Thread regarding Fidelity Investments layoffs

For your own benefits, do do your QCI. It's a formal way for you to tell YOUR SIDE of the story. List as detailed as possible as complete as possible all your contributions. It helps your manager to argue in favor of you during the calibration process for promotions and bonus. Even if you manager is against you, it's the counter-measure to prevent him to demean your work.

Of course if you haven't contributed much, that's a different story : )

What happens if you don't do the QCI?

I also have a really weak manager and this is something that happens to me. I had an amazing quarter but my manager made it seem like I was only slightly above the bare minimum.

I have an issue with Fidelity's leadership model, for one it's a scripted process that leaders follow so most are not true leaders in which they are not able to display true leadership capabilities or not. The other aspect I take issue with is in the monthly, quarterly meetings that the onerous is placed on the employee to lead the meeting or in a QCI the employee is expected write up their own review under the guise of your chance to highlight your accomplishments to "remind" the leader. Give me a break, keeping up with your staff and what they are accomplishing, what they add to your team & what could be improved is the manager/ leader's job.

A bit off topic but goes into the QCI is when these roles are expecting employees to perform activities in my opinion beyond the true role such as leadership on the team or being on committees, to me it seems another way to get more work out of associates without adequate compensation. What I see, employees taking on these tasks not because they want to or have a passion for it but that they need to check a box.

In all reality is that Fidelity has to find something to bring out that the employee could improve upon when- what it should be is the employee doing their job- yes or no then if something needs attention to bring it up right then and there and skip this monthly meeting non-sense. Fidelity is becoming more micro managerial style which for most do not work well under.

The 3rd quarter is the most important one going into when everyone is being evaluated against each other. It’s a good way to brag about your work so your manager knows what you did - this is especially helpful for the clueless ones. I just write mine knowing I’m going to be lumped into the general SP bucket anyways. There are only a few EPs that can be given out. The more you write the better you will be remembered.

I feel the same.

My manager probably just copies my comments, puts into chatgpt and asks to have it formatted so it sounds like my managers words.

Basically, I have been getting same comments in active / passive voices for past 7 quarters now.

Nothing matters, it's all predetermined and they just want you to believe your comments matter.

Yes, it is not only common but I never had a manager take them seriously in the rare cases they were done.

I’ve found that when I detail my accomplishments for any review, meeting, etc., my managers would copy/paste my info into his/her comments.

I’ve had 2 managers here and the first one would skip a lot of the QCIs but when we had one it would be like you described. My current manager never did them until this past one, I think because HR really started emphasizing it.

But yeah, don’t worry about sounding conceited. Just list your accomplishments and focus on the impact each one had. Or if it’s too soon to actually have had an impact, say what the objective was. Talk about progress you made toward each goal.

If nothing else, doing this every quarter is going to help you write your year-end commentary.

Highlight anything you feel is significant.
Achievements, tasks above and beyond, completing tasks ahead of schedule, learning new things, helping others, etc.
Most managers have no clue about their reports accomplishments, so don’t be shy!