For you, the employee who is new to HPD, or if you haven’t figured it out yet - I have the following advice. SPIN IT YOUR WAY. The odds are that your manager doesn’t know what you do and has no basis of comparison to your fellow workers. The object is to never be in the OUTER “L” and avoid being a 1 in the “9 BLOCK”.
Ensure that anything you do that is remotely above average is magnified to the size of outstanding. Don’t lie exactly, but enhance the facts just a bit. Mgrs love that stuff - it makes their pointless jobs easy. All a Mgr wants, is for you to make it easy for them. The spin must be plausible and supported with emails that validate how awesome you say you are but it doesn’t have to reflect the actual facts. Facts are not relevant in this post DT world anyway - right?
Keep HPD goals results up to date all the time so you don’t forget anything. This is impressive to a mgr grasping for something to be impressed by.
Never believe that this game is not rigged. It serves one purpose - it makes it easy to decide who to let go or lay off. That’s it. Make the rules of this silly charade your rules. Play it your way. Make them the schmucks - not you. There is gold in them thar hills if know where to look for it. Make them give it to you and let them think it is their idea.
Must you be a good performer? Yes. Must you work with integrity? Yes. Be good at what you do but never forget that they are your enemy.
14 replies (most recent on top)
All good advice. Also, make sure to include in your goals items that you know you will be doing anyway. Especially if your boss doesn't know what you do. At the end of the year, document all you goals are completed and what a great job you do. In the end, it doesn't matter though. In my experience, there has been no correlation between my HPD goals and annual merit increases.
Nothing you write or say will change your boss's mind as to what block they have to put you in to fit the curve for your group.
As already mentioned, this was all decided in June. The MRR meeting was just to let the other managers know where everyone was going to fall.
I've had the same typos in mine for a few years. That tells me nobody reads them. I had:
[spell check]
- for a long time - not a word.
The exercise is simply checking a box on time for somebody. The #s/outcomes are made up long before you go through the monkey work of updating.
9-block rankings, aka MRR, took place right after mid year reviews in 2020. This is about right in all prior years also. So, pretty up your goal results all you want, but if it is your turn in the dreaded "elbow", nothing you can do now. I've said on previous threads, this system is unfair and punitive. Not motivating for anyone.
Block ratings are already determined before you even put in your results. I heard that those block ratings are made way back in September therefore, no matter how good or bad your result is come when you’re filling them in your HPD, it wouldn’t be used anyway.
As long as you’re s—ing up to your manager all year round, you’ll avoid being in the low block ratings. Sad but true, hombres...
I have been at Hon 23 years and have seen managers become less and less involved with work of their employees to today where I hardly see and involvement, help, guidance. I see avoidance, not wanting to get tagged with any issues. Not much knowledge anymore of what work is being done. So HPD, just type lots of words, don't leave any blanks. Buddy system in effect, the better u know your boss personally, the better off u are.
Just lie on it, you are an id–t if you dont.
I figured it out years ago. You can cut and paste last years text modify a sentence here or there submit it and your manager won’t even notice. I even told him that was what I had done. And he laughed and said “Your smart, you figured it out.
It doesn’t matter. Adding accolades from others is required but nobody checks.
Yes, you do need to fill in the blanks and your manager will copy paste some of that text into their comments. They will also add solicited comments from people that you support. What they have to do is put text in the managers comments section. They may read some of it but they won't investigate anything. None of the details really matter regardless of the degree of fact or fiction. It's just text in a box. Do you think they make that text up themselves? The game is indeed rigged but it is rigged against 99% of the individual contributors equally. Your merit increase has more to do with your rate / grade ratio than anything else. When it is your turn to be in the elbow you'll be there regardless of any contribution or accolades. Just go thru the motions and move on.
No, it really doesn't matter. Your 9 block is determined before you submit your HPD results
Just so you’re aware, if your manager is remotely aware of your role, it’s largely predetermined. There were many years under different managers that I put in little or lots of detail with executive accolades and it really had little bearing on the outcome. If they’ve decided this year you’re getting a 5 or less, there is nothing you can write that is going to change that.
Just so you’re aware, if your manager is remotely aware of your role, it’s largely predetermined. There were many years under different managers that I put in little or lots of detail with executive accolades and it really had little bearing on the outcome. If they’ve decided this year you’re getting a 5 or less, there is nothing you can write that is going to change that.
Could not agree more. Thank you.
Words of wisdom.