How did they go?
29 replies (most recent on top)
If layoffs happen based on forced inconsistent rankings, Ford better be ready for a class action lawsuit.
Just ride it down to the last level and hop off before impact. Lol
Up to you if you want to put in any additional effort knowing its going south. I wouldn't. F@#k 'em.
Good advice! Weird behavior seems to be the norm on this site and in the office, it’s sickening.
What is got exceeded all these years in behaviors, I got inconsistent!!! Understood from a close friend at leadership level that the individual behavior was first decided by the management for the individual and then the three components were adjusted to reflect that. So completely rigged. All I want is to keep a great attitude and a happy heart no matter what happens, each day. This company is clearly in its downward spiral.
Always assess whether compensation, career growth, and workload align with your contributions. These ratings create a sense of achievement when met that replaces or delays tangible compensation. Watch out for who gets rated what, there may be signs of peer pressure by management celebrating extreme behavior as “going above and beyond”, creating pressure to conform. Recognize unhealthy behavior patterns in peers and resist normalizing them. Be aware of artificial policies and procedures, watch out for a sense of scarcity around promotions, bonuses, or even job security to keep employees competing against each other. Avoid over-identifying with zero-sum competition. Seek clarity on advancement criteria. Get specifics. If you can't get answers, you're being misled. Think of sunk cost fallacy. Why can't you get answers regarding your career?
@mt it made me giggle
@kk Theory of Bobs.
If there was a way to include the "The More You Know" rainbow star I'd do it here. Congratulations on learning the ropes of the real world. Merit isn’t how you get promoted. Conformity, Compliance, and connections is how.
Of course you got passed over. You were foolish enough to work on and forfeit vacation days. Shows faulty judgment and poor boundary management.
50% of LL5 supposedly got a 1 somewhere..
Got exceeded but working like I am on launch, including working on my vacation days and forfeiting vacation days. I applied for a promotion in my area and was turned down for an external hire with no background in our area. So, what's the point of getting exceeded? There are clearly metrics around hiring externally, not growing internal competence our output. I will be dialing back my work output.
Just fine. As expected. Don't imagine anyone who knows the routine is surprised. If they say they are, they are being theatrical.
@ac you nailed! It's just a game. They don't want to pay voluntary leaves so they are formulating this social experiment.
I received an exceeded but I have been working my a** off for the last couple years. The bar to just received an "exceeded" is pretty much what used to qualify as "top achiever" when they still had that.
Since last year the "Meet" expectations went up 50% in terms of work output and to receive exceeded you need to be tangibly producing much more than anyone else in your role. It's supposed to be like the top 10% so if you personally know others in your department are consistently out delivering you, it shouldn't surprise you to get a "meets" with a couple needs improvement.
There has always been forced ranking, they just recently linked it more directly to your PR rating. It used to be one top achiever and the rest meeting with "needs improvement" reserved for people really not delivering.
I’ve seen a couple of comments about how long these review take. I don’t think you respect what leadership has to do with the reviews. I know people are flip on here and think that the forced ranking is easy, but we actually spend a lot of time fighting over who gets what rank, specifically between LL5/6 and our LL4s. You see, LL4s have their favourite people and teams that they like to protect and promote. This creates a lot of back and forth as HR tells us that each team needs x% at each rank and us lower levels frustratingly comply, but then the LL4 tells us that most of us need more lower ranked people as he needs our “exceeds” for the team that su-ked his c0ck last quarter.
Then that is all probably repeated again at the next level until we finally get the blessing to tell our team they aren’t as good as I actually believe they are but because I work instead of politic, we get sc--wed. Don’t worry, I got a poor rating too.
Bottom 10 or 15 cut?
Yep. Mid-year feedback due 6/1, but feedback not given until 8/28. Will probably have to give year end feedback by 10/15. So, a whopping 6 weeks to turn things around.
Just remember when they told us mod year performances were due we had 2 weeks to complete some of were on vacation so even less time than that.
Over 2 months later.....we finally find out what management thinks of our efforts
@a8 what do you mean by 1.7? Are you averaging all the bullsh-t scores for ford os behaviors?
"Everyone has something they can improve on..." except DF, JF, MJ, SO, all the sillycon valley LL hires, all the LLs that got promoted cause they sooked deek.
"Nobody does everything at a meets-standard level" I'm told. Find something your direct reports can do better but you must rate them as 'needs improvement' so they aren't viewed as being good employees. Ridiculous.
I noticed my manager in Safety and Security Services didn’t take his usual extravagant family vacation funded with hotel points paid for with trips to London, Brazil and India, where I am happy they dislike the food. I hope they go back soon for the FF miles!
Mine went like this:
https://www.youtube.com/watch?v=bIZoVO8ZyyQ
Productive employee's are rated lower and social connected are rated higher.
This is how Ford operates.
To think JF wants to be like Musk. Laughable.
Inconsistent for the most hilarious miniscule thing. They can find something on all of us. I refuse to to let it bother me. I'll just keep coming in with a great attitude. When they dole out the pink slips, I'll just smile and say thank you!
Every month of work is a bonus with the circus!
Why are you folks (or fool) still not getting this? You only work on the critical items.
If you are FnF, no matter what you do and/or got evaluated, you stay. That is the only critical item to work on.
Teeing up people for end of year terminations. Rate people down that have been going above and beyond so it makes them upset and demotivated. Then they can rate you down later at the end of the year for bad attitude via their BS subjective Ford+ behaviors. Just a con.
Inconsistent.. just got it yesterday. Awfully late for "mid year" and for the first time being told all the things I am bad at
30 years with company. Working my tail off and dealing with all the infused incompetence - colleagues and management. Got a 1.7.