For two years straight I have not written mid-year or year-end comments for myself and it’s had no impact on me. I am a director reporting to a senior director. I write constructive comments for my directs, but I just don’t care and feel that no one ever reads my comments anyway. I just feel like it has no bearing on the 1.25% merit increase, so why bother?
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It doesn’t matter what you put in. If senior management wants you out, they will find a remote reason to put you in lower 25% rating, then put you in a bogus pip and kick you out without a severance. That is the standard at BNY. Luckily I don’t work there anymore. It was one of the worst companies I’ve ever worked in. The managers are spineless, and many team members back stab people like nowhere else . It is the company of spineless backstabbers, with no professionalism and no accountability. I am so glad to be out of there. For those of you still there, advice is to get out after bonus and 401k match is received. Especially those folks who are on sites that are in north eastern US. They plan to shut them down and outsource everything to India, Philippines and maybe Lake Mary.
I have always used it as a diary of sorts for myself. When it’s time to get that resume updated, I have lots of material and accomplishments to reference.
@he this is a great point. We have to rate everyone in advance of their comment submissions. So really it’s completely pointless except for a “check the box” exercise.
This place…
Their ratings go in before your comments so whatever you write doesnt make a difference to your rating.
Some managers like to copy and paste from your comments to use in their comments, so they dont require independent thought. Management at its finest.
It’s an Operations job. Skill up and grow your career.
What…. Are you hiding in your cubicle?
I am a senior director for the past three years and find the BNY process to be quite amusing. The quota system worked so well that most people think that a meets is the ultimate mark of success. The system is rigged to a point where my boss acknowledged that an undeserving candidate needs to be promoted to MD (wink wink, the head of the department wants his minion elevated) that no one else really will get any exceeds however stellar their contribution . In the end that’s exactly how it played out. The bad person got promoted - a non technical personal in a technical 2LOD role while the rest of us just are languishing under a ‘meets for all’ regime.
For the most part especially for mid years, I only write either I am on target to meet expectations or I have met expectations. There is no point to go into more details than that. When I was a sup and now manager I was never able to give out a rating I felt fit for the last 15 years. We literally were only allowed 1 exceeds in the whole dept, and we just passed it around amongst the staff. So if someone got it one year they didn’t get it the next year. It’s pointless. We were told to make our writings match “meets” and if it sounded too good it was sent back to rewrite. We could only uplift the staff slightly in our one on one. Every year I feel less and less appreciated. This place is awful.