Another tool in the layoff toolkit? Get hammered in May, rated off track in June, find yourself on the list by year-end…Does this resonate with you or am I reading too much into it?
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For the person below who said it was optional, it is not. Verbally, we are told to make 10% below.
In my previous role as a manager, I chose not to apply this approach during mid-year reviews, as none of my team members fell into a “not meeting expectations” category. While some required coaching and development, their performance did not warrant that designation. I’m grateful to have since moved on from BNY. For those who may currently be navigating a similar situation, I would offer the following advice.
You’ve been flagged, and this will likely carry through to your year-end review. The positive aspect is that you still have time to plan your next steps thoughtfully. Use this period to quietly up-skill, explore new external opportunities, and begin positioning yourself for a transition in the coming months. If possible, be strategic about your timing to maximize any potential severance or exit benefits.
In the meantime, it may be best to stay pragmatic, meet expectations, document your work, and take the feedback in stride, even when it feels unreasonable or inconsistent. Also be mindful of long-tenured mid-level managers, as they often act in ways that prioritize job security over team development.
Based on my experience, there are indeed forced ratings and performance narratives that don’t always reflect reality. That said, don’t let this discourage you. This situation is not a dead end, there are better opportunities and environments that genuinely invest in developing their people and future leaders. Stay focused, keep perspective, and good luck.
If mid year is off track, you are marked for d3ath, - There is no course correction. Your manager has been told to prep part of the next 10% - any commentary on the mid year will be slanted against you. Doesnt matter if you are part of a 5 person team, the 10% needs to go somewhere and drag someone down, even if you represent 20% of the team.
The bright side is this, there is no one who regrets getting launched from BNY, after the initial sting wears off.
Upper management is equivalent to raw sewage.
Participation isn't mandatory. Says right in the FAQ.
Literally textbook management at BNY.
If you’re off track for mid year and doesnt meet at year end, you don’t even get your year end, they let you go for performance issues right before year ends are due.
My boss always told me it was a chance to alert someone to a performance issue to they have time to course correct. And of course that 10% should be below the curve. No matter what.
@OP Just do what I do and rate everyone with perfect scores across the board. Let them get rid of us all! Of course I don’t have anything better to do than spend my time on this cr*p.
bingo. And firm gets away.
That is the playbook