid, stupid suggestion.
This system blunts creativity and productivity. In my early 20s I ran a charity. The organization didn't have a job description for me, so I wrote one for my position. I also created from nothing a Policy and Procedures Manual and a Guest's Handbook, all on my own initiative. When in my first yearly review I also got a 3 out of 5, with the same reasoning (you have invisible room for improvement) I lost the fire to do my best. I did have my hands full dealing with a dysfunctional board of directors, and I got the things done that I wanted, so it didn't matter too much. But it's so much harder to soar when your feathers are plucked like that.
We use to have that sort of thing as hourly employees. At the three yr mark, having never missed a minute of work I received a 3/5 for reliability. I asked just exactly did I have to do to get a 5? Was told it's impossible. Then found out the lead's buddy got a 5. Back then you could call off 3 days without a doctor's note and it counted as the same 1 point. Guess who had a long relaxing weekend. 😅
This is so relatable! We just had something similar implemented at my workplace. The higest grade is ”extraordinary” which nobody got. The woman from HR stood there talking to us as if we were morons. She told us nobody in her departementet got extraordinary either, and she still didnt see why we were unhappy with the new system.
How dare you not want a raise based on your actual performance?? Hated that shit. Worked for a place where it was 1-5, 5s were not allowed. I bet you can figure out what you needed to score on a review to get any raise at all.
At a Fortune 25 company, this sucky demotivating system was not tied to our paltry 0-3% raises but we were paid enough to eat. I still did work that got the "walks on water" and "a god" ratings a couple years, for the challenge of the task not the ratings. Work was fun there. I would help in different depts as needed. It's disgusting when these determine raises & bonuses (for some it's life & death level bonuses) tied to a manager's ratings.
I once got a composite score on a performance review that was less than 0.1 away from “Exceeds Expectations,” and my supervisor at the time even said, “If I thought it would make a difference in performance-based pay increases, I would bump it up a bit.” Six months later, guess who missed out on a raise because they only met expectations. 😒
I had a job that held a similar view on like restricting how many people can get a 4 rating and no one is supposed to get better than that. Worse your raise was directly tied to that rating so a 4 got a better raise than a 3. My manager legit told me one year that I shouldn't tell my coworkers I got a 4 because the party line this year was that no one got 4 and everyone was at a 3. 😂😂😂 On the one hand I'm like, oh well at least they appreciate me. On the other hand I'm like "who else did they say that too" and "asking me to lie to coworkers about salary affecting information is awfully close to saying not to discuss salaries which is illegal" I definitely told a few trusted people to see what other people were being told. They were PISSED that management lied to them. Found out before i left that i was 1 of like 3 people in the company ( out of like 50000) who were given the 4 anyway and asked to keep quiet about it.
the thing is you don't actually need that good performance reviews and promotions to survive. You just have to switch companies every ~3 years for better pay
When a coworker thinks they deserve better pay for doing their job, I ask them if the ever send the power company extra money. They answer "no, that's a waste of money." -- Exactly -- the "proper" wage is: how much does it cost to get a capable person to come back tomorrow. Any more is a waste of money. Any less will loose the employee or only bring in incompetent workers. It's just business. (And it socks. And I'm just a co-worker; if I wanted to be in charge, it would be at my own company. )
I thought it was 2. After 1st year no substantial raise in inflationary market (check against price of gold) start shopping your resume. You usually get your raise from your new employer.
In a previous lifetime, my boss retired before she did our annual evaluations. HR decided everyone would get 3s regardless of what happened. That year they also implemented bonuses and training opportunities for employees who earned a 3.5 or above. Oh and yeah, 5s were also never to be given under any circumstances.
My last review at my last job, the boss told me upper management told him that he was "forced" to write everyone's weaknesses.I later found out that was a lie. He started just going over all his personal gripes with me. It wasn't even that bad, but it wasn't exactly accurate either. I wouldn't have cared if he was offering constructive criticism or I was actually a bad employee. But the rules were, at our workplace, that new issues were not supposed to be brought up during review time. If they had issues, they were suppose to work with you to improve things at the time they occurred and review time was supposed to be a check on how things were going. It was frustrating to say the least.
Reminds me of a time in the Air Force, where one of the folks I worked with won Airman of the Year, for the entire Base...and got a 4 (of 5) on their performance review...because all the 5s 'had already been given out'
Yep. I successfully argued for a single 4 in one of my seven or eight assessed skills in my last review, but wow, it was like pulling teeth! All the other scores were 3s, and even with the 4, I still only received the usual 3% raise that everyone gets.
Same. I have numbers that prove I’m doing between 20-50% more work than my peers but I’m told I do the same amount of work as everyone else. So now, I just slow down and actually do the same amount of work as everyone else. Why work harder than everyone else just to get the same review as everyone else? Might as well take my time, not take on extra projects and have less stress in my life.
Had this exact example at one of my jobs. New HR lady told the managers that no one should be given a 10 in any of the categories. I think that everyone who worked there got at least 1 perfect mark. The HR lady was really pissed but every manager and even the owner just laughed at her.
This is EXACTLY what the hospital I worked for did! So our system broken down into 5 categories (4 applicable to our jobs and 1 was not). I got 4’s in the job related categories but a default of 3 in the non applicable. So my average was below 4 so my overall was a 3 which afforded me a 2% raise. At another hospital where I was a supervisor in order to give a 4 or higher, I had to submit over the top performance documentation and make a case for the staff that over performance was their normal AND THAT I had permission to approve the over performance. IN FACT! I was called into a meeting and coached on how to just get the max performance out of en employee while keeping them off the radar for a higher raise; I was advised a few write ups a year should work! So glad I left healthcare!
This happened to me and I politely put in my two weeks without a second thought. I told myself instead of acting my wage I would just excuse myself and now I work a job where my efforts are highly appreciated and I get a raise every 6-8 months based on reviews.
Worked at a union hospital which broke down and agreed to performance evals and raises but it was a joke because the whole thing was really about cost containment because the manager was given a budget say 2% and if they gave someone 4%, they were supposed to give another person 0% to keep the budget at 2% across the board! But everyone thinks performance evals are great as they think they are great workers but it isn't about that its really about saving money! Turned out some managers didn't follow this and gave their workers great evals, but my manager gave most of us just 3's meets expectations and after a few years it was done away with back to a flat raise for everyone instead.
I was an instructor for an adult “English as a 2nd Language” center and our grading system was 50% - 100%, however, we were officially told to NEVER give a student less than 80% (it causes them to give up and drop the course so the school would have to refund their money and would miss out on re-enrolment into the next level) and we were never allowed to give more than 90% because there’s “always room for improvement.” When instructors questioned this grading system, we were told “that’s just the way it is and to use the grading range provided.” 🙄
Yep...experienced this exactly in my last review...despite a 400% increase in the workload. Not going to worry about it this year. Just proceeding on a pass/fail basis.
I used to work at a gas station. For my first yearly review I got all 5s from my manager. The district manager came in the next day yelling at my boss for giving me such a good review. He said a review like that means I would be up for getting my own store. I don't understand why that's a bad thing, I would have rocked it and made them lots of money. The DM did hate me though because I didn't let him push me around like everybody else. It's all good, I have an awesome job now.
It’s the perfect way to no longer motivate anyone who would go above and beyond. It’s even worse if your manager is insecure and jealous and takes it out on you for 3 years and no one does anything to help you when you bring it up to the correct departments. Good times….
10000% That's when all those little things you do to make things run smoother stop happening. Consumables stop magically being refilled, there no time for quick favors, little oversights aren't addressed before the big boss(es) see, and all communications are pleasant but not friendly. You want a drone, you'll get one--single-mindedly focused on our own work and strict adhereance to policies. These companies get complacent and forget that great employees are multipliers in that they do more but they make everyone around them work better, too.
This is an insane response and it's what happened at my last job. HR never noticed how it was a morale killer and why should anyone every go above and beyond if it wasn't going to actually be recognized?
That's why nobody goes above and beyond anymore. If you just do the basic job description, you're getting what you pay for. I did that at my last job. I was making fifteen an hour for a few years. being a jack of all trades in the industry. They hired a new dude, making eighteen an hour. All he did was wash things and buy fish. I eventually got the eighteen dollars an hour that he got [The uppers being pissed that we discussed wages]. But continuously got complained about for overtime, while they wouldn't hire anyone else. [Would it make it faster? "No, but you wouldn't have to pay overtime"] When I left, it took a couple months. But shit hit the fan. Lost two other good working employees, stuck with people who put paper towels to improve their product weight. When I left, there was an industrial dumpster; when you drive by now, it's got the cutest dumpster. Like tiny, cute and clean.
I know someone who did great work for his employer but got a shabby performance review. So he dropped his productivity to about 40%. The next year he got a better review. I think they got the message.
or just had NFI as to just how well employees were working ... Last year - he worked hard, shabby review This year - he did bare minimum, yet management thought "well done" ...
Same thing happens in education. Each year I start out with lower numbers, and at the end of the year my "scores go up to show growth"... but then I start the next year with low numbers again... *eyeroll*
Since so few companies can manage this process without insulting and losing the trust and respect of their employees, I suggest they just stop doing it.
We do a 5 point scale as well and a manager needs concrete examples of significant above and beyond performance expectations to give a 5 score. They have to sit down with HR and lay out their reasons and evidence it's taken so seriously. 3's and 4's are very typical and I've always gotten 4's except the first year of covid cause we were all just sort of hanging on at that point. On the same note, anything below a 3 and HR wants to have the same meetings but to explain your reasoning behind giving a low rating with a PIP (performance improvement plan) ready to go. They used to try tying raises and bonuses to the overall rating employees received but it backfired when all the managers just started giving all the employees a 5 to make sure they got the highest amount possible. We stopped doing that shortly after and they implemented the above mentioned rules.
There’s a huuuuuge IT company that has unofficially (because managers aren’t allowed to tell anyone) put quotas on all performance reviews. Managers HAVE to give out mostly meets and must have 2 ‘does not meet’. Doesn’t matter if they actually do. My husband fought for one of his people that was given a ‘does not meet’ even though there was zero validation for it. He got it changed and decided he didn’t want to be a manager for… uh… that company that used to treat their employees absolutely fantastic.
My job is like that. They do the same thing where you can give a lot of good points but you have to have at least one thing on there that has to be negative. It’s such crap.
I worked in a similar system. Four quarterly bonus were available, but getting the maximum bonus (only £250) was almost impossible. The vague requirements to achieve it, and Manager’s discretion on who got it and how much they got, was soul destroying. I also discovered, after tricking a manager into admitting it, that nobody EVER got a 4th bonus even if they got the first 3. That was a company called Percepta, who provided sub -contracted customer service for the luxury car manufacturer, Jaguar.
ohhh this effing "grading scale" made me so mad... I never had to go through it until my last job, and I swear, I was trying to be humble and marked "Meets Expectations" on mostly everything, but not _everything_ because I really did feel like I went above and beyond with my work. Then when it came time for our "yearly review" .... yep, manager marked ALL of them "Meets Expectations"... It felt like a slap in the face.
Same. I have a manager with extreme favoritism and got a “mostly met expectation” even though I went above and beyond. The evidence of my work is out there. She just chose to not see it despite me bringing them up. 😢
This happened to me serveral times at Cigna many years ago. I was routinely given the most difficult internal managers to work with as customers because of my interpersonal skills and no one else on the team wanted to deal with them....and I got good results. One year I was nominated by two customers for special achievement awards and my manager still only rated me as "meets expectations". That was the year I left and started my own business. That was 34 years ago and I have never regretted my decision. Among other things, I've had a great "boss" all these years. 😅
Truth! As a manager who has to explain this year after year, this is reality. I've had to make similar comments to my employees. For managers who go through this, track what your employees do throughout the year to make sure you have specific examples of why they should or should not be rated a 4. I use these to explain rationale to my employees and make cases for higher ratings to Sr. Leadership. Finally, have 1:1 cadences with your employees and periodically talk about what they are doing against their yearly review. That way, there are nosurprises at the end of the year.
This is so accurate. My annual review was unacceptable to me. I work customer service and while my tickets were “phenomenal “ per my manager and my tickets are the best our our team, i still received a 3 out of 5.
This happened to me in my first review last year. I got a 2/4 - needs improvement or a new hire. My boss said i was slow picking up the very complicated technical work we do, but I was a new hire so it was a 2. I said, yes, it's extremely over engineered but I'm learning every day! He said the guy who quit said it sounds only take 6mo! I laughed in his face, but I never signed off on that.
Friggin 'Bell Curve', AMEX had it when I was there a while ago. All I can say is a bell curve is directly related to the concept of a 'revolving door'. :)
This is sooooo true. When I started the role I'm in now, I asked my manager what does a "5" performance review look like, she told me she's never given one of those. She's been with the organization for over 10 years. The system is rigged.
God I remember being devastated during my review for my internship in undergrad. My supervisor kept saying "I never give out exceeds expectations because there's always room for improvement" then why even have that option??
Jack Welch popularized this approach - wasn't exactly like this, but close: a 1 was a top rating, and under 1 in 20 got this. A 2 was 'exceeds' and 70%) got a 3, and 5% HAD to get a 5 - and go on a 'performance improvement plan'. One boss described 2 as "walking on water" and 1 as "walk on water but your feet don't get wet."
Just retired from being CFO of international professional services firm. I can barely watch these - you are so spot-on. This was virtually word for word. So glad to be DONE!
Hahaha. So true! I was working my ass off. Involved myself in projects, worked overtimes, helped others with their duties. My manager gave me exceeded expectations, however, his manager said we cannot have such precedense so he jad to lower it, so everybody got "met expectations". I felt truly motivated.
Must have been in our explanation of reviews meeting. Which was after we’d already done our self review portion. So while I based my response on how the ratings were described on the review, management’s explanation/view bumped the scoring down a point or two. If that’s how they “see” to scoring then that’s how it should be described on the self review process side. Otherwise it tells the employee that management thinks less of them and the work they did/do.
Yeah I remember getting a 100%. Literally got it for the ego boost. The shit I had to do. Had to hit double the KPI, ensure I was on top of the sales scoresheet, kiss my bosses ass to show "enthusiasm" and was it worth it? Got sacked 6 months later for "not caring" after I exhausted my data trying to hit that 100% but there was no additional data added from the higher ups. Their justification? "You exhausted your pipeline too fast" Kinda makes you think 🤔
yeah, this is ridiculous 😂 the only part of this job that I genuinely despise is evaluation. our company gives out what in this scenario would be "3.5s" to people who qualify for 4 pointwise but who are not the chosen few. so it's a ME with a bigger bonus.
Let me guess. The one who got a 3 of 5 did the following: Late only 4 times of the whole year. Worked the holidays when being offered not mandatory. Worked extra hours on the weekends. Worked 10 hours a day at times. Took less personal time off Got overall great reviews by the client. So. They got a 3 of a 5 score. They have 4 years of experience Meanwhile... The other got a 4 of 4. They were late at least 15 times throughout the year They only worked the bare minimum They took 3 weeks of personal time off The quality by the client was questionable. Didn't work at all on the weekends. And also, at times, would leave early for "personal issues" And she's the boss's cousin. Experience level of only 6 months Guess who got the promotion?
Same at my job. Everyone got a 3 or less no matter what they did over the course of the year. My manager blamed the HR team saying that they were not allowed to give anyone a 4 or a 5, and that they had been told that the ratings would be low so no one would feel like they might be entitled to more than a 2% raise. And, yes, we are all looking for new jobs since inflation is around 11%.
These videos are so realistic they're actually enraging. It's bad enough for my mental health to hear these things at work; now I get to hear them on personal time, too.
I had been assigned to a new supervisor once when I was still in the military at the same time my annual review was due. He came to me with the review to sign. He had marked everything at 3 and told me to move everything to the right. And, of course, sign here. That was my review and counseling. Every other review prior to that had been 5's, so when I got a 3, it caused me some problems. Second worst supervisor in my career. Thanks Sgt. Bradley. I've never forgotten the lessons you taught me in being terrible.😊
For 7 years I got 5/5 on my reviews and annual 8-20% raises with stock option grants. Then the company ran into financial difficulties. Instantly I was a 3/5 and "we no longer give stock option grants except to VP levels". I asked my manager "were you forced to give everybody 3/5?" "well, not exactly". "How many 5/5's did you give?" silence. I did find one guy who got 4/5 because he had already warned 'em he was leaving if he didn't get a promotion, and to get the promo he had to exceed expectations. The years after he was 3/5 like the rest of us. I stuck it out a couple years thinking it'd get better but it never did. So... So long and thanks for all the fish.
Facts! I used to work for a large Health care company and this is true! It's like when JAYCO(Joint Commission) Came to inspect our Facility they'd have to find something out of line! As an example we had a medium size Corporate Kitchen off of our Great Room We met Commercial Kitchen Standards but they would always find some small infraction so they could make the Requisite Improvement Recommendations to satisfy their Superiors! Just playing the game!
I've been told almost this exact thing, and quite literally that there were quotas. I told them I'd be seeking new employment if that were the case (I knew they couldn't fire me without seriously damaging themselves), and that I was now only willing to reconsider if they treated me as a new hire for negotiating my raise and position. Of course I knew that they wouldn't, but I wanted them to understand that it was their policy that damaged their ability to retain me.
I've had this same conversation with a manager when being evaluated. "I can't think of anything you could improve on." Gave me a B. I asked about an A "only trainers can have an A" I was supposed to be a trainer and the day before it started they avoided me and suddenly a 2 week employee was the trainer. I asked if I can be a trainer "there are no spots open". Asked to move up "you can't move up with a rating less than A" great. I spoke to the general manager and told him what position I wanted to move up to. He said "look you would be perfect for that anywhere but here. If you leave and use me as a reference I will tell them you did have that position here so you can move up somewhere else." 🙄
Yeah, we had a similar system - merit increases were only given to those with a higher rating in their evaluation, reason given was that 'department was only given a limited pot of money, so had to prioritise any increases' - never mind those who were being paid well below the median for their role!
I liked my previous supervisor, as we have Danielson's framework for teaching and how we are evaluated is very clearly expressed. there's insufficient, basic, proficient and exemplary, and it's based on how we did that year (not over time). As a teacher in a public school, we don't have individual raises or bonuses. Generally new teachers (0-3 years) are often in basic, as they are just learning how to work on classroom management, etc. 4+ tend to live in proficient in most areas, then usually have 1-2 categories where they shine- relationships with students and families, professional development, curriculum, etc. Those categories are marked in exemplary. I think, at least in my district, because teachers evaluate others so often, we like a clear metric to base our own assessment. I have a different supervisor now, but the first one really did a great job breaking down why categories were assessed and used specific examples from work and classrooms.
Ive been fortunate to have management that was open about the criteria. If you were performing adequately in your role, it was a 3 (met expectations). If you were skilled enough to mentor others and occasionally cover for your leads, it was a 4 (exceeds expectations). A 2 (met some expectations) was not entirely uncommon for those who may have hired or transferred into a position above their actual skill level, and is a 'second chance'. If you got a 1 (did not meet expectations), you should probably polish up your resume. A 5 (far exceeds expectations) was reserved for those who truly went above and beyond, as in volunteer community outreach and the like, or for someone who took a position far below their actual skill level and should be promoted asap.
I've been in management for 26 years. It's always been a game of sorts, constrained by corporate guidelines. My best management experience was in an organization that did away with annual performance reviews but heavily relied on good, crucial conversations at all levels to achieve a fair and unsurprising salary action aligned with personal and organizational performance.
Started my business and things are tough. I kept thinking of just biting the bullet and going back to work for a company. Luckily your skits remind me of all reason why I chose to go the entrepreneurial way.
I worked for a company who did a version of this. The better your review, the higher your raise. It incentivized management to give poor reviews. Not only do you not get a decent raise, you also don't have an honest appraisal of your work.
I used to deploy Healthcare systems for a company. Did a good job but always got a 3. My manager told me it was a high three. I got emails of thanks from customers for going above and beyond and job offers. Deployed things on time and with almost no issues. Partook in improvement initiatives in the company and company environmental social clubs. I created tools and documentation for my team during my down time. When I asked why a 3 and not a 4, he said I didn't deploy systems ahead of schedule. This didn't make sense as I was not a project manager and was working on big enterprise projects that involved multiple vendors. Was also told I didn't sit in on interviews. Which didn't make sense either because we had a hiring freeze. They just make stuff up so they don't have to pay you more. That year, we lost 30% of the implementation team at that branch for multiple products. That year I got a big raise as a market adjustment along with a promotion and another raise during my evaluation.
Same here. I was told I had to have room to improve "each year". When I asked why I couldn't be graded on my actual performance which they said was fabulous and more than they expected.
I literally had this EXACT conversation. In my first year at a company, I did my self-evaluation and gave myself a few 4s and 5s (I exceeded my target revenue goals by 100%) and my manager said almost these exact words. He asked me to lower them haha. Good guy, he was just telling me what corporate told him to say.
I worked for the Department of Defense under NSPS and this is exactly how it was. 5s were reserved for higher headquarter employees, while field units were only allowed to give about 15% of employees 4s. Your pay raises were dependent on your rating. Even if you exceeded all your SMART goals and were the top performer, you could not get a 5.
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You got a 'meets expectations'.
"But I went above and beyond"
Yes, we expected that.
You can't win 😏
Yup! “Above and beyond IS the expectation and you met that.” Was once said to me…never again!
She's done a short about this before too.
Ouch.
Bazinga! I was always being told that I met expectations because they expected me to go above and beyond.
This manager is actually very real for admitting she’s not sure either. Honestly positive and realistic interaction 😂
I agree, I would rather hear the true reasons. Sticking to the bs only provoking anger and questions self worth of employees (which is sadly why companies do this)
Or, maybe this is just extraordinary writing.
Last year, my supervisor (we're in HR) told me that a 5 is reserved for those who are perfect, and because no one is perfect, no one gets a 5. In an email later that year, she wrote that I was a perfect employee who was ready for the promotion to HR Business Partner, and I joked that I would expect a 5 in my performance review. She gave me a 3/5, which meant no promotion. So, I left 2 months later.
Never joke with HR, no matter how human they present, they've been broken into bitter robots.
@@jolenetheredhead9761 lol not even HR can joke with HR 😂 I promise that not all of us are like that 🙂 I would rather lose my job protecting employees than screwing them over for a company's financial benefit. At the end of the day, I'm an employee too and desire a livable wage and good working conditions.
So, you gave the company a "2". Probably more than they deserved.
Yeah, mockery doesn't get you far in business 😂
Sounds like a lesson learnt to me
It's also fun to get those reviews from someone who didn't really know your work.
Or your worth to the company.
This happened to me at my last job so I left.
So true! After 7 years of great reviews (when they were actually done) my new, unqualified supervisor was nasty. I just wrote on it that I did not agree with what was written because I am very good at what I do.
Talking to another employee we said that if she left the office maybe she’d know what we did and not depend on her snitch(es).
🙋🏻♀️ Literally dealt with this from someone who proceeded to promote everyone on her team who consistently meet ALL of their metrics.
Yep, a manager who only managed but never did computer code or reviewed code or tested the code...how do they know what was actually done?
Yep, this is where "Acting your wage" starts to kick in.
"Acting your wage", I like that. Fortunately I no longer need to use it, but I'd have loved to have had it in my armoury before I retired.
I work my wage
@@kindredspiritzz66me to.
Totally.
I had a "perfect" employee. He always went above and beyond, he never missed, always on time. I gave him a five and was overruled by upper management!
WOW!!! Because less bonus for them? This type of environment does not make for great employees. I am sorry that happened to you and him as you couldn't do anything about the outcome. How frustrating!
How long after that did the person quit? Hours or days?
I’d overrule upper management. If they want to manage my team they can fire me. Otherwise, I’m managing my team.
Said that once to HR, and they stepped back. I’m not going to let random people give bad reviews to my team. I’m the only one who can 😂 (To be fair they didn’t that many elements, and it’s all things I had to get involved in training or in process adjustments, so make sense that manager handles this).
At my last job I had a great boss like you and always got at least a couple of 4s. There was the same rule but no promotion opportunities because our place was small - in an international business so everyone was fine with this. Of course they closed us down. We had a long project that was prolonged for a couple of times because of Covid and other reasons. The developement of the device was nearly finished. 😭 I believe they not only wanted to use this small lump of money to "centralize" and "integrate" our knowledge but also they were angry because we had a good time.
Never work for a company where your boss's success depends on your failures.
As a manager, this is the WORST part of management. I hate it so much. There is no way to accurately capture the work someone actually does, and if you have a team that consistently outperforms, you cant recognize them.
Absolutely. Drove me crazy when I took on an administrative role at a hospital. I think I drove them crazy too, to be fair, since I kinda chronically fussed about it.
@SGC511 my boss and I constantly complain about it, too. We reward where we can though.
My company expects us to rate our teams based on a bell curve. It matters less what people did, and more that the team overlays with that curve as close as possible. Makes it really hard when my team has been shrunk to one direct report. I guess he's meant to get "meets" no matter what he does.
Same 😭
This year, I brought reciepts. My self-eval was basically a resume of the work I did last year, and it printed out to 4 pages. My boss was impressed, but all I could think was, "I told you that you have no idea what we do".
Literally had this conversation with my supervisor last week. Dude said I was solidly on expectations. I’ve been here for six months, been given three excellence awards, worked massive overtime, revamped several systems, and am now considered a senior member of staff and the “expert” on several processes. At this point, I think the only way to get a four is if I clone myself for the same pay.
This system is BS. I always went above and beyond and only ever got meets expectation. Even had a boss who made up a complaint against me which I never heard about until the day of my evaluation. When I asked for details of the complaint, who, when and why, he only gave me generic responses. I refused to sign my evalution until the so called complaint was removed.
And so you know everyone on the planet and are "qualified" to make such a statement and that bosses are never wrong..??? 🤔
Makes perfect sense, they expected you to go above and beyond :-)
Catch is, if you always go above and beyond, those WILL be their expectations of you.
That stinks! I received a "fail" on something that wasn't even a requirement, not an SOP, but!!! I should have known better and did it anyway??!! I argued to no avail. I wrote it would be the same as getting a speeding ticket in a state that had no speed laws, so I am required to know what the speed limit should be? Makes no sense! No law no foul.
It doesn't matter; the higher the score, the more of a percentage of a raise they give. It got to where it seemed they started making up things to catch you at failing. Things that were not a violation before are now being considered as such. What a bunch of control freaks!! Instead of "if you do this, it's a fail, if you do that, it is a fail"; shouldn't a company want to create a more positive environment for success? If an employee succeeds, then the team succeeds; if the team succeeds, then the manager succeeds, and so on. Working with the public was bad enough, without thinking if I say something they consider a violation,/fail, (I didn't smile enough??? or something as such). WAAAAY too stressful!!! 😵💫
@dewaltaholicuk5435 Other people I worked with always complimented me on my work and how good I was with patients, being invested in there well being. Others in my position were either talking with their kids on the phone all day or listening to music. But only 1 person was ever given above expectations. She was the one on the phone with her adult kids. But she was the only spanish speaking person in the office and the boss bent over backwards to keep her even though she was always on the phone and falsified patient evaluations.
Looks like the room for improvement is finding a role at a different company.
My standard attitude is you get your raise from your NEXT employer, whom you actively work to replace after the first year.
Doesn't matter, they're all the same.
BINGO!
And corporations can’t understand why you don’t want to be at their beck and call 24/7. Crazy eh?
I had my last review in person. My supervisor told me that I went above and beyond in my work and the people that work in my department like me and know I will get anything they ask me to do, done.
Then i got the review online and everything was marked 'Meets expectations'. I was like WTF?!? It doesn't matter though as everyone gets the same raise amount, including the people that just show up to work. What's the point??
You went above and beyond without asking for anything in return for too long, so now it's expected of you to do that. Congrats on the 3 tho, well earned 🤗
This is the exact reason turnover exists. I love when a 3 leaves and the company scrambles to hire 3 to 4 people to place them.
Been there done that.
This is nearly verbatim what Spectrum Communications says. They have scores of 1-5 but no one gets 5 because then they would have to be promoted.
With that logic, if they want to promote, then they would give that person a 5!
Why? Someone can do a perfect job and not want to be promoted. In their system, unless you want a promotion you can never get a good score. Wtf
Had this exact conversation with a supervisor on my end of year review... realized real quick being a tier 5 only brings problems. 😂
This tracks. Got a 5 this year and got promoted. Last year got a 3 mid way through position.
@donnabacon4681 They don't promote above a certain level which is why I left.
No one is given a 5 is bad, and at the same time these places often demand that on any customer feedback you ALWAYS get a 5 or it is assumed you obviously did something wrong and need to be punished.
My last manager marked me down for things beyond my control such as profit margins on jobs.
I would consistently get 4/5 only to get laid off or pushed out anyway. When companies behave this way, I start to doubt the point of overachievement.
Same, I would consistently get 4 and now I'm wondering if I did too much lol.
There is no point to overachievement. I consistently got 4s. I wrote an application that saved the company $35M annually (sounds like BS, it's not) by allowed them to operate at 87% efficiency rather than 65% and needing to roll out new circuits.
Still got laid off.
Never again will I work that hard for a company.
@@TheMrMused I believe it, as mere a side project on my data entry team in my first IT job, I wrote some scripts that saved the company $120K per year in gained productivity because it removed 30 minutes of downtime every morning for a team of 4 data entrants. There's all sorts of stuff you can do to improve efficiencies that can save a bunch of money. So a seasoned professional dev working at a company using over $100M in resources saving tens of millions in efficiency improvements makes perfect sense
@@allalala9916 So expecting a company to act like a reasonable entity is too much? You know what that sounds like? It sounds like the "free market" needs to be regulated a bit. If companies can't be reasonable on their own, then legislate them into being reasonable.
Not everyone has the aptitude to run their own business.
I'm an introvert. I'm damn good at what I do. I don't want to do what I do .. and what marketing does .. and what customer service does .. and what payroll does .. and what accounting does .. That's just a stupid, stupid suggestion.
@@TheMrMusedthe EU does this a bit better. It also makes it very hard to fire horrible people who make everyone else miserable.
This system blunts creativity and productivity. In my early 20s I ran a charity. The organization didn't have a job description for me, so I wrote one for my position. I also created from nothing a Policy and Procedures Manual and a Guest's Handbook, all on my own initiative. When in my first yearly review I also got a 3 out of 5, with the same reasoning (you have invisible room for improvement) I lost the fire to do my best. I did have my hands full dealing with a dysfunctional board of directors, and I got the things done that I wanted, so it didn't matter too much. But it's so much harder to soar when your feathers are plucked like that.
"harder to soar when your feathers are plucked.." such a great way to put it! ❤
We use to have that sort of thing as hourly employees. At the three yr mark, having never missed a minute of work I received a 3/5 for reliability. I asked just exactly did I have to do to get a 5? Was told it's impossible. Then found out the lead's buddy got a 5. Back then you could call off 3 days without a doctor's note and it counted as the same 1 point. Guess who had a long relaxing weekend. 😅
This is so relatable! We just had something similar implemented at my workplace. The higest grade is ”extraordinary” which nobody got. The woman from HR stood there talking to us as if we were morons. She told us nobody in her departementet got extraordinary either, and she still didnt see why we were unhappy with the new system.
How dare you not want a raise based on your actual performance??
Hated that shit. Worked for a place where it was 1-5, 5s were not allowed. I bet you can figure out what you needed to score on a review to get any raise at all.
At a Fortune 25 company, this sucky demotivating system was not tied to our paltry 0-3% raises but we were paid enough to eat. I still did work that got the "walks on water" and "a god" ratings a couple years, for the challenge of the task not the ratings. Work was fun there. I would help in different depts as needed.
It's disgusting when these determine raises & bonuses (for some it's life & death level bonuses) tied to a manager's ratings.
Suitjacket seems reasonable today.
She could have said, "So it's basically a 3 out of 4, then?"
It seems that since only 6 people can get a 4, then it's a 3 out of 3 in practical usage.
My thoughts exactly!
@@christiedecker2724no doubt the ceo's favorites
Only 6 employees are allowed to get a 4… I’d assume those 6 employees are from leadership, and who gives those reviewed… oh yeah the leadership
I'm going to guess that at least one of those six are sleeping with management.
The blonde@@russs7574
If you base the score on ANYTHING else but the employee's personal performance, it automatically means it BS.
I once got a composite score on a performance review that was less than 0.1 away from “Exceeds Expectations,” and my supervisor at the time even said, “If I thought it would make a difference in performance-based pay increases, I would bump it up a bit.” Six months later, guess who missed out on a raise because they only met expectations. 😒
I had a job that held a similar view on like restricting how many people can get a 4 rating and no one is supposed to get better than that. Worse your raise was directly tied to that rating so a 4 got a better raise than a 3.
My manager legit told me one year that I shouldn't tell my coworkers I got a 4 because the party line this year was that no one got 4 and everyone was at a 3. 😂😂😂
On the one hand I'm like, oh well at least they appreciate me. On the other hand I'm like "who else did they say that too" and "asking me to lie to coworkers about salary affecting information is awfully close to saying not to discuss salaries which is illegal"
I definitely told a few trusted people to see what other people were being told. They were PISSED that management lied to them. Found out before i left that i was 1 of like 3 people in the company ( out of like 50000) who were given the 4 anyway and asked to keep quiet about it.
the thing is you don't actually need that good performance reviews and promotions to survive. You just have to switch companies every ~3 years for better pay
This is correct
I've been laid off twice in the past 3 years and each time I got myself a massive raise lol
When a coworker thinks they deserve better pay for doing their job, I ask them if the ever send the power company extra money. They answer "no, that's a waste of money." -- Exactly -- the "proper" wage is: how much does it cost to get a capable person to come back tomorrow. Any more is a waste of money. Any less will loose the employee or only bring in incompetent workers. It's just business. (And it socks. And I'm just a co-worker; if I wanted to be in charge, it would be at my own company. )
@@brucebennett5759 Spot on. I'm in a postion to have some insight into these things, and my experience is the same.
I thought it was 2. After 1st year no substantial raise in inflationary market (check against price of gold) start shopping your resume. You usually get your raise from your new employer.
In a previous lifetime, my boss retired before she did our annual evaluations. HR decided everyone would get 3s regardless of what happened. That year they also implemented bonuses and training opportunities for employees who earned a 3.5 or above. Oh and yeah, 5s were also never to be given under any circumstances.
My last review at my last job, the boss told me upper management told him that he was "forced" to write everyone's weaknesses.I later found out that was a lie. He started just going over all his personal gripes with me. It wasn't even that bad, but it wasn't exactly accurate either. I wouldn't have cared if he was offering constructive criticism or I was actually a bad employee. But the rules were, at our workplace, that new issues were not supposed to be brought up during review time. If they had issues, they were suppose to work with you to improve things at the time they occurred and review time was supposed to be a check on how things were going. It was frustrating to say the least.
Reminds me of a time in the Air Force, where one of the folks I worked with won Airman of the Year, for the entire Base...and got a 4 (of 5) on their performance review...because all the 5s 'had already been given out'
Yep. I successfully argued for a single 4 in one of my seven or eight assessed skills in my last review, but wow, it was like pulling teeth! All the other scores were 3s, and even with the 4, I still only received the usual 3% raise that everyone gets.
Same. I have numbers that prove I’m doing between 20-50% more work than my peers but I’m told I do the same amount of work as everyone else. So now, I just slow down and actually do the same amount of work as everyone else. Why work harder than everyone else just to get the same review as everyone else? Might as well take my time, not take on extra projects and have less stress in my life.
Had this exact example at one of my jobs. New HR lady told the managers that no one should be given a 10 in any of the categories. I think that everyone who worked there got at least 1 perfect mark. The HR lady was really pissed but every manager and even the owner just laughed at her.
This is EXACTLY what the hospital I worked for did! So our system broken down into 5 categories (4 applicable to our jobs and 1 was not). I got 4’s in the job related categories but a default of 3 in the non applicable. So my average was below 4 so my overall was a 3 which afforded me a 2% raise. At another hospital where I was a supervisor in order to give a 4 or higher, I had to submit over the top performance documentation and make a case for the staff that over performance was their normal AND THAT I had permission to approve the over performance. IN FACT! I was called into a meeting and coached on how to just get the max performance out of en employee while keeping them off the radar for a higher raise; I was advised a few write ups a year should work! So glad I left healthcare!
Writing people up just to keep them from getting a good score and a raise? That's diabolical.
@@pendlera2959 No, that's totally fucked up.
This happened to me and I politely put in my two weeks without a second thought. I told myself instead of acting my wage I would just excuse myself and now I work a job where my efforts are highly appreciated and I get a raise every 6-8 months based on reviews.
Former hospital manager too. If you had gotten a 4, your raise would have been 2.1%.
Worked at a union hospital which broke down and agreed to performance evals and raises but it was a joke because the whole thing was really about cost containment because the manager was given a budget say 2% and if they gave someone 4%, they were supposed to give another person 0% to keep the budget at 2% across the board! But everyone thinks performance evals are great as they think they are great workers but it isn't about that its really about saving money! Turned out some managers didn't follow this and gave their workers great evals, but my manager gave most of us just 3's meets expectations and after a few years it was done away with back to a flat raise for everyone instead.
I was an instructor for an adult “English as a 2nd Language” center and our grading system was 50% - 100%, however, we were officially told to NEVER give a student less than 80% (it causes them to give up and drop the course so the school would have to refund their money and would miss out on re-enrolment into the next level) and we were never allowed to give more than 90% because there’s “always room for improvement.” When instructors questioned this grading system, we were told “that’s just the way it is and to use the grading range provided.” 🙄
Yep...experienced this exactly in my last review...despite a 400% increase in the workload. Not going to worry about it this year. Just proceeding on a pass/fail basis.
I used to work at a gas station. For my first yearly review I got all 5s from my manager. The district manager came in the next day yelling at my boss for giving me such a good review. He said a review like that means I would be up for getting my own store. I don't understand why that's a bad thing, I would have rocked it and made them lots of money. The DM did hate me though because I didn't let him push me around like everybody else. It's all good, I have an awesome job now.
Don't tell me. You got your own store?
@@AuntLoopy123 Of course not. The DM made her change my review scores.
It’s the perfect way to no longer motivate anyone who would go above and beyond. It’s even worse if your manager is insecure and jealous and takes it out on you for 3 years and no one does anything to help you when you bring it up to the correct departments. Good times….
10000% That's when all those little things you do to make things run smoother stop happening. Consumables stop magically being refilled, there no time for quick favors, little oversights aren't addressed before the big boss(es) see, and all communications are pleasant but not friendly. You want a drone, you'll get one--single-mindedly focused on our own work and strict adhereance to policies.
These companies get complacent and forget that great employees are multipliers in that they do more but they make everyone around them work better, too.
Insecure and jealous management? Never heard of such a thing.
I think this is one of the most accurate skits that you have done. It flows from corporate to retail workers.
This is an insane response and it's what happened at my last job. HR never noticed how it was a morale killer and why should anyone every go above and beyond if it wasn't going to actually be recognized?
That's why nobody goes above and beyond anymore. If you just do the basic job description, you're getting what you pay for. I did that at my last job. I was making fifteen an hour for a few years. being a jack of all trades in the industry.
They hired a new dude, making eighteen an hour. All he did was wash things and buy fish.
I eventually got the eighteen dollars an hour that he got [The uppers being pissed that we discussed wages]. But continuously got complained about for overtime, while they wouldn't hire anyone else. [Would it make it faster? "No, but you wouldn't have to pay overtime"]
When I left, it took a couple months. But shit hit the fan. Lost two other good working employees, stuck with people who put paper towels to improve their product weight.
When I left, there was an industrial dumpster; when you drive by now, it's got the cutest dumpster. Like tiny, cute and clean.
I know someone who did great work for his employer but got a shabby performance review. So he dropped his productivity to about 40%. The next year he got a better review. I think they got the message.
or just had NFI as to just how well employees were working ...
Last year - he worked hard, shabby review
This year - he did bare minimum, yet management thought "well done" ...
Same thing happens in education. Each year I start out with lower numbers, and at the end of the year my "scores go up to show growth"... but then I start the next year with low numbers again... *eyeroll*
Since so few companies can manage this process without insulting and losing the trust and respect of their employees, I suggest they just stop doing it.
We do a 5 point scale as well and a manager needs concrete examples of significant above and beyond performance expectations to give a 5 score. They have to sit down with HR and lay out their reasons and evidence it's taken so seriously. 3's and 4's are very typical and I've always gotten 4's except the first year of covid cause we were all just sort of hanging on at that point. On the same note, anything below a 3 and HR wants to have the same meetings but to explain your reasoning behind giving a low rating with a PIP (performance improvement plan) ready to go.
They used to try tying raises and bonuses to the overall rating employees received but it backfired when all the managers just started giving all the employees a 5 to make sure they got the highest amount possible. We stopped doing that shortly after and they implemented the above mentioned rules.
There’s a huuuuuge IT company that has unofficially (because managers aren’t allowed to tell anyone) put quotas on all performance reviews. Managers HAVE to give out mostly meets and must have 2 ‘does not meet’. Doesn’t matter if they actually do. My husband fought for one of his people that was given a ‘does not meet’ even though there was zero validation for it. He got it changed and decided he didn’t want to be a manager for… uh… that company that used to treat their employees absolutely fantastic.
My job is like that. They do the same thing where you can give a lot of good points but you have to have at least one thing on there that has to be negative. It’s such crap.
I worked in a similar system. Four quarterly bonus were available, but getting the maximum bonus (only £250) was almost impossible. The vague requirements to achieve it, and Manager’s discretion on who got it and how much they got, was soul destroying.
I also discovered, after tricking a manager into admitting it, that nobody EVER got a 4th bonus even if they got the first 3.
That was a company called Percepta, who provided sub -contracted customer service for the luxury car manufacturer, Jaguar.
ohhh this effing "grading scale" made me so mad... I never had to go through it until my last job, and I swear, I was trying to be humble and marked "Meets Expectations" on mostly everything, but not _everything_ because I really did feel like I went above and beyond with my work. Then when it came time for our "yearly review" .... yep, manager marked ALL of them "Meets Expectations"... It felt like a slap in the face.
Same. I have a manager with extreme favoritism and got a “mostly met expectation” even though I went above and beyond. The evidence of my work is out there. She just chose to not see it despite me bringing them up. 😢
This happened to me serveral times at Cigna many years ago. I was routinely given the most difficult internal managers to work with as customers because of my interpersonal skills and no one else on the team wanted to deal with them....and I got good results. One year I was nominated by two customers for special achievement awards and my manager still only rated me as "meets expectations". That was the year I left and started my own business. That was 34 years ago and I have never regretted my decision. Among other things, I've had a great "boss" all these years. 😅
Truth! As a manager who has to explain this year after year, this is reality. I've had to make similar comments to my employees. For managers who go through this, track what your employees do throughout the year to make sure you have specific examples of why they should or should not be rated a 4. I use these to explain rationale to my employees and make cases for higher ratings to Sr. Leadership. Finally, have 1:1 cadences with your employees and periodically talk about what they are doing against their yearly review. That way, there are nosurprises at the end of the year.
Corporate speak only managers can receive fours there are only six managers on staff
Your last suggestion is like the old interim reports in junior and senior high school.
This is so accurate. My annual review was unacceptable to me. I work customer service and while my tickets were “phenomenal “ per my manager and my tickets are the best our our team, i still received a 3 out of 5.
This happened to me in my first review last year. I got a 2/4 - needs improvement or a new hire. My boss said i was slow picking up the very complicated technical work we do, but I was a new hire so it was a 2. I said, yes, it's extremely over engineered but I'm learning every day! He said the guy who quit said it sounds only take 6mo! I laughed in his face, but I never signed off on that.
Where I work we don't even tie pay or bonuses to reviews, yet its still nearly impossible to get a review that's better than "meets".
Friggin 'Bell Curve', AMEX had it when I was there a while ago. All I can say is a bell curve is directly related to the concept of a 'revolving door'. :)
My old supervisors actually ADMITTED this exact thing. There's no such thing as reaching the top, because no one is perfect.
Literally every performance review I got! Even though I took on extra district responsibilities 😒I don’t do that anymore
This is sooooo true. When I started the role I'm in now, I asked my manager what does a "5" performance review look like, she told me she's never given one of those. She's been with the organization for over 10 years. The system is rigged.
God I remember being devastated during my review for my internship in undergrad. My supervisor kept saying "I never give out exceeds expectations because there's always room for improvement" then why even have that option??
Jack Welch popularized this approach - wasn't exactly like this, but close: a 1 was a top rating, and under 1 in 20 got this. A 2 was 'exceeds' and 70%) got a 3, and 5% HAD to get a 5 - and go on a 'performance improvement plan'.
One boss described 2 as "walking on water" and 1 as "walk on water but your feet don't get wet."
I remember our CEO telling me not to "praise" my staff so much if they do well so they don't get in their head. 🤡
Just retired from being CFO of international professional services firm. I can barely watch these - you are so spot-on. This was virtually word for word. So glad to be DONE!
Hahaha. So true! I was working my ass off. Involved myself in projects, worked overtimes, helped others with their duties. My manager gave me exceeded expectations, however, his manager said we cannot have such precedense so he jad to lower it, so everybody got "met expectations". I felt truly motivated.
Must have been in our explanation of reviews meeting. Which was after we’d already done our self review portion. So while I based my response on how the ratings were described on the review, management’s explanation/view bumped the scoring down a point or two. If that’s how they “see” to scoring then that’s how it should be described on the self review process side. Otherwise it tells the employee that management thinks less of them and the work they did/do.
and this is why no one goes ‘above and beyond’ because there’s not really a reason to try ❤
At least the manager was keeping it real. 😬😂
Yeah I remember getting a 100%. Literally got it for the ego boost. The shit I had to do. Had to hit double the KPI, ensure I was on top of the sales scoresheet, kiss my bosses ass to show "enthusiasm" and was it worth it?
Got sacked 6 months later for "not caring" after I exhausted my data trying to hit that 100% but there was no additional data added from the higher ups.
Their justification? "You exhausted your pipeline too fast" Kinda makes you think 🤔
yeah, this is ridiculous 😂 the only part of this job that I genuinely despise is evaluation. our company gives out what in this scenario would be "3.5s" to people who qualify for 4 pointwise but who are not the chosen few. so it's a ME with a bigger bonus.
Let me guess. The one who got a 3 of 5 did the following:
Late only 4 times of the whole year.
Worked the holidays when being offered not mandatory.
Worked extra hours on the weekends.
Worked 10 hours a day at times.
Took less personal time off
Got overall great reviews by the client.
So. They got a 3 of a 5 score.
They have 4 years of experience
Meanwhile...
The other got a 4 of 4.
They were late at least 15 times throughout the year
They only worked the bare minimum
They took 3 weeks of personal time off
The quality by the client was questionable.
Didn't work at all on the weekends.
And also, at times, would leave early for "personal issues"
And she's the boss's cousin.
Experience level of only 6 months
Guess who got the promotion?
Always and everywhere. No use complaining that night follows day.
Strangely, its always the team of six managers that get rated as 4 each year
Totally agree...!!! I hate that kind of performance scales..!! No matter what you never receive the highest 🙄🙄🙄🙄
This sounds like my last performance review at Crete Carrier.
Same at my job. Everyone got a 3 or less no matter what they did over the course of the year. My manager blamed the HR team saying that they were not allowed to give anyone a 4 or a 5, and that they had been told that the ratings would be low so no one would feel like they might be entitled to more than a 2% raise. And, yes, we are all looking for new jobs since inflation is around 11%.
A 2% raise is not even a cost of living raise. That's shameful !!!
These videos are so realistic they're actually enraging. It's bad enough for my mental health to hear these things at work; now I get to hear them on personal time, too.
I had been assigned to a new supervisor once when I was still in the military at the same time my annual review was due. He came to me with the review to sign. He had marked everything at 3 and told me to move everything to the right. And, of course, sign here. That was my review and counseling. Every other review prior to that had been 5's, so when I got a 3, it caused me some problems. Second worst supervisor in my career. Thanks Sgt. Bradley. I've never forgotten the lessons you taught me in being terrible.😊
This reminds me of IB grading. My teachers told us that we couldn't actually get an 8
Nigel Tufnel: "Ours go to eleven."
Aw, I thought I'd be the first to say that.
@@paulamarentette695 Do you know who else goes to 11? the videos on BBC News Online go to 11.
That’s a red flag to get the fuck outta dodge 😂
For 7 years I got 5/5 on my reviews and annual 8-20% raises with stock option grants. Then the company ran into financial difficulties. Instantly I was a 3/5 and "we no longer give stock option grants except to VP levels". I asked my manager "were you forced to give everybody 3/5?" "well, not exactly". "How many 5/5's did you give?" silence. I did find one guy who got 4/5 because he had already warned 'em he was leaving if he didn't get a promotion, and to get the promo he had to exceed expectations. The years after he was 3/5 like the rest of us. I stuck it out a couple years thinking it'd get better but it never did. So... So long and thanks for all the fish.
All companies follow a bell curve. They should just admit it
Facts! I used to work for a large Health care company and this is true! It's like when JAYCO(Joint Commission) Came to inspect our Facility they'd have to find something out of line! As an example we had a medium size Corporate Kitchen off of our Great Room We met Commercial Kitchen Standards but they would always find some small infraction so they could make the Requisite Improvement Recommendations to satisfy their Superiors! Just playing the game!
Absolute masterpiece, Abby! This seriously should be shown in schools. Fantastic work on all fronts ❤
I've been told almost this exact thing, and quite literally that there were quotas. I told them I'd be seeking new employment if that were the case (I knew they couldn't fire me without seriously damaging themselves), and that I was now only willing to reconsider if they treated me as a new hire for negotiating my raise and position. Of course I knew that they wouldn't, but I wanted them to understand that it was their policy that damaged their ability to retain me.
Employee: "Thanks boss, that glass ceiling mangled my self motivation beyond my expectations. Expect my resignation letter in a few hours. Toodaloo"
I've had this same conversation with a manager when being evaluated. "I can't think of anything you could improve on." Gave me a B. I asked about an A "only trainers can have an A" I was supposed to be a trainer and the day before it started they avoided me and suddenly a 2 week employee was the trainer. I asked if I can be a trainer "there are no spots open". Asked to move up "you can't move up with a rating less than A" great. I spoke to the general manager and told him what position I wanted to move up to. He said "look you would be perfect for that anywhere but here. If you leave and use me as a reference I will tell them you did have that position here so you can move up somewhere else." 🙄
Yeah, we had a similar system - merit increases were only given to those with a higher rating in their evaluation, reason given was that 'department was only given a limited pot of money, so had to prioritise any increases' - never mind those who were being paid well below the median for their role!
I liked my previous supervisor, as we have Danielson's framework for teaching and how we are evaluated is very clearly expressed. there's insufficient, basic, proficient and exemplary, and it's based on how we did that year (not over time). As a teacher in a public school, we don't have individual raises or bonuses. Generally new teachers (0-3 years) are often in basic, as they are just learning how to work on classroom management, etc. 4+ tend to live in proficient in most areas, then usually have 1-2 categories where they shine- relationships with students and families, professional development, curriculum, etc. Those categories are marked in exemplary.
I think, at least in my district, because teachers evaluate others so often, we like a clear metric to base our own assessment.
I have a different supervisor now, but the first one really did a great job breaking down why categories were assessed and used specific examples from work and classrooms.
I’ve actually experienced this. Was so happy to retire from corporate crap.
So true …Same in my Company. So frustrating and senseless…hate it. Doesn’t motivate me at all…though I got some 4s 😂
Omg, exactly on point 👉!!!😂
Ive been fortunate to have management that was open about the criteria. If you were performing adequately in your role, it was a 3 (met expectations). If you were skilled enough to mentor others and occasionally cover for your leads, it was a 4 (exceeds expectations). A 2 (met some expectations) was not entirely uncommon for those who may have hired or transferred into a position above their actual skill level, and is a 'second chance'. If you got a 1 (did not meet expectations), you should probably polish up your resume. A 5 (far exceeds expectations) was reserved for those who truly went above and beyond, as in volunteer community outreach and the like, or for someone who took a position far below their actual skill level and should be promoted asap.
I've been in management for 26 years. It's always been a game of sorts, constrained by corporate guidelines. My best management experience was in an organization that did away with annual performance reviews but heavily relied on good, crucial conversations at all levels to achieve a fair and unsurprising salary action aligned with personal and organizational performance.
Annual Reviews are due again. I needed to hear this.
Sounds like teacher evaluations. When they told me most teachers only usually get proficient. So they have room to grow i was so confused.
exactly my corporate's take, too. Like, exactly. When I managed people I was told this exact shit. It's so much BS.
These videos make me SO GRATEFUL that I have never had to be part of the corporate world! 🙃
Started my business and things are tough. I kept thinking of just biting the bullet and going back to work for a company. Luckily your skits remind me of all reason why I chose to go the entrepreneurial way.
I worked for a company who did a version of this. The better your review, the higher your raise. It incentivized management to give poor reviews. Not only do you not get a decent raise, you also don't have an honest appraisal of your work.
I used to deploy Healthcare systems for a company. Did a good job but always got a 3. My manager told me it was a high three. I got emails of thanks from customers for going above and beyond and job offers. Deployed things on time and with almost no issues. Partook in improvement initiatives in the company and company environmental social clubs. I created tools and documentation for my team during my down time. When I asked why a 3 and not a 4, he said I didn't deploy systems ahead of schedule. This didn't make sense as I was not a project manager and was working on big enterprise projects that involved multiple vendors. Was also told I didn't sit in on interviews. Which didn't make sense either because we had a hiring freeze. They just make stuff up so they don't have to pay you more. That year, we lost 30% of the implementation team at that branch for multiple products. That year I got a big raise as a market adjustment along with a promotion and another raise during my evaluation.
I've never been evaluated on a grading scale, it's always been "you're doing great, keep it up" and that was that
Same here. I was told I had to have room to improve "each year". When I asked why I couldn't be graded on my actual performance which they said was fabulous and more than they expected.
I literally had this EXACT conversation. In my first year at a company, I did my self-evaluation and gave myself a few 4s and 5s (I exceeded my target revenue goals by 100%) and my manager said almost these exact words. He asked me to lower them haha. Good guy, he was just telling me what corporate told him to say.
I worked for the Department of Defense under NSPS and this is exactly how it was. 5s were reserved for higher headquarter employees, while field units were only allowed to give about 15% of employees 4s.
Your pay raises were dependent on your rating.
Even if you exceeded all your SMART goals and were the top performer, you could not get a 5.
That “impossible to achieve a 5” was a big reason why making the choice to retire was easier.
This sounds like the Air Force's Enlisted Performance Report
The dreaded corporate curve. A hidden but potent way to control how compensation changes are made.
Spot on, happens every year. It's fun to select above expectations on my self-eval and then hear the reasons it's a meets expectation. LOL...so dumb.