https://www.peoplematters.in/news/strategic-hr/saps-new-bonus-system-rewards-managers-who-missed-targets-faces-employee-backlash-48615
7 replies (most recent on top)
document everything, emails serve as good source legally. Managers will do everything to protect themselves, and we know SAP is full of mediocre managers who have no clue of anything but they belong to the club. Performance evaluation will be the tool they will use if they want to get rid of you. If you are not one of your manager’s favorite, prepare yourself. I went through this journey and SAP will show you their real evil face. Please do not trust HR nor your manager, seek a person from Works Council that can accompany you in the process, don’t be in the room alone.
Performance evaluations serve as official documentation that can be used as evidence in legal matters. If you have concerns about inconsistent evaluation practices, it’s prudent to maintain copies of your performance forms and relevant HR correspondence for your own records. This documentation can be valuable if you need to reference or substantiate workplace discrimination, lack of transparency, or get caught in a layoff.
@by you've revealed a lot about yourself here... Most people give feedback that their peers are all great, and that the problem is that we are short staffed for the work we have to handle.
Negative feedback is usually reserved for people UP the chain. Managers, middle management, execs.
@by Chuck does not get negative feedback.
@by I give everyone positive feedback. You are not obliged to give negatives.
The company has implemented an innovative feedback system. Employees share their thoughts about each other - but strictly through a manager and strictly behind each other’s backs. Those opinions are then carefully compiled into a report and used as a scientific tool to evaluate performance.
The genius of the system is that no one actually says anything directly to their teammates. As a result, people collaborate during the day and become anonymous experts on their colleagues’ shortcomings in the evening.
Management calls this a culture of open feedback. Everyone else calls it a quiet competition in professional backstabbing.
I noticed that Ms. Srivastava's email address is listed on the site. Something to take note of for those of you who feel mistreated by the company. I have a feeling that things are going to get very, very difficult for those in leadership who have mistreated the workforce.