They probably think that it is unnecessary to motivate employees in some way. I guess they think that having a job is motivation enough in itself. I gotta admit, I don't even know what more could be done to boost the morale here? Even if they gave me a raise, I would still keep looking for a new job.
22 replies (most recent on top)
Why do they need to motivate employees if the place is full of contractors ???
hey, I don't blame you at all :)
business is good, money comes in, why share success with all others, who contributed to it?
this is happening everywhere my friend.
all our kids might count on, is state-guaranteed income and state-sponsored social "paradise".
we've been through all of that here in eastern Europe and this does not have a happy ending, my friend.
@7cdb+1dpXOjEj Used to be my house I took a package and left my friend
Oh, they have plenty of fresh air to breathe already, this is about "never enough".
In most cases, where the actual "cleaning" happens, this "house" is theirs as it is yours.
Dirty work happens down below with the very top keeping their hands nice and clean.
But hey - wanna be treated like "trash", go ahead, not my problem.
@7axq+1dpXOj Think you may missed the point. You seem to be in their house, and they are putting you out (the trash) so they can have a breath of fresh air.
Well, I am confident and bold. I am not alone and there are others like me.
Know this - there are still good people here with basic moral standards and not willing to allow for just a few corporate crooks to be dictating their lives, no matter how hard they work and how much they contribute to Refinitiv's success.
You can tuck your tail between your legs and leave, whenever you experience something obviously wrong, no one would blame you, but then don't talk about self respect.
If you are not living paycheck to paycheck, are far from "super desperate" and getting brutally sacked makes little difference to you, have some fun first while doing the right thing, why the he-l not? You can face, confront and call out their BS. It is quite simple tbh, as what they do is way too obvious - just use some very basic simple questions, facts and some logic and then watch their arrogance shrinking by the second, voice stuttering and following answers making less and less sense, despite being wrapped in super-nice corporate jargon.
It feels good - trust me. Feels better than just turning your back and leaving for a little more or even less money and some peace, until you get upset or angry again in another place you once thought would treat you well all the time.
Beware of our HR masters of manipulation here and cheer up! :)
To be able to breathe fresh air, do you take all the trash out and open your windows or do you change your house? What do you do first?
@5csm+1dpXOjEj nice post for a breath of fresh air, cheers. Wholeheartedly agree with the post. Your self respect is invaluable and staying just makes you look super desperate, and that is not a position of strength, especially if relationship is soured this bad. Be confident and bold to ask for a package from a position of strength (you are calling it a time out, not them).
@5csm+1dpXOjEj if I was in your situation where HR/Management’s line was to ‘leave.’ I’d take the hint that I wasn’t wanted (if that’s what you mean by leave). perhaps accept situation that it’s never going to be the place that you originally joined? Can’t say I’ve ever been in such a situation, nor would I want to be, but my own values and self respect wouldn’t allow me to stay where I wasn’t valued.
Sometimes the very best , but hardest decision is to walk away from a toxic relationship (professional or personal). It’s always best to leave on your terms and be in control of how the exit happens. Maybe negotiate a package? Isn’t that better than getting fired or resigning?
I can’t imagine how much of a personal impact this situation has on people, physically and mentally, either way it’s never ever healthy to fight a battle where you end up suffering mentally. It scars you, and those scars take a long time to heal and they will always be there.
Good luck to you, and hope it all works out and you land an amazing job with an employer that respects you, appreciates you, rewards you and recognises you for YOU and the amazing human being that you no doubt are.
Big virtual hugs…..and doing my little bit to make this forum a bit more loving and caring.
@5csm+1dpXOjEj As long as there are folks, who perhaps can't afford just to quit, due to any reasons or pending commitments, it is worth not to quit and try to make it a better place for everyone, even if a little bit at a time. There are many managers, who don't exactly like (don't hate, mind you) what they are expected by HR to follow.
Also, no one from this forum mentioned they hated anything.
There are many adults here, who had chosen to work here, when it was a much better and much less toxic company to work for.
Do you follow anyone who pays you a decent wage? What if the line from HR/Management you are expected to follow is to make you leave?
Or is this hoping, that some will start feeling guilty of living against their beliefs and just quit? Even a single someone makes posting stuff like yours worth it.
And why so nervous?
@5htp+1dpXOjEj I’m an adult who chooses to work here, it’s my decision. I follow the line of my employer who pays my (very decent ) wage. If I don’t want to follow the line I can leave , I choose to stay. If you hate the line from HR/Management, please share WHY you’re STILL HERE? No one is forcing you to stay and conform. QUIT!?
Keep towing the HR/Management line and let us know you get stitched up and whether you still believe this !
@3upk+1dpXOjEj I moved to Refinitiv due to a head hunter and was given a significant pay rise to join as I made the decision I wanted to work for a company that cared about performance and did not treat 100% the same, and differentiated the slackers from the value adders. in my first year last year, i had 20% underperform last year in my team, cleared out the lazy ones and made sure ever top performer got maximum bonus. They after all do majority of the work/adding value. if you speak to them, i can tell you they have no tears for the weak and lazy, they are thrilled to be rewarded for the hard work. there are 2 sides the coin, and whatever you want to argue, just remember it 90% vs. 10%, think you going to win? Only by working harder and adding more value. All of that considered, you don't have to fight/disagree, and be unhappy, you could just LEAVE?
@3upk+1dpXOjEj So why exactly is that your previous company if it was so great?
Aside from all psychological etc. effects this has and the fact how ineffective 'only gotta outrun the slowest runner' mentality is at actually driving improvement and collaboration... literally the only way this makes sense is if newcomers are better than those you got rid of and don't need training.
Refinitiv is NOT a hot place to work, many teams have problems attracting any acceptable candidates - mostly because the pay is not competitive.
Tl;dr - you're full of it
@1fsg+1dpXOjEj My previous company was the same we had every year bottom ten percentage exit. Saves lots of Cost, saves redundancy payments and allows company to give pay rise to keep 90% motivated. It’s quite an effective formula and drives motivation to not be in the bottom 10%.
@3ycj+1dpXOjEj you make so so much sense, its so simple and easy, for too long they got it all wrong, and you seems to have big b's (you know what i mean ;), ceo material for sure.
@2mrj+1dpXOjEj You are correct. It was a CEO who decided to implement (or take over from Refinitiv) this demotivating and toxic performance rating framework and perhaps he had good intentions naively hoping it will take care of all the Refinitiv slackers by making them leave after a failed PIP and with no redundancy packages, so win-win situation for our big bosses. Good staff stays, very top of the very top get some extra money, whoever can't catch up - goodbye and millions saved on severance packages. Then all repeated every year until they stop being pi---d about buying this mess. Why not to keep using it then? Well, it is not so simple and straightforward but most of all - a true picture is way uglier than it seems.
What is happening in places like Poland and other locations is a whole another story with some arrogant HR manager who act like they own your soul and weak people managers downgrading and getting rid of people they simply don't like for one reason or another. Nothing to do with any kind of poor performance in most cases. Not all HR needs to be fired, there are still some good people there. Let's not generalize here. Sometimes all it takes is getting rid of the top management and all of a sudden it becomes much easier to breathe for everyone else under. In case of Poland - a single person only. If I was to generalize - it is a total mess and no one in sight with ba--s big enough to bring some order. On a local scale it is all about short term savings to look good for your '1-level-up-boss' and slowly drowning us all in the longer term and bigger scale. People motivation at present - zero. Does not apply to lucky few with 200% bonuses, who don't understand it's impossible to sustain this glory for long with lots and lots of desperate folks afraid of losing their jobs competing for the same single prize. Goodbye friendship, collaboration and innovation, welcome to 'dog eat dog' world.
@1fsg+1dpXOjEj maybe you’re living under a rock or a cave someplace? It’s the CEO who decides this not Management or HR. Maybe since you seem to have good ideas you could influence the CEO to change this or even fire all of HR then a lot of problems might be solved, maybe?
Since the end of TR, loyalty has been underestimated, even punished. Lots of new joiners came to bring "change" or "fresh ideas", some to very senior levels with absolutely no idea about the market data business, even less what this company sells...
Future students will read about governance, management mistakes can be avoided in the Refinitiv case study. Which is only about short term looking good after all...
But LSEG have no idea of what they bought - last reorg & decisions prove it.
Why bother at that point? It's basically like shoveling 5h!t against the tide. If you've never heard that saying before, look it up.
Our HR pushing and manipulating good managers into mandatory rating of not 10 but 20% ppl as underperforming.
Would it not motivate you to try harder not to be downgraded for your work?
If you are noticed to have a good morale, management will find out and certainly put an end to that.
hey, how about fruit days? :) or wait... WFH so no fruit for you.
my managers and managers of my managers have been totally quiet and it's been so for many months now.
it's all running on some some sort of grass roots movement or keeping momentum from years ago.
so strange....
do LSEG watch this forum? probably super pi---d they had no clue what they bought...