How do you rate someone on exceeds expectations consistently? What if the expectation is that you exceed customer expectations? How do you exceed exceeding? Or is it like a double negative where it means you never meet expectations? Lol
23 replies (most recent on top)
If they are trying to get people to just do the minimum to get by, their review system is working perfectly. It actively discourages going above and beyond.
The amount of effort on this forum exceeds my expectations.
Exceeds is not Unobtanium. I now have two years in a row (maybe 3 but i forget exactly how long this system has been in place) of subsections of a mix of meets and exceeds with overall of Exceeds. I have worked in a team of 12 +/- 2 the entire time and never any kind of lead position. But I actually enjoy my work here so it comes easy to work above my level.
Took on additional work to assist other teams, was working 55 hour weeks. Meets and 16% of target 20%. Never again!
Are employees eligible for the bonus if they are rated as not consistently meeting expectations?
I always recieved exceeds in 1-2 categories for 10 years. Last year, my mid-year exceeds was removed. I quit Jan of this year, found the same job for 40% salary increase. The people performing for this company will do so at ither companies that will place value on them.
I used to also get mainly 4s, and being really upset one year when I got a 3. At the time, I wasn't in a bonus-eligible position. I was getting barely there merit increases which weren't covering the insurance premium increases. I asked my boss about performance and increases, and was told that they basically were trying to bring everyone to about the same pay level, and if someone was too close to the mid-point, that person wouldn't get much of an increase.
Several jobs later, the system changed. When they still had bonus targets, I remember one of my co-workers once asking my boss why we were getting 80% of target, and what could be done to get 100%, and he never did get a clear answer. Basically being a perfect employee always exceeding expectations wouldn't have resulted in getting 100%. Part of it had to do with the bonus pool that was set, and then how everyone measured up within the team. It was also capped at a higher level.
Now here we are today. Compensation is murky, and managers fight for what they can, but it's not just a managerial decision.
I used to also get mainly 4s, and being really upset one year when I got a 3. At the time, I wasn't in a bonus-eligible position. I was getting barely there merit increases which weren't covering the insurance premium increases. I asked my boss about performance and increases, and was told that they basically were trying to bring everyone to about the same pay level, and if someone was too close to the mid-point, that person wouldn't get much of an increase.
Several jobs later, the system changed. When they still had bonus targets, I remember one of my co-workers once asking my boss why we were getting 80% of target, and what could be done to get 100%, and he never did get a clear answer. Basically being a perfect employee always exceeding expectations wouldn't have resulted in getting 100%. Part of it had to do with the bonus pool that was set, and then how everyone measured up within the team. It was also capped at a higher level.
Now here we are today. Compensation is murky, and managers fight for what they can, but it's not just a managerial decision.
I’m thinking the goal should be to get a manager who has low expectations 😂.
No one gets exceeds unless they are getting promoted, which is rare. You usually have to apply for it and usually they hire from outside.
It’s the Chase plan, they have done it there for years.
Some information: I have 3 individuals on my large team who deserve exceeds. I input exceeds into the system but was not allowed to hit submit. My boss came back and stated that only 1 in 5 in the entire LOB was allowed above "meets". We have 1000+ people in our LOB.
As far as budget for increases: I was given under 15K for my entire team and they all make six figures. So we are looking at less than 2% increase for each.
I am going to lose incredible talent after I give the reviews and comp packages.
I get consistently exceeds every year. it’s not much more merit raise than meets or exceeds so not sure why you all are hung up on that.
It's based entirely on how well you manager likes you.
My current manager and I despise one another. So I get poor reviews. My previous manager liked me, and I got great reviews. I'm the same person I was before, doing the same job, and certainly not doing it any worse.
Many of us have ZERO faith in the review process. All it does is turn engaged team members into disengaged employees.
Exceeds is like the pot of gold at the end of the rainbow. Elusive? Nah, mythical fantasy. Oh wait, here comes Santa Claus!
Of all my years in this company, no one ever told me how reviews, intrinsically, impacted my career. I recall that I received a 3 rating. Lots of 4s. And Meets. I just never cared. Still don’t. What I did ask, what’s the intrinsic value of having an AVP, VP, SVP, or EVP?
Maybe there was fine print in the employee handbook that I overlooked, but I doubt it.
I’m guessing my apathy towards all this stuff is probably due to the fact that I’m not interested in climbing the corporate ladder. This job is essentially my side hustle.
I’ve been here so long, and this company has undergone so many policy changes, I don’t even recognize this company, anymore.
I keep asking myself do I want to get motivated or am I just too old to care?
I received an exceeds last year, but my raise and bonus burst that bubble. I barely got more than the former years which were meets. No reason to go above and beyond if I’m not rewarded, so effort=meets from now on.
a manager told me once they would never give anyone a 5, because then they wouldn't be able to tell them what they needed to improve on.
Remember, the number system? One to four. Or was it 1 to 5. I forgot. I asked one of my supervisors what it took to get a top rating. They said I needed to be God.
I know some people who have said they have had exceeds, but I only believe one of them. Maybe some managers can say something on this. I just always thought it to be kind of a real uncommon thing.
I concur, it’s all a shell game at WF.
I’m too busy giving 110% to care.
As soon the bell curve got involved it became a joke
Good question. It’s all a joke.