#360review

These meetings feel like nothing more than propaganda and further attempts to indoctrinate the feeble minded.

Needs Improvement's raised: 0
Meeting Expectations raises 2 - 4
High Performer raise 5 - 10

Not sure how accurate these numbers are but here a video for insight
https://youtu.be/mqsPJqDOKT0?si=EmZjAZZwYRhAUqla

I’m sure there are numerous, but the 360 app team is a total mystery to me. No one responds to emails or messages. It’s impossible to get any answers to XDA or FMP. I am starting to think none of them know the programs and aren’t able to answer questions.

Does anyone actually find any value in this process or is it just TD ticking a box?

hike percentage
RSU refreshers

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

My direct either has a fetish for Victorian English or they are using weird prompts in AI. I kid you now, it feels like it was written as if he were going to be laid off anyway, It was great! Stupid and great. Though I guarantee he had no clue what half the words meant.

They're mostly just tools to push people out. Rarely do they reflect someone’s real performance, or the value in terms of skills, experience, or productivity. And let's be honest, the higherups aren’t exactly brilliant either. Hard to see much of a difference, and that really says something.

If anyone has gotten both an AI written review but also gotten more than an “achieving”. Like yeah, you’re great, but still not great enough for me to put thought into my own words.

Replace the first levels with AI.

Curious to hear what people’s ratings and individual %’s were. Let’s get a feed going!

I can’t start, but will post soon. Have not had the conversation with my leader as of yet.

Curious, did anyone actually get over a 3? I haven’t heard of any.

1. Sec has had hundreds of people working for years and is a sh-t show. Don’t lay off the Nike IC’s. Fire the leadership and the vendor. Nike IC’s have the knowledge and drive and care about Nike. Posting that system performance is good and everyone cheering is embarrassing, only to have issues within hours.
2. Fire the frontline support managers or only keep the ones that pass an IQ test or a 360 review from their direct reports.
3. Dissolve resiliency team who just fumble through pretending like they’re bringing real AI benefits with egos that take up 2 workspaces.
4. Fire the guy that is apparently sleeping with all the HR folks.
5. Make all the slack channels where people post news articles, sell tickets or peddle their secondhand cr-p only available after biz hours.

I had AI make my end of year summary for me, I briefly looked it over and submitted it, it was a tad fluffy, gracious and full of the big words we all love. I got an “exceeding” rating. I’m baffled. The EOY my AD read me was certainly AI generated and you could tell it was her first time reading it. In the end, my AI summary helped my boss write her AI review and boosted me to Exceeding. How is this broken down? Did only a certain % on each SD team get each rating?

End of year reviews coming up. What's everyone expecting to see and is this supposed need to label some employees as needs improvement actually been enforced.

Any dept rumors of layoffs yet?

The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.

Does anyone know if the reviews being leveled to everyone being rated as “on track” something across the firm, or just in specific areas?

Does an exceptional performance rating guarantee a promotion in Fid folks?

Wondering what date in 2026 my rating has been determined for 2025 and cannot be changed. Thanks!

I have a question: how much should one be concerned in a case where a poor 360 review is given? What's the overall impact of the review and does the management take this in any big considerations? Thank you.

Psychology Today has translated our "catch phrases" into plain English.

75 Corporate Buzzwords and Phrases That Drive Us Crazy

A "buzzwords warning" for bosses who value sincerity and trust.
Posted March 23, 2016 | Reviewed by Ekua Hagan

Not all employees will have this take on corporate babblespeak, but user beware! Those who’ve been overworked or unappreciated can develop an untrusting ear. Here are some of their interpretations.

Babble speak Buzz Phrases with Double Meaning

1. At the end of the day… – I don’t care about the rest of this discussion other than what’s coming after this sentence.

2. Emily will take the lead on this – Emily’s in charge, not you … but nice try.

3. Make it disruptive – It better be BIG, and make us money, fast.

4. Chuck will be having a 360 review – Chuck will be having a bad day. Everyone who’s ever spoken with Chuck will now happily vent.

5. We need a Best Practices program – Your work is “under par.” Immediately start copying what bigger players do and produce reams of “Best Practices” manuals. Tic tock!

6. As we speak – Your boss knows something that’s going on real-time, but no one told you about it and you really wish they had.

7. Ecosystem – A fancy word that means “works together” – but if you use it, it’ll seem like you’re part of the technorati or work for a Unicorn (oh, no, another!). Also, it is highly irritating.

8. Start building consensus – Someone around you is not happy that you didn’t include them in your idea, which, unfortunately, is going nowhere. But this is a gentle way of saying, “Hey, ask around – and good luck with that!”

9. We’re working in silos here – You're working in a silo here; play nicely with others, because they’re not happy that your silo is ki-ling it (oh, did it again!)

10. They’re early adopters – Someone beat your department or company to the punch. Do NOT speak highly of the early adopter around a Terrible Office Tyrant (TOT) boss, unless you already have a job offer.

11. We're sticking to our core competency – We poked around and have proven ourselves incompetent in other areas.

12. Give you a heads up – Your colleague is going to give you a warning of something big and nasty.

13. You’ll be able to focus on a critical area for us – You’ve being demoted, but in the most flattering manner possible!

14. Take that off-line – Please shut up; you’ve embarrassed me, in public, and will pay later, in private.

15. There’s low-hanging fruit – Someone is getting lax and not paying attention to obvious opportunities … Ahem!

16. We must move the needle – Keep your ears peeled for bad revenues and expect to be needled.

17. They were first-to-market – Which your company wasn’t; and your boss can’t change. By the way, get to work!

18. Customer-centric – A popular term because it makes people sound smart and caring. Plus, there’s alliteration in there.

19. Our lines were crossed – You didn’t listen and I’m right.

Babble speak Terms with Double Meaning

1. The enterprise – Coined long ago by geeks, this term makes your colleagues feel “tech-savvy,” and a little like Captain Kirk.

2. Sweet spot – A special target market of the company, for which you’re now expected to live for.

3. Multi-tasking – Produce more work and faster!

4. Matrix structure – You work for multiple bosses, but will act as if each one is your only boss – and please everyone at the same time. “Easily” doable.

5. One-off – A rare, one-time event, like a “Good job!” scribble from your manager.

6. Revisit – A politically correct way of saying. “Wonderful … let’s put this off … like forever! Next subject?”

7. Next generation – A way to sound hip about the future of your industry and appear that you're on the cutting edge, even though you could fall off.

8. Mission critical – Focus on this now, because everything else that was said moments ago is now completely meaningless.

9. Results-driven – Senior management wants you to work harder.

10. Thought leader – What you should consider calling your boss if you’re preparing to ask for a raise.

11. Push-back – The instant gratification that former employees got by saying “no” to a boss.

12. Take-away – What you learned from your unforgettable mistake, so you will never mess up again.

13. We - You

14. Ping – A way your colleague can feel cool, instead of the nearly extinct term, “contact.”

15. Insourcing – You have a better than 50 percent chance for a promotion.

16. Co-sourcing – You have a 50/50 chance for a future promotion.

17. Outsourcing – Start looking for a job.

18. Negative growth – Oxymoron meaning “losing money,” but which sounds so much better in annual reports and presentations, because it does have the word “growth” in it.

19. Bandwidth – What your boss thinks you have enough of to complete a new project and they don’t.

20. Leverage synergies – Downsizing on its way after a planned merger. Update your resume.

21. Risk averse – A term that means you’re too chicken, occasionally used by managers who are the only ones allowed to be chicken.

22. Strategic fit – Your firm was failing at something, and the hope is that the new corporate partner will save the company from collapse.

23. Paradigm shift – Your firm may be closing a division.

24. Core competency – Your firm may be closing several divisions.

25. We need to be lean and mean – Do NOT ask for vacation time!

26. Downsizing – Firing people.

27. Rightsizing – Firing people with a strategic ring to it.

28. Plate’s full – Someone else’s work is coming your way. Deep breathing.

These are double-meaning Babble Speak phrases without any coolness to them

1. First, let me say, you do a great job … – Your boss is about to chastise you. Brace yourself!

2. Jack thinks you need to … – I think you need to ...

3. My nephew’s looking for a job, can you help him? – Please hire him because if I do, it will look really bad.

4. If you really think it’s a good idea… – Red alert! Do not fall for this classic preemptive blame strategy.

5. You did such a good job at xyz, that I … – You'll soon be working double hours.

6. Here are some resumes, just for your files – Just a friendly reminder that you’re not indispensable. This generally occurs around bonus time.

7. You’re real good with people, so … – This is the last exchange on the planet your manager wants to have with the colleague from he-l. You’re on.

8. Business is really slow this year – You’re not getting a raise.

9. Who’s budget is this coming out of? – Your proposal is dead on arrival.

10. Be patient – A way for colleagues to put you off until you believe you are an impatient person.

11. We’ll discuss it after the New Year – Your TOT didn’t read it, won’t read it, and has trouble reading in general. He’s hoping that by January 1, you’ll forget about your report. “After the New Year” means “when the world caves in,” but sounds way more upbeat and definitive. Plus, after the New Year, we all know we're onto new things.

12. I think my idea solves the problem – You’re not losing it; it was your idea, but from now on, it’s your boss’s idea.

13. Keep up the good work – Nice job, but I’ll be watching to see if you become a slacker again.

14. I saw your e-mail to John – So now you’re omitting me from distribution? I am on to you…

15. I thought you were handling this – The boss messed up, and you completely forgot about your e-mail trail. Consider online CYA certification.

16. Employee of the Year – Someone who knows how to flatter your senior managers and offend the least amount of them.

17. Your subordinate doesn’t like you – Your manager has displaced anger and wants you to stop feeling so darn good about yourself. Also, avoid saying, “I guess me and Sam have more in common that I thought!”

18. Hope you’re well-rested from your vacation! – You will regret all the fun and frolicking you had while I slaved here without you. Be prepared for a “To Do” email that temporarily crashes the corporate server.

19. Just be happy you have a job here – Visit your job bookmarks at once. Click tock!

20. We’re taking you off this project for more important projects – Do stay open to more projects ... like job searching.

21. How can I make this job more interesting for you? – Low unemployment performance review comment, with one- to two-year shelf life.

22. Your performance is slipping – High unemployment performance review comment, with less than one-year shelf life.

23. Will you be in all week? - Bo-m economy question to make conversation.

24. What are you doing Saturday morning? – Bad economy question, never meant to make conversation.

25. My door is always open – What your new boss says the day you’re “onboarded” (oops!).

26. Send me an email on that – What your new boss says starting 30 days after onboarding (translation: my door is actually closed).

27. Open spaces will encourage interactivity – Now we’ll be saving a boatload of money, and the executive suite can be completely remodeled.

28. I’ll run it up the flagpole – I will brown-nose appropriately, see where it goes and if I get approval, I’ll let you know “my idea” was accepted.

So next time you catch yourself using one of these cringe-worthy phrases or terms, just say “No!” Be original and watch how sincerity and originality breeds trust. If you’re the recipient of Babble speak, ask for clarification; that will force others to be specific.

As Oscar Wilde once said, “Be yourself; everybody else is taken.”

Reposted from @2may+1tnRc7QY.

How we creatively fire you!!!

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

Am I the only one that notices that our "360" review process means everyone above me reviews me, but I get to give no feedback on them? That's not 360, is it?