Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.
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It is so painful and here it is 12/18 left to last minute as always. I have found the best way to get through this task of pain is to just try to have fun with it. Would love to read the most entertaining BS lines someone has put on their year end just to check some boxes.
I just change the future tense used in my mid year review to paste tense in the end of year summary and that works fine since it probably doesn't get read.
@1rd HR also directed managers to use AI and remove em dashes before final submission. 🤣😂🤣😂🤣😂🤣
@11y why will you riot? You're correct, HR is directing managers to use AI, and AI uses em dashes.
How long do you guys make your end of years? I have two sentences written and that feels like more than enough because what else am I supposed to say I do my work, I show up, the end.
I dont rate myself. It would be like managers calling themselves 'Leadership'. Leadership is earned and bestowed by the non-Leader, it is not self-appointed - never! This seems to come from some insecurity among the Leaders.
If I see a single en-dash in my YE review, I will riot. Yes, HR’s direction this year is to have all managers use Copilot as this takes the average from 100 minutes per employee to less than 3 minutes…which should certainly not be true if the manager was actually reviewing the AI output.
HR created a whole step by step guide for managers with prompts…which is basically them leveraging our own comments from our mid-year self evaluation along with instructions to add 2-3 bullets of their own in the prompt so it’s not word for word. Fun times!
@10t My manager acts like a CoPilot. Garbage in, Garbage out!!!
Maybe they can replace all managers with CoPilot?
absolutely the biggest waist of time ever!
I am very eager to see how many reviews (self-evaluations and manager evaluations) are written using CoPilot this year.
@nm "Overworked/Underpaid" is more realistic and to the point.
B6 with 25+ years being paid a buck and quarter/hour more than minimum BOA wage, I am preparing for retirement in 2026 so the End of Year review is just a nuisance just like the Survey. Just recently, my hours were changed in response to an audit so management declares. I wasn't alone but there were was a pattern with several senior employees affected. Yes, same story every year. M/M to be followed by you need more responsibilities. When the time comes in 2026, let's see where my responsibilities end up with.
If you had the option to provide your own rankings, what would they be? Forget the M/M or E/E, get creative, have some fun.
Overworked/Underpaid
My job is what? / ??
Do you guys fill out every section, like the what, why, and risk stuff, or just the overall grade?
Bottom line:
- HR absolutely does not care.
- I su-ked up to an HR partner (who is actually a nice person) who told me -- when I said I'm a hard-grader myself and always rate myself M/M -- she said, "No Way!!!! ALWAYS rate yourself E/E." It's not like it matters, but do it.
- Five years ago, I copied my Self-Eval into a Word Doc and now just change the year in the heading at the top. Copy/Paste the entire thing. And the manager never even notices! Does not matter one iota. Total waste of time. So stop wasting your time. You are more valuable than this b.s.
- if there is any bump up (ha ha, yea, not likely) it is PURELY FORMULAIC. You're write up has no bearing what-so-ever. It's just pointless paperwork to show that they (Management) take this process seriously. Which they have CLEARLY demonstrated that they absolutely do not.
- Secret sauce: kiss your manager's azz in the last quarter starting in July when the first of 4 or 5 rounds of Compensation "recommendations" (again, ha ha, joke's on us) go in. It's not like they'll remember of give you credit for anything in 1H so totally coast thru that and not break a sweat. Why bother?
- In Sept/Oct, your manager will begin receiving "signals" from either their manager or HR telling them to take it up or down by X%. If you have su-ked up enough in the recent month's that your manager is even capable of remembering -- and be the shiniest toy in their toolbox -- hopefully they will top you off and put you at the higher end of the range they are given.
This is is the sad truth. As managers, we have very little say in how our teams are paid.
It sux.
Esp. while top of the house grossly enriches themselves and pats themselves on the back. Every. F-ing. Year. The entire process is broken and completely sick.
Best moment I have ever had in over 20 years of this nonsense meaningless waste of time is when my manager did an obvious copy paste and didn’t change my colleagues name in the comment
It doesn't matter what you put down. I'm at 200% productivity and hoping for a 2% raise.
My manager either is told to put people down or he has to accommodate his personal friends in the team. Either way - my manage’s review is never objective. How can this be reported, explained and proved to HR? Do they care? So pointless.
I don't grade myself, doesn't matter anyway, the manager decides. I do offer tons of info in the self evaluation on what I've accomplished all year though.
100% agree with OP. This has nothing to do with the rating I am given in August or the compensation decision made that really can’t be explained to me. I HATE it!
I never understood (well, first off why employees are supposed to review themselves in the first place) why any employees - if you're making me rate myself - would give themselves anything other than exceeds/exceeds. Add in the FACT that comp figures have been set in stone for 2 months already, and...what are we doing here? Such a pointless exercise - for all involved.
I would never admit that I think my performance is anything less than exceeds/exceeds. Then I get AI to write me up a review. The whole thing is so d-mb and pointless but I'll play the game
Of course rating yourself for the past year when salary and bonus decisions have already been made and allocated.