How will my manager manage?
She has 3 pets, 2 performers, 2 under performers.
How will she fit them in the corporate Thrive boxes? With only $16,485.38 cents for raises, 2 of the pets are going to be punished by being forced into the performer box.
I do not see this working out well for my teammates. Feels like more undocumented RIF actions than NetApp's move important asset.
WDGSTIF? Who Did George Steal This Idea From? Oh, well his twin brother of course.
It ki-ls me to see how the ex-Microsoft fools brought their stack ranking culture to NetApp, where their core competency was "not getting fired" by "getting someone else fired".
This self-evaluation, calibration BS is stupid. Why can't managers set some clear goals, check whether the goals were completed and use data for the performance review? Clear, transparent, fair and simple... Oh wait, I know, this would imply managers doing actual people management roles and leaders not changing priorities and direction every other week.
@1dg Even rome didn't fall in a day.
"WDGSTIF? Who Did George Steal This Idea From? Oh, well his twin brother of course."
Lol, no, it's just the old way of doing things--we've gone full circle. As a former manager (now an IC), you sometimes have to downplay or overplay certain sections to make someone fit into an overall rating. All that rolls up, and their manager does the same, and so on.
Don't blame the twin brother. Blame just going back to unoriginal and outdated ways.
If you are 50+ watch out. Especially if you have been there for a while. Those are the individuals with targets on their back. If you are in that group, here is your vague message. "Unfortunately you are in the bottom 10%. Your sphere of influence just isn't as big as others at your level. When you ask what it takes to not be in that bucket...you won't get a straight answer" Good luck! It's the new culture. They are creating the exact opposite culture from what got them to this point.