So they delayed the employee meeting. And an out of nowhere announcement that bonus process is changing. Anyone with info on bigger picture plan
18 replies (most recent on top)
@jm is it 0-125% of your full salary?
@mn I was hired at the beginning of the year and was told something similar: but more simply put only certain lead roles would be eligible for a bonus and anything below that wouldn’t be eligible for bonus.
@mn wtf? Does that even mean? If you don’t advance, you don’t get a bonus? Doesn't make any sense.
I was hired last week and was told by HR that seniors/leads will no longer get bonus % for staying in position hence I don’t have anything promised as a senior.
NMC is no different. Forced rating curve for all.
Do a good job as a leader and coach your team well? Too bad. Someone didn't meet expectations. Find them.
Have a team of top performers? You must not be holding your team to a high standard.
Same playbook since Wayne took the helm. Juan is no different in this regard.
@h2 Yes- confirmed by non member contact director for our dept
Seems like they are reverting back to how the bonus structure was before? Except we will now see 0-125% of bonus depending on performance rating?
@j7 this is 100% true. As a manager in the contact center, we were told that you can’t have everyone at ME or above, there has to be a fee at PM or below. I refused to F over one of my MSR’s, so if they met ALL metrics, they got ME. Main reason I left the call center and went to a non member contact area as a BRCA.
HR will say it's a 'soft curve' guidance on % of DNM, Meets etc. But after seeing horrible politics during calibrations it doesn't seem like it.
@h2 They've had forced ratings for years...this is not new. It's a product of the Peacock. Wayne used to lie to employee's faces and say things about leaders having discretion but that's not true. If you don't have low performers on your team, you're told to find some.
Are they moving to forced ratings like a bell curve ??
Truth!
Well, that’s some bullsh-t right there
News flash, it's been this way for several years now.
@cc right on! Point is to increase competition between you and your peers, so that everyone will be a race horse to work for EMG bonuses; also that is to push out more people, supposedly those “low performers” which is not true because no matter how hard you work you will always have your peers outperform you!
@cc unless my AVP told us wrong in our huddle last week, it’s happening this year.
@cc culture here just continues to go down the tubes.
Not sure if it will be implemented for the 2025 bonus, but leaders in my area said the 2026 bonus % will be based on comparative performance against your peers. The implication being that, by default, some people will get their full bonus and others won’t. Meaning that even if everyone in your group meets their goals, some people will get less than the full bonus amount.