As a people manager I've just been invited to training for the team members I was forced to rank as "achieved some expectations". I'm UK based but appears to be global training. Anyone know what the consequences this year of getting partial is?
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@c8 good for you, albeit you are in the minority at BNY. Most managers don’t have a smidgeon of the character required to take a stand against an unethical and shameful policy. My last manager included. Karma will engulf her eventually and I’m down for it.
I've seen managers who went with fake pips let go and then their managers let go too a few months later. They do the dirty work with your hands and then get rid of these sc-mbags.
If you have ethics and guts just take the person into a private room and say that if he/she wants to do this sht to go and do this sht himself/herself, meet with the person himself/herself and lie into people faces. I would even add a 4 letter word right in front of sh*t to make it sit better. Some people just need to be shaken a bit back to reality by people who report to them.
I would be fine with pure layoffs (business goes up and down) but not making up lies to scam people.
@ey and as a manager, i’d like to make you aware and all aware, regardless if you pass your PIP, the people solutions team and karen prigg are still terminating employees. This is how low they have sunk. This is why everyone needs to turn it in to your state EEOC and anywhere else you can. You cannot let them get away with it.
@ey no they’re not. A manager has to initiate them after writing up explanations. What explanation can i write up when i didnt mark then below? This is not my first rodeo. However, seeing them altered in my face after i entered them is.
@c8
I applaud your willingness to stand up for your team. Unfortunately the PIPs are automated in Oracle. Last year anyone in the Met Some or Below were automatically put on a PIP. How do I know? I was put on one this year and it was automatically sent through tbr system. My manager still had to write some objectives in there. Made it through but the performance warning is in effect for 12 months meaning I can’t yet post out for another position if I wanted to.
We all knew this was coming. My early take is the 15% in the “meets some expectations” will be safe for now. Not sure about that this population getting increases and incentive though……
Anyone have some friendly advice for those that may end up being 'selected' for this forced rating?
I work in a high performing team but in an entry level role. I'm worried that i'll end up being the scape goat this time around, despite working hard all year and always recieving positive feedback from colleagues.
Ive gotten several invites for people on my team someone else altered after i entered ratings. Guess what i wont be doing? Putting them on a PIP or anythjng else cause im not the one who did it and i cant explain it. HR, senior management and everyone else can go f-k themselves
The frozen turkey comparison is spot on.
As a manager I know some of us will meet the same fate especially those who speak up and try (in vain) to push back against the legally grey buffet of forced rankings.
In the end, we’re not the main course. We’re just the Thanksgiving leftovers destined to be scraped into the bin once the main feast is over.
It means that those people that you force rated partially meets are the equivalent of frozen turkeys. They are not going to be served up fresh and devoured by HR right away. Instead, they are ear marked for storage in the firing refrigerator. They have an expiration date now known to HR. You are probably not far behind. So don’t feel badly.