Typical Ford style. Mgt can't lead so they drop in more beauracracy. Now all the waste of time for annual objs & performance reviews will now be done quarterly. They are delusional if they think this quarterly shtick won't become a time monopolizing game playing exercise. You think for a second that it won't be used to set-up certain people for failure, and others for easy success - you really don't know how Ford works. You think people are going to set unachievable qtrly objs to then NOT meet them and it then hits their annual compensation? You're kidding me right? So we are now going to spend now the better part of each qtr strategizing, writing, aligning, & approving objs only to start all over the next qtr? So much for getting any work done. THE STUPIDITY IS NEVERENDING.
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interesting how the golden child of silicon valley is going the opposite direction on PRs:
https://www.theverge.com/2022/5/5/23058790/google-employee-performance-review-changes-ratings-pay
"we want to be more like silicon valley except, you know, we dont want to do the things they do"
you can't make this stuff up
@1mif+1geOfBCX one long term technical LL6 was convinced that no one read the PRs so he intentionally inserted an accomplishment of having daily interc0urse. No one said a thing and he got same rating as always. He submitted the same PR for four years before someone noticed. I sat next to him at the time an overheard the priceless conversation when it was noticed. He was quite the character.
Anyone else remember the # of man hours that the yearly reviews consume? I remember seeing a slide deck a few years ago with a 4.2 million hour estimate.
The presenter was making the case that casual continual constructive feedback was the way to go, as the HR processes and management gaming the system had gotten out of hand.
So now we are going to 4.2 million x 4 quarters. Wowsa
Corporate turnaround companies usually fire the HR department first, because if HR was good at their job the company wouldn’t need turnaround experts in the first place.
Next they fire middle management, then replace execs.
Incidentally the presenter was invited to leave Ford. Go figure.
Hmmmm what does Ford do? Promote the HR leader. Go figure.
"Hey good news! No more end of the year PR!"
(Then whispers: "but you have to do it quarterly....."
BEAURACRACY! Ford's favorite thing.
Last year, we weren't even given our objectives for the year until October. Then we had to tie some VP's objectives to what we actually do!!!
These changes are about "getting comfortable with candid feedback that enables growth." No, it either motivates or demotivates you. Growth comes from the assignment and coworkers, not any feedback from a people leader.
I've been with the company over 30 years and never once has my performance rating or compensation been directly tied to my written objectives.
As the previous poster mentioned, being targeted for layoff and reduction has absolutely nothing to do with your performance or importance of the work that you bring to Ford. I have met many low performers who come in and surf the web all day and do nothing who have been with Ford for decades and have not being laid off. As long as you do not violate any obvious HR rule, commit a political correct (PC) thought crime, or disagree with any diversity/MeToo/LGBT initiatives you will not be individually targeted.
@5epa+1geOfBCX the metrics for removal have very little to do with job performance, they are centered on short-term cost savings. It was one of BGC’s recommendation for accelerating removal of people costs. Common pattern for BGC clients is to shorten the time between performance reviews (quarterly/monthly) and to have artificially bad reviews to the targets for removal as a legal shield - hey we laid them all off for performance reasons, not because they were old/have purple hair/whatever they are targeting. This also allows the client (Ford) to have multiple smaller layoffs to avoid reporting that they are doing layoffs, and to stay out of the news,
"to start filter out low perfermers and then cut them accordingly"
We have discussed this many times in this forum. If you are a lower performer, you have a degree of protection from being cut at Ford. It is a safety shield. You will need to really mess up royal (like violating some HR policy, being non-diverse, not taking LGBTQ training) to get cut.
5epa+1geOfBCX
I am very sure that whether if you are picked to let go or not has nothing to do with your work outputs.
they are planning to use this to start filter out low perfermers and then cut them accordingly...that is the only reason for the quaterly...that means waves of layoffs on the way... make sure to pump up your work output
The % increase is already determined before you write the review. Sigh.
In Total Quality or Performance Appraisal: Choose One, Peter Scholtes says:
Improvement efforts should focus on systems, processes, and methods, not on individual workers. Those efforts that focus on improving the attentiveness, carefulness, speed, etc., of individual workers — without changing the systems, processes, and methods — constitute a low-yield strategy with negligible short-term results
…
Conventional problem-solving would ask such questions as: Whose area is this? Who is supposed to replace worn gaskets? We don’t ask “why,” we ask “who.” We don’t look for causes in the system, we look for culprits in the work force. Performance appraisal is a “who-based” approach to problem-solving.
In all my years at Ford, I always had to write my own reviews and the boss just read it a signed it. Supervisors do not write reviews unless it is for themselves. He who cannot do the work, manages.
No, you didn't hear our feedback. You created an even more cumbersome approach. Annual reviews tend to be demotivating. Now let's do it quarterly.
Moving from a default where everyone gets 100% to a more differentiated approach. The 100% already was not even close to COLA - and I am not just talking about this year - it has been that way for years. Does this mean that most will get even less?
Great idea, forget actually trying to fix the company. Let's further paralyze the workforce by instilling more fear. That will work.
Now, don't have to wait. Don't meet objs after 2 quarters, out the door you go.
Yep. Quarterly objectives are simply a way to set employees up to be more easily fired.