Is anyone else hearing that their department isn’t giving out any Exceeds Expectations performance ratings to their people because they didn’t meet their financial goals? My department is. Or is this company-wide, a nice gift from BB?
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Not true. I got a 3 this year
Just had my EPR - so true that there will be no 3 ratings giving despite exceptional performance. This is demotivating as he-l…
Quite possibly the most motivating demotivating speech of all time, Bill Murray’s message is clear: IT JUST DOESN’T MATTER so lighten the héĿĿ up! Victory or defeat is unimportant.
And even if 3M makes obscene profit, and even if 3M outperforms the industry, and if 3Mers collectively achieve all our SMARTEST "SMART GOALS", HAH! Even if we win! Even if we perform so far over our heads that our noses bleed for a week to ten days. Even if G.o.d in H.e.a.v.e.n above comes down and hands 3M an "embarrassment of riches" level of organic growth. Even if every man, woman and child held hands together and prayed for us to win, it just wouldn't matter, because all the really good looking girls would still go out with the guys from Solventumn cause they've got all the money! It just doesn't matter if we win or we lose. IT JUST DOESN'T MATTER!
I used to work very hard. In fact I worked more than 50 hours a week on my projects and delivered one year despite obstacles (layoffs and a useless manager not helping who they eventually fired because he did nothing). I got an average rating despite all that work. Afterwards I stopped the extra hours. My manager never even discussed a promotion with me. When I asked and turned in my justification for a promotion they denied it. The last 3 years at 3M I did the bare minimum to not get fired because of this. This year I got a new job paying 50% more and they have no one to replace me with. I will work hard at my new job. the other engineer at the site retiring in April. Don’t forget they’re short staffed due to the cuts lol. I wanted to stay at 3M, I liked my co workers. But paying a loyal employee less than someone of the streets was the least straw along with giving a big raise to an undeserving person whom everyone hates.
Who made the rule that a college degree is a requirement for employment at 3M?
It's like that because there are plenty of people with college degrees who can do the job, and if you have your choice between two perfectly similar candidates and one has a degree while the other does not, the choice is obvious.
Except, in reality, you don't find two perfectly similar candidates. Just by having that degree the one with the college degree has demonstrated that they know they know how to work within systems to reach completion. That they have more foresight than "school su-ks, and my dad didn't need a degree." And that they are more likely to have been exposed to concepts and ideas beyond their field.
The reality is that if you want to work at a place that purports to be a science-based company, you should be an intelligent, educated individual. If you want to insist that education doesn't mean anything, there are many other companies out there that are staffed with people of a similar mindset.
To the person that said a 2 lines you up for a better increase with a promotion. I’m guessing someone would say if you receive a 2 you may not qualify for a promo unless it’s to a new job.
Why does anyone want a 3 rating? Increase in your base pay at least double if not more than a classic 2 rating. Also lines you up for promotion that increases base pay even more so you don’t need a side hustle any more.
Why does anyone below a certain job grade need to care for a rating 3 ? You work for 2 and do a side hustle and live peaceful with family life
Who made the rule that a college degree is a requirement for employment at 3M?
Let's hire and retain workers who have the aptitudes and mindset that make them able and eager to contribute.
I guess it's pay for somebody's performance, just not yours.
Pay for performance - what a lie
Post ID: @3wvm+1w3ZUIPV is misguided and wrong. You can’t ignore the volume of so many current and past employees voicing concerns on so many platforms. I read Post ID: @3wvm+1w3ZUIPV as revisionist history and a sad attempt from someone in HR trying save their own job and attract talent to a broken ship rapidly sinking.
That's not Minnesota nice
I'm hoping the people still here find peace!
It is clear that some people post here who left the company 3 or more years ago.
You can tell this as their comments assertively tell you how it is, but in reality they are actually describing what was. They have not realised that with time, processes always evolve, if ever so slightly.
These comments are never positive. I worry for these people. Holding on to this level negativity can’t be healthy for them.
I’m not trying to attack these retired / previously let go people. I am grateful for their previous hard work & love for the company. I am just hoping these upset people who left 3, 4, 5years ago find their happiness and peace in life.
Thank goodness I'm retired and no longer have to waste many HOURs in those garbage "calibration" session trying to rate my team vs people i didn't even know. It was really bad under Jimmy boy (1 to 5 ranking). Today's 3s (average) became tomorrow's 2s (below average) and eventually canned even of they didn't get downgraded to the 1 (unsatisfactory).
Sounds like Billy boy complaining about "Minnesota Nice" may want to repeat the Mack era. You couldn't pay me enough to work in that kind of world ever again.
One of the best parts of not working at 3M any longer is not having to waste any time on the non-value added activity of year-end appraisals. Life is too short.
For the person who thinks it's "kind of fair" for a whole division to get lower ratings if the division didn't hit targets, I say baloney!
I exceeded all of my targets. I shouldn't be downgraded because marketing backed the wrong projects or salespeople didn't sell or operations didn't make things right or whatever. I was a little peon who worked their rear off and met all my personal targets.
Punish the "leaders" who made poor decisions not the workers who met all their goals.
Peter is surely getting another 3. Take that to the bank. He got a massive bonus on top of his usual massive bonus. He seems to have quite a following at the Cafeteria at the Center too. Never a shortage of buttkissers there.
As a middle manager, I can tell you that 3s are real, but only about 15-20% of people can get them, and there are all sorts of political rules about whose turn it is to get the 3.
In general, if you changed jobs, got a promotion, or had a 3 last year, you're just straight-up ineligible for a 3 this year.
Also, even if you do an amazing job and your boss knows it, if you don't get noticed by people outside of your team then you're not getting a 3, because the "calibration meetings" are just the managers getting together to agree on who should get the 3. And if your boss isn't established and well-liked, you're not getting a 3 because they won't be able to insist that you get it rather than someone else whose manager has more clout.
Managers are not taking all the 3s -- I've never had a 3 or 4 (5s aren't real) in my life, in more than a decade at 3M and in management ranks for the last 7 years. And I think most managers are the same (plus, for those of us climbing the corporate ladder, the JG increase is more appealing).
But because of the way the calibration meetings work, it's very possible that a low-level manager would need to complete with their own direct reports for one of the limited number of 3s allotted to their group.
Maybe my info is out of date (2 years gone now), but these comments are off base. Most middle managers did not get 3's (or 4's or 5's under the old system). All the organizations I was in gave the limit (usually 22-28%) of the higher ratings to the technical folks. A lower % of mgmt got them. Our VPs/SVPs would always remind us that we were in the pool too, but in general, we didn't change our ratings.
I did hear of a few cases where no one got higher ratings across a whole division if it didn't hit targets. Which is kind of fair, I guess.
Most middle managers and upper level management get exceed expectations rating most of the time. For the sheeples and worker bees, 3 rating is truly a mirage. The % of people who get that rating is way lower than 20%.....since the managers already have them in their pocket....that's the prize at the end of the year for doing the horsework for the folks in the Quad building.
20% 3’s was the direction. Down slightly from 23% last year.
But yet they reinstate the 1-5 ratings for the higher ups. Disgusting.
3's are a myth. If they are real, they are only given to su-k-ups...likely in the management ranks to themselves. Either way, they aren't real to the majority of employees and so don't matter.