Surprised not to see it discussed yet, but what are folks views on the reintroduction of individual performance ratings ? seems it coming quick and at pace !
19 replies (most recent on top)
@hr I agree. They lack initiative and focus. They have no sense of ownership or urgency. No initiative. They are not self-starters and require constant “managing”. It takes 5 of them to deliver what one person in another region can.
@3ah Frustrating after so many layoffs. Lower performers have exited.
Line managers will only be allowed to give out so many Exceeds or above... So if you just have a good team, you have to give good employees lesser reviews.
In my 15 years with bp I have 4 exceptionals, 7 exceeds and 4 meets (including 3 which were in promo years). Still got let go.
@1qj of course the 40/40 already cut the pot so wouldn’t be surprised if it continues to head in that direction
Total benefits just keep eroding with time..
@ds as someone with knowledge of what it’s going to be, it is going to be worse than pre-reinvent performance rating policy.
Our experience in our department with Pune employees has not been good. It is hard to imagine how Pune will deliver solid work product, on time and within budget. Our experience has been that they are able to follow a prescriptive script. But once the situation does not follow a script they are blocked.
The 40 for 40 was the worst program I have ever experienced in any work place. It rewarded those who had visible jobs and punished those who delivered on typical jobs. People doing project based work were punished while comms people were touted. It was wrong. Just because someone is visible doesn’t mean they added more value.
I wonder how bad they can make it. I'm sure back in the day as an H grade I'd get a base 10% but this would be raised to 12% with exceeds expectations and a massive 15% with whatever they called their top performance level. Just the sort of sh---y package I'm sure they'd love to reintroduce!
yes, I do rather thing KDs impact on the 'culture; of the company has been for the worse.
40:40 and 60:40. The sh---y changes to the benefits package. Focus at BP. All an absolute pile of sh-t.
I have bad news for you, performance feedback will still be subjective.
Having an HR at the EVP level just doesn’t make any sense for any company, unless the company is a staffing agency.
Fully agree, KD is the biggest waste on the LT. It boggles the mind how she got and keeps that role. Her communications are not worth investing thought in. Incompetence supreme...
100% welcome it. I’m relatively new to bp (3 years in) and it blows my mind that the review process is almost entirely subjective and qualitative - no benchmarking, no transparency, and at the whim of the manager. I’ve worked for several large organisations and have never seen such a one dimensional performance management “system”.
I welcome it back, forces managers to have a real conversation on performance again.
always the stick where are the carrots promotions and changing jobs. so many people still on their reinvent job...everyone blaming GC but our HR EVP should have gone before...
@OP+1jv2qpt5w since when did individual ratings go away? they were always there just reduced to two buckets..
They want to be able to justify firing people without giving severance. Big cost savings. Documented performance ratings make it easier to do.
They are doing away with the 40% for 40%.