Can someone explain why we have 4 levels now and only a handful can get raise the bar?
22 replies (most recent on top)
CI and RCPS is nothing more than a smoke and mirror show to let low level complaining employees feel like they have a voice. But anyone who knows, complainers always going to complain
COMMAND AND CONTROL. Yet, they implemented CI a few years ago and still have RCPS teams. They’re still willing to let employees solve company issues for free. How generous. Why anyone would ever volunteer for one of these phony baloney teams is beyond me.
I have my PDS meeting this week and can’t wait to see how it goes. I didn’t even complete mine. I’ve always had BTE but after some bs they pulled on my peers in real time I no longer care. I still do my job and I do it well. Management already know what type of raise they are going to give, why do I need to waste my time justifying my how hard I work. My manager knows what I do. I’m not playing this game anymore.
I believe you're right, the 3.8% includes promotions and 3% for "doing your job" is probably right.
So, with 3.4% inflation and a 3% raise, that's falling behind 0.4%.
Think of it as a tax you're paying to the 0.1% so they can buy a 4th mansion, a huge yacht to take them to their gigantic yacht, a joy ride into space on a peni-rocket, a few Senators or Supreme Court Justices, a media company, ...
- 8% includes promotions too, if I remember right. So normal raises are probably 3%.
Again, the culture that Suren, Zulfi etc... want to build: Command and control. Shut up and sing. Dare you to question the latest hare brained snake oil they've sold the board, and you'll be punished accordingly on your performance review.
It's the culture they want. Not participative. Not collaborative. Command and control. And they have the luxury of annual layoffs when it fails for the umpteenth time. At least until Nelson Peltz gives them their walking papers.
Company allotted 3.8%, 2023 inflation was 3.4%.
If you don't get the top rating then the best you can hope for is to tread water. New hires will likely get paid more.
Company allotment for raises was 3.8%
Turn off your “critical thinking” when you are told to and turn it back on, on command. All we’ve learned in college about curve rankings, pay it no mind. In fact, just pay everything at Allstate no mind. You are not paid to think or comment on the decisions made levels above you. You are only here until they are ready to pull the plug. Which will be soon hopefully. 30 year employee and I want that severance.
@1cpm… so true and so sad. There is nothing wrong with a distribution curve, the issue is when forced into a static curve regardless of performance and actual impact that is mandated and /or interpreted to must exist at each unit/team/group it then becomes relative ranking. Regardless of value created or more importantly recognized, It’s where “behaviors” get we-ponized because you were labeled as….. you pick …..difficult because you challenged leadership…..don’t collaborate….because you don’t entertain ideas with little materiality or simply resemble what we do today…….etc.etc.etc…
The issue with these forced distribution rankings is that they treat every team similarly. As a CSL, you may have worked hard throughout the year to get every employee’s performance to at least an acceptable level. This system doesn’t account for that. In prior years I was forced by senior leadership to give someone a 0% raise even when every employee met most of their metrics. I was even told that it DID NOT MATTER WHICH EMPLOYEE I CHOSE. That’s the brilliance of your senior leadership team. It didn’t matter which employee got 0%, but make sure you choose at least one. And then of course, the explanation to that employee who got 0% even though they met most of their metrics becomes the job of the CSL. It’s this type of low level thinking that has this company in the position they’re in.
Another d-mb initiative by senior leadership. What else is new. Another way to stick it to the employee and pay less in payroll. This company is unbelievable.
IMO this is another means for Allstate to decrease costs spent on employees. It has nothing to do with desire to increase production or create incentives for employees to work more productively or efficiently. Allstate is setting up ability to 1) more easily create “fire with cause” situations on American workers so it can reduce amount and number of Worker’s Compensation claims (thereby reducing their WC insurance rates); and 2) decreasing salary and benefit expenditures, ie, lower number and percent of wage increases to those who would have otherwise deserved receiving higher salary/percentage and correlating benefits package (ie % increase in total pension).
Wait until next year. There will be 5! Learn more in talent connection. They are projected to split leads the way and raises the bar into separate categories
@eve all of those things that you describe are able to be done with three levels.
Having been through the process at the Director level I can tell you that there's little rational about it. Lots of moving parts, lots of considerations, little consistency from one team to another (at every level).
More troubling is the forced curve that a priori assumes that, at each level, every team has x% high performers and z% low performers. This definitely punishes high performing teams and favors weaker teams (and politics prevents fixing this - managers just have to solve to the arbitrary distribution).
If ya’ll had a union this wouldn’t be happening. If y’all try to get a union that may speed up ya’ll wishes to transform growth us faster to India. Start yo he-l ras’in fools! It ain’t too late
Another way to stick it in and break it off.
It enables distribution of performance to be put into actionable quadrants. Tier 1 most of the money and opprtunity, tier 2 some of the money and opportunity. Tier 3 none if the money and fraction if the opportunity and tier 4 no money and no opportunity. Tier 4 also targets moving people out of the organization faster and more efficiently (not a bad thing).
The questions that director and below should be asking is how in fact does calibration and ratings occur, standards and consistent understanding of value. Is it simply a grading curve determined by HR or does it truly have performance standards. I have my thoughts…objective performance standards tied to operational value Allstate good at…strategic/large change value, not so much.
@hxs Spoken like a true Allstate leader. They are coming after you brown nosing, lyng, no talent, overpaid, self serving j@ck offs as well.
The only people who complain about issues like this are the ones who do lousy work.
This company continues to "raise the bar" on f**cking over their employees and customers.
This goes hand in hand with the worse benefits package for 2024 as well. All part of the master plan.
It's obviously to reduce merit raise opportunities, lower your morale and self esteem, and may just push some employees over the edge where they will just quit themselves and no need to pay out severance. Dangle that carrot out there...but even higher and further out than before.
Just more in a long line of Allstate's deceit and dishonesty towards their work force.
Grins and giggles!
Oh, so also so they can supress your wage growth and attempt to diminish your self-esteem.
Mostly the latter