Got my fkn 2 and tons of BS from my manager. Post your result if you want
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@2ga BB probably uses a 2 or even 1 if he's POed about a particular business or function not meeting his ridiculous targets. Funny how Tireman (on the 1 to 3 scale) went from being a 3 outstanding to getting downgraded to a 1 satisfactory when OTIF crashed after Wee Pete copious layoffs of experienced talent.
Also, if one of his cronies from his past jobs wants a new gig, BB can tell HR to give the current job holder a 1 and then fire them and replace him with a yacht club buddy.
Did any managers get 2 or even 1 rank?
To the person who shared this: managers typically receive ratings of 4 or 5. This is essentially their reward for executing directives, doing horsework, from upper management. It's the key factor that enables their steady advancement, promotions arrive reliably every 3-4 years until they reach the Director level.
This explains why people pursue management positions. The pace of career progression is significantly faster, roughly 1.5 to 2 times quicker than for individual contributors doing hands-on work.
Unless some manager manages to tick off their higher ups big time, which is really hard to do in 3M, a rating of 1 or 2 is exceptionally rare !
I'd love to find a new role, but it doesn't seem like 3M is hiring anyone below a JG15/T5a.
Can't have any of the worker bee riff-raff rubbing elbows with Bill's hand-picked elite.
@1pj Ahh the revolving door of managers. Don't trust that a new Manager will suddenly see your worth. By the time they see your value they'll move up/over/out. Get ready for your EPR with random number generator your first year with a new manager. It's best to find your next manager by getting hired by them in a new role instead of being in your position as they come in to fix your dept.
@hr I thought the same as a new hire out of college but found that EPR ratings always seemed to me to be a bit random. I was never below average but got my highest ratings in years I didn't do my best work or get my best results. The year I achieved my very best career savings and was hitting on all cylinders project wise I got a 3. So much for the promotion I was expecting and on time to receive. I know part of the issue was bad businesses results and newer management, but that signaled the end for me. The last 1/3 of my career was doing enough to stay out of trouble and bouncing around trying to work on interesting products. Wouldn't you know, those were on average better EPR years. If the line between 3-4-5 (when they exist) are this bad then the line between a 2-3 can't be trusted either. Several examples in my career of decent people getting PIP'd when it was their manager who was the way bigger problem.
@1z9: Just like promotions, especially when you're in a low-profile role
Did any managers get 2 or even 1 rank?
99% of the time you will be invisible to your manager, only when he needs you will you see him, hard work and honesty means nothing these days , your manager only sees the heights he can scale , not you, do your job well and keep your own mind peaceful, took me a long time to realize that, stay close to your few friends in work and make each day meaningful to you,
No. I used to think that a new manager (or higher) was going to see my value. Didn't happen. Have a new employer who does. Start or keep looking. You can find a company that appreciates your work.
I worked my a-s off this year and had some huge wins.
Too bad my boss is useless, doesn't understand what I do, and doesn't have any kind of influence within the org, so I got a 3 anyway.
But I guess the upside is that it sounds like my boss is about to be replaced. At least there's an outside chance that a new boss might actually reward hard work and success
Go UNION-no ratings, just the Big Buck$$$$$
Can anyone translate this post into understandable language?
Now you know what it like at high performing companies where you feel entitled… slappies
I heard the range of 2s was around 7-10%. 70% 3 and 20% 4's or 5's. I also heard that someone who got a 2 was also offered a severance package, which was the first time I've heard that. Anyone have more info on it?
Like I said, back when things were sane.
Seems like a boomer post…
Back when things at 3M were sane, getting a 2 meant you should change things around and were often given a corrective action plan. Often, this worked and legitimate performance issues were remedied. So, not usually an end of employment thing.
But if given for other reasons, who knows.
@ng probably not laid off in this wave, unless BB feels that he needs to make another big wave with his Wall Street buddies and do a yuge layoff. But if you get another 2 next year, you will likely be a sacrificial offering to the WS gods. At least that was the GE way under Mcnerney and BB seems to love GE style psyops management
@n3. I got a 2. Does it mean I either quit or wait for being laid off?
Calibration was to have 7% 2’s. Welcome to the bottom 10%
@hr: Not every employee receives a fair evaluation, especially those who genuinely get the job done yet have endured unfair treatment for years.
@hr. 2’s will feel about the same as 3’s - little to no increase and a new year of watching cuts. It hits you, or you take on even more until outsourcing takes your job. Keep blaming your co-workers, BB thanks you from his yacht
So what is the % of each rating this time around. In the past it was typically 60% were 3 and 20-30% 4 (or 5). Then some token 2's. (10%). What is it now?
@a9 Amen. How is quiet quitting treating the 2’s now? Exactly how they should be treated. 3M is full of slap arrrses that are not competent enough to work elsewhere. If it is so bad, leave and get another job. Oh wait, not competent enough and don’t hold yourself accountable.
@ff
‘If feasible would have made money ‘. That’s my point. 3M does not anymore have money to take chances like those good old days. CC had so many people working and logically, a company like 3M now can they afford this kind of research? Looks like the company is scraping the bowl. It is the R&D leaders who need to plan for good success - not if feasible things.
Hey, carbon capture, if feasible, would have made a ton of money for 3M, and done us all a bunch of good as well. It's the sort of thing 3M used to do and win at.
Got a 2, too. Should have kissed my boss's a-s harder, Dann
Was told I had too many 3’s. Battled and won. Budget is the same anyways, so have to give 3’s like 1% increases, so not sure how much ratings really matter. Full disclosure, first year at JG15, so I might be naive (still thinking like a worker)…….read between the lines.
I am not at all supporting BB but stating the fact that….
He is given the direction by the board , may be, to keep it running until it looks attractive for another spin off and consolidation. And the problem is the large R&D group whose leaders have no sense of direction. Pick projects like Carbon capture and dream of good science and not products. Serious miss management and the employees ( not the VP,SVP or c suite ) suffer.
@OP from the Mcnerney days. Remember trying to get ahead of the curve writing the performance reviews before the "final" rankings were handed down. Had someone who was clearly a 3 (average) but a decent employee.
Then Mighty Mack decided "we" (the unwashed masses) hadn't offered up enough 2s (below average) to meet HIS quotas. Was ordered from above that I had to offer up another 2 to satisfy the forced ranking gods.
After much consternation, had to re-rate the employee as a 2 who was clearly a 3. Was told I had to make the written review match the "fact" that the employee was now below average. So had to take out a lot of the genuinely true positive comments and add some zingers. What a frigging mess.
The mastermind behind all of these forced ranking shenanigans? None other than Jack Welch. If you've ever read the biblical story of the rich man and Lazarus, jack is the rich man. And you know how it ended. BB needs to do some serious reflection about how he treats people. His nastiness may make him money today. But what is the long-term consequences.
@ah Companies like 3M can eliminate your position and lay you off regardless of what your year-end appraisal rating is. In fact, layoffs don’t necessarily say anything about how much you did or did not contribute at work, how many CTE&I or Golden Step awards you might have.
Rather, you get fired when you mess up which is obviously performance based. You get laid off when the company’s management messes up. And there has been no shortage of the latter happening at 3M.
wondering the percentage of each scores.
@ad
5 is diety status. Reserved only for those who work more than 60 hours per week and clap at town halls.
4 is above average. Probably a mix of good hard workers with good bosses and a few kiss ups trying to be 5s.
3 is average. not really average but BB hates 3M and is only here for the money. So he doesn't care about hard work unless you are one of his cronies from outside.
2 below average. Get small if any raises and diminished AIP. You will be exiting stage left in 2027 if not sooner.
1 unsatisfactory. BB has determined that you are fodder for wall street since they demand quarterly layoffs to keep them happy with 3Ms lousy dividend.
GLTA. Thai company has gone from bad to worse to He-l in just 10 years.
BB is even worse than Mcnerney. At lest he let about 40 percent of the people be 3s. He wanted 10 percent 1s. 15 percent 2s. 25 percent 4s. 10 percent 5s.
Looks like BB hates 3Ms culture and Minnesota Nice. Welcome to Minnesota Nasty.
Quiet quitting is the only way to fight this people. Drag things out as long as you can while looking for a job outside. Then have something ready when your boss flips the switch on your career.
Any one knows what these grades mean?
@a9 my manager said the default will be 2 from now on and they need to justify 3-5 ratings. Leadership expects to see many more 2s from now on due to the assumption that many people will not achieve 100% of their goals during a challenging year, regardless of the impact of their other successes. It seems that orgs will be questioned if there are two many ratings of 3 or above.
Many orgs were told in October that they need to grade employees’ 2025 performance by this new system and they needed to scramble to understand what the executive suite expected to see.
I got a 4 but I work every day in the office.Nice to recognized. I don’t feel too bad for the 2’s. Y’all had it easy the last few years with the 123 ratings.