Does anyone knows why we are given a deadline to do our self assessment before Thanksgiving Holidays? Are they planning to pay Incentive earlier?
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Trying to meet a tax break for the company
(to my prior point, don't even bother giving yourself more than a 3 on the self-assessment. if you do, don't expect your comments to be weighed when your manager reviews you. and also don't be disappointed - your manager's hand was forced on this.)
don't forget... they're basically mandating that most associates be given only 3s this year. the upper echelon is circulating warnings to leadership that they want no more than a combined total of approximately 12% of the workforce being given 4s and 5s combined. this happens every year, that they reduce people's ratings, but this year they're getting ahead of it by warning leadership to consider 3 a "job well done" and rate accordingly.
doesn't matter that we've all been doing the work of three people (or more) this year, doesn't matter the heavy lift transitioning everyone to wfh, doesn't matter the ridiculous goals that leadership and all downstreams are working 80 hours a week to try to meet - none of it matters. we're all 3s. we're all average.
will certainly make the Q1 rifs easier to decide. "they're ALL expendable!"
meanwhile, they already have exhaustive lists of the jobs they're going to post next quarter...
it's disgusting.
Yea it’s all about prove your worth. Not very mentally healthy.
They will RIF (these big ones that we all know are on the horizon) based on performance - 1s then 2s etc. Need the ratings in the system so they’re ready for Q1.
Yes they do want performance reviews completed (even if not delivered by managers prior to 1/1) enabling managers to add their input. Where possible show statistical facts to back up your performance, or specific examples.
Even should you leave or be rif’d this information on the successful work you have done would be available to others. Who knows you could leave and come back in a higher level position.
Could be an exercise so they get their associate performances documented now before they are laid off and reference them for their percentage of AIP in March? If we get AIP...
Why bother doing a performance review if you are told next month you are getting the boot or your manager is getting nixed, or heck both of you possibly getting kicked out of here. If the big purge is going to happen between now an in the 1st quarter they better do it now.
Also, A document that doesn’t reflect you have any grievances now versus when laid off.