Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.
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@2hm THIS ! clients hate that we don't have a secure way to communicate and send routine docements w/PII back and forth. Many emails are now blocked by client servers. Out company may be the only company spending $50M per year but hasn't figured out yet how to communicate securely with clients in 2026.
@2g9 i work in one of the regional offices that remains open & we were talking the other day we have like 20 programs on okta+plus about another 20 we all have access too+40 programs each with user license fees+then they added this high priced new Empower (hate the name-can't stand the name Empower. can you?) goals platform for what $300k ??? why can't we just used salesforce for all of this+we spend a few million each year on salesforce. we have too many useless programs. none talk to each other and our clients still don't have a way to send us secure messages right in our platform. we must be the last record keeper where we have no secure way to communicate with clients outside of outlook. now i can understand why conway, severin, and gutterairez, resorted to off channel communications to plot against the firm. groundworks.
How do you spend $250,000 on a performance management system when the company is still struggling to get back on its feet financially? Don't dare tell us it's an "investment" in the employees. This is nothing more than Favors' high-priced toy. She's an id--t! So let's do the math together:
$250k + her bloated total comp of $500k + the equally bloated comp of Schneider $300k = over a $1million dollars just for two useless HR team members. How about we keep the PM system and dump them.
@28p talk about double discrimination, how about workload discrimation~administration & officers lack proper skills, but they make more than 2x3 times of the specialists who work their behinds off just to keep the company a float~the indentured survant mentality is alive and well~higher ups bark orders, masking no skills, while rank & file the busy bodies carry all the weight & skills--job architure & pay scales need to be flipped~~~~lower skilled VPs managed out.
Elon Musk was right: Ask yourself if u are a VP or above:
Name 5 specific things that you did this week to save a client, save an employee, rise up an employee, or to bring on new business. meetings and checking your Linkedin, Facebook, Instagram feeds don't actually count. Checking emails don't count. if you cant name 5 things, it's time for you to be declared "de.ad wood" & be managed out.
No, I'll bet the CHRO and the Head of Comp got their big raises, no matter what the ratings said. There's no way that Stephen is going through this process for his subordinates. And the fact that Favors refuses to listen and make it a little bit easier just goes to show you that she thinks she knows better than everyone else. It comes back to the same thing with her: Ego She doesn't care about what managers have to deal with. She just can't admit she's wrong. Stephen needs to fire her ar-e NOW! Or else the employees need to revolt.
@26b did the ceo lower the chro & the srvp of compensation's rating from a 3 to a 2 to meet the new bell curve at mutual. 40% get a 1 or 2. 40% get a 3. 19% get a 4 & 1% get a 5. all to save the company from having to give more $ out in comp & raises. double reverse discrimination.
What shame. This HR Department has become an absolute joke. They're so concerned about giving feedback but then they don't want you to rate people too high. Some deserve the high rating and I shouldn't have to lower it because some HRBP clown tells me to. The employee reports to ME.
@16w think of it this way. I manage 9 A-s-o-ciates. I spend 1 hour each w/them on goals. I spend 1 hour prepping mid year review each. 1 hour each giving review. at end of year i spend 1 hour each prepping the year end reviews. 1 hour scheduling reviews. 1 hour each giving reviews. 2 hours with upper senior management who tell me we have no money and if I give a lot of 3, 5, or 4, it will cost the company $20K extra so I am forced to give 2,3 & 4s which I hate doing. then 2 more hours with HR fighting over language.
All told, I spend over 60 hours on annual review BS. 60 hours x my base rate of $80 per hour and that is $5000. there are about 75 managers across the firm. 75x$5000 = $350,000. 350K !! 3 FTEs just for check the box reviews. plus $250K annually on the performance managment system and voila=$600,000 WTF !!
Managers should band together and refuse to do performance reviews until something changes. I get that reviews are important but this process is way too much. I don't know of ANY other employer that requires this much work for one appraisal. It is insanity and we don't have time for it, especially if you have multiple reviews to complete. The management team needs to bring this to Stephen Rich's attention and have him put a stop to it. Seriously, if we all refuse to complete them, then the company has to listen. This process is completely unreasonable.
WTF is going on with HR recently ? Non Stop emails from T. Cash ! Holy Shiitte. enough is enough already. making 300K a yr just to clogg inboxes with jack cr-p. this has got to stop. there must be a better way for hr to actually be productive and raise morale, balance workloads, drive total rewards and compensation better. many of us are totally fed up with this bunch of BS ! Mandami is raising my Taxes ! Hochle is a clown governor ! Crime is up ! I can't catch a break !
@yx Bring Back the 1 Page Paper Reviews ! I want MY Life Back.
@yw when is Festog coming out with his autobiography. you know the one that has the chapter co-written by him and Donaldson about how "Digital Transformation" propelled Mutual of America #1.
Seriously, who in their right mind would implement a performance appraisal process with this many steps. What are you trying to prove, Tara? Your worth to the company? The insane salary the company wasted on you? Whatever it is, how about giving us managers who have several staff members a break. Even if it did have a real impact, there is no reason for it to be that complicated. Does Stephen have to follow that same procedure for her review?
Festog's incompetence was only surpassed by his arrogance. Now he fled to Colorado, working for CrossPurpose. I wonder if they've figured out what they got yet? Remember one of his favorite quotes at his "leadership" school: "Everything Begins and Ends With Your Character". Yep, Mutual ended because of his character.
Ah c'mon everyone... this is Favors' biggest/only contribution to the company. Let her have her "moment in the sun". She put a lot of thought and effort into this. OK, so maybe Deloitte put a lot of thought and effort into this, but someone had to copy it. It's not easy coming up with an original idea, especially at her modest salary.
@ft please do remember but the director of comp and chro have to justify their existance so a $500,000 a year plus appraisal management system is one of the ways they are able to do it. it sets the foundation for the next round of layoffs
Festog is and was always incompetent.
He has a history going from one company to another which always ended him being forced out and hated by the employees. Only reason he was there because of Greed that used him as his henchman.
Greed knows him from when they were in the same public auditing firm before they were both at Mutual.
@dw save the $600K and then give everyone except VPs and above a $5K raise.
@OP how much was wasted on the new upgrades to this so called performance management software. Enterprise wide, has to be around $250K.
Meanwhile, back in the good ole days, 1,000 associates were given their reviews on 1,000 pieces of paper 1 page each. paper cost and printer ink costs in today dollars for all annual reviews for $50
Now, beginning under the high spending, high flyers like Favors and Festog, that appraisal system cost nearly $350K to fully implement.
plus, that doesn't come near the 8 hours per associate. so 8 hours X 850 associaties x $100 per hour for manager compensation and your on going annual cost is: $680,000 !!! $680,00 !!! compared with $25 in 2015.
that is one of the reasons why the firm is in the condition that it is in.
@OP Stop The Steal !