An Engineering Director here told us to prepare for low reviews because managers are being forced to rate everyone on their teams using a bell curve, and there is no way around it. This means that even if some people are meeting expectations, they may still be placed in a “needs improvement” category. It feels like Oracle may be preparing for the next RIF or encouraging attrition. Has anyone else heard the same?
18 replies (most recent on top)
@f0 If someone gets put on a PIP after multiple years of no 1 to 1's then who will get the blame ?
@eq it only looked bad in the old system. They changed the rules. Being on PIP is probably not a survivable situation going forward. A manager with multiple people on PIP will be seen as someone who is actively reducing the workforce.
The reward for doing well in performance reviews is keeping your job. Forget about pay raises and bonuses those days are gone.
If a manager has multiple team members on a PIP then it's not going to look good for the manager.
Performance ratings are mostly BS anyway when there's little performance related rewards.
M2 manager in Canada has openly said this to me and said ratings entered are being forced down as the go up the reporting chain. Also intimation is that cuts likely will be coming, probably starting at M levels and then ICs. Might be before next major RSU vest is what M2 crystal ball suggests will happen.
@an when Larry pulls out after reaming you.
@OP
What you describe is Oracle's standard operating procedure. Let the back-stabbing begin!
@bb Yah missed that. saw it after I posted but no way to edit. Oh well.
@b5 There might be no raise but could be PIP if needs improvement
@b2 read all of the comments... @at+1kvw6jxhh answered this
Why would you focus on rating and cr-p as there wont be any raises. Anyone would be knowing once performance and ratings doesn't mean anything. So dont waste your time on the ratings
@ac "...Lots of people could get released with no severance."
Which is no doubt the point.
As others have mentioned wouldn't they have to spend time on a PIP for all these people?
@ak who mentioned a timeline? They have to start the process with the reviews. The ridiculously hard PIP process will start after the reviews are done.
Stacked ranking, by any other name, is still stacked ranking.
When do we actually receive our Rating ?
Due Date gotta be July something
@ac How does HR go from poor performance to termination without a 6 month Performance Improvement Plan which undeniably adds more overhead costs and legal hassles?
I believe this too also be true !
OP, are you really surprised by this? They are setting people up to be released for poor performance which means no severance. If they are defining the center line of their bell to be acceptable performance than half the people will be above it and half will be below it. The 10-K annual report submitted to the SEC a few days ago showed Oracle with 141K employees. With this review method they are quickly going to turn 70.5K of those employees into poor performers. Lots of people could get released with no severance.