Was this new this year or just me? Only part of the performance review I care about is compensation. Who cares about how we all got to an average rating?
19 replies (most recent on top)
Here is the thing, we get 3.5% average to spread across the team. They expect a bell curve for the ratings. We have to have 15-25% at inconsistent and 10% at above expected and pay accordingly. The system determines the increase and we have to go by the system. If it is over the recommended amount, we have to do a bunch or work to justify why you should have more and other leaders will fight you on it. Sometimes it is not worth the fight when you know it won’t result in an increase for your workers.
I had a rating of 5 but my % merit increase was only 4. It did not make sense as someone on-track could also receive 3.5-4% increase. My manager said, it’s all based on what quartile of the pay range you are on. So, if someone is in the lower quartile, they can get a higher % merit increase even if their rating was on-track.
It just doesn’t make sense to me, what’s the point of working smart if they will even it out when it comes to pay.
No pay increase here. Fu-k this place can’t afford eggs or rent now
LOL. This is amazing. Had a meeting with my manager on Monday and she gives me a three and is extremely apologetic because she, and her manager, were giving me a four for a great year's work, only to be over-ruled by some guy three levels above them who has zero insight into what I do or what I've done this year.
And they implied heavily that the same person is involved in setting my bonus and merit increase, too?
Well done Tom. I look forward to your next email that reminds me of the quarterly earnings call. Je----f.
Here is the rub...get the merit increase you so richly deserve and also earn the bullseye on you back for the next set of layoffs.
Allstate is by far the worst company to work for. Your performance will never matter, you can be an outstanding employee and you will never be compensated for it since you are forced to fall within a range. As a manager don’t even bother building a great team because you will have to rank a certain % of people as poor performers. Allstate has never incentivized people to work at a higher standard. So if you don’t give a sh-t about your salary and don’t care about increases and want to be lazy then work at Allstate. If you want to be recognized as a hard worker and be a valued employee for doing good things then run FAR away from Allstate.
70%+ of the company was set at level 3 out of 5 regardless of performance. Including entire departments. Merit suppression at its finest.
Typically Allstate Sc-mbaggery.
I had my year end and have spoken to all my colleagues, we were all given 3 and we had some really over performing members in our team. Allstate has turned into one of the worst companies to work for.
All smoke and mirrors and bait and switch. What Allstate excels at all around with its work force and its premium paying customers.
I'd be interested to know if anyone received the highest score in any category. Seems like a way to lessen expectations for raises come March. 3/5 makes you look way worse than 3/4. Having 5 ratings is completely pointless if you only can get 3's and maybe an odd 4. If someone is legitimately a 1 or 2 I doubt they even get to the end of the year before being canned anyway. Not to mention the gaslighting come review time contradicting other comments all year long. It's all a rigged game to keep from paying you another 20 bucks a week... here's a new ad idea: people who know, know not to believe a word out of leadership's mouth.
Same old garbage by this dumpster fire of an organization. On Target for everyone to cheat overperforming employees out of merit. All while talentless fu-kwits like Wilson and his cronies laugh their way to the bank. I would actually be shocked if these criminals did this any other way. I think any of us with half a sense knew this was going to be the way when the new 5 level performance was revealed. Doing the same to their employees that they do to their customers.
Just so you all know, the managers put their salary projections in October. They meet with fellow managers under their director to compare salary plans and justify high rated performance. The evaluations are done in the first quarter and while some adjustments can be made if a significant change in performance occurred with an employee, those are rare. So the time to really shine is summer into fall.
Backed in evaluations are wrong on every level. With that said, under performing units with a standout shouldn’t be penalized if the organization is pay for individual performance. The question that should be being asked of the organization is “ is merit individual our unit performance based Nd if not individual performance why isn’t that crystal clear?
Had end of year conversation this week. Was told by leader that every member of our team got on target and as far as she knew everyone in the department was on target by order. She seemed not happy about it and was pretty open in saying this.
Company rause allotment is 3.5 this year. People lower in salary band get larger increases
On Track is looking at 1-3% max....75% of the company is already designated for "On track"...middle of the new 5 levels...
No compensation increase below....more above for the remaining 10-15% or so....
How does this result in employees being ok to be paid less? You know that’s why Big Blue does it, but not sure why.
Merit discussions are separate from PE reviews, usually happen in February and increase is applied in March
They always drag their feet when it comes to raises. You won’t see your 1-3% until April and they’ll act like they did you some huge favor and fought for it. It’s pathetic and embarrassing.