Basically title. Hired mid 2025 and had my review with me receiving an IM. All commentary in the review did not support an IM but here we are.
Anyways, there are two people who report to my bosses boss and they definitely received an “exceeds” on their review.
Do both these things add up to me getting an IM? Should I be worried for mid year or is this standard WF practice?
@a4 me too man. about 3 months out and the toxicity is ALMOST all out of my body. Survived all those years with this new toxic leadership dodging landmines everyday. The customer comes last at this new pathetic company. Hope they eventually receive the karma that should be coming to them!
@fd you said in your original post these two people that got awards report to your boss's boss. those are peers of your boss, organizationally.
Action is still the same - you don't understand the feedback, get more specifics, examples etc in a non-argumentative/defensive manner and tackle it. If you don't know how to do that - hire a coach, seek a mentor, etc.
But to answer your original question - no this is not standard practice for a new hire. No hiring manager wants to say that they hired someone who wasn't actually up to the job.
These are not peers of my boss, we are all under the same rollup in the CB.
My documented review mentioned some vague "communication lapses" as the primary reason. Of course with no specific examples, all the while stating I should prepare to take on the responsibilities of a "lead" while I'm currently a "senior" (aka a promotion, which my manager explicitly mentioned I should prepare for this year).
Such a confusing review.
the people reporting to your boss's boss (I.e. peers of your boss) have nothing to do with your rating.
If you don't think your review commentary supported the rating, you need to engage in a calm conversation with your manager to understand what you would need to have done differently to meet expectations... and then do it.
If you don't know why you got the IM or what you need to do differently, then yes you should be worried - you're headed down a path for a repeat
You'll be all right. Don't let it get to your head and keep doing your job, especially if you are in CB. They are trying to grow the sh-t out of that LOB.
That said, don't give them any extra effort though, it's obviously counterintuitive and not worth it for you.
@e2 It didn't reward me after they brought in new managers at almost all levels. In fact I think in my case my tenure hurt me.
I personally would look for a new job. The stack ranking system rewards tenure and a managers favorites or friends. This happened to me and I ended up leaving. No way to “compete” when everyone has been here 5+ years more than you. Not that I am upset, they were okay people.
Since you were a new hire, getting an NI/IM would have the least impact on bonus/compensation than other longer term employees. That's why they gave it to you so that someone else could get an exceeds and then a promotion. Remember performance reviews at this company don't mean squat.
@aa I work on a team of around 70 and there were 3 exceeds, no consistently exceeds.
You are new and the easiest to mark as IM. Now if you get another at mid year or year end, I would worry.
Two people that fall under my manager’s manager. I work in commercial banking and these two received the pinnacle award. I’m quite certain that would result in an exceeds.
I highly doubt two people on the same team received an Exceeds rating… they are almost impossible to hand out .
This is what happens in a toxic stack ranking environment. New hires are often brought in to insulate and protect others instead of moving the company forward. This has already been studied extensively (Jack Welch anyone? Microsoft?), but WF leadership seems to be unaware, 2 decades later.
I'm so glad to be out of that place.
Sorry, You were scapegoated so the 2 others could get an Exceeds