During your comp discussion (assuming you had one), was any mention made of “zones”? I’m hearing that is what determines where your pay can be relative to the band. (Zone 2 can pay between 50-85% for example).
My manager didn’t say anything about it.
I’ve also heard rumors that managers are required to rate their teams “on a curve”, forcing a certain % to be rated lower if some are rated higher. Anyone else hear that?
@139 exactly right. Managers had to take from others to give to the exceptionals. It’s a zero sum game since the company didn’t fund properly.
@OP Even if you met expectations it's not guaranteed you will get 100% of the bonus. It's ridiculous. The company and the shareholders should be embarrassed of doing this after a horrible year....
@cr totally wrong and you’ve clearly not read any of the materials that are out there. Percentages are wrong, people aren’t pip candidates and dei isn’t even being pushed. This place is a mess without having to make stuff up.
Jokes on you if you are STILL sticking around this awful company only to be mistreated
The zones are supposed to be private, although some mentioned they exists. For raises, they have a 10% low (who are PIP candidates and on the way out), 80% meet expectations, and 10% exceptional. They also train managers to have short quick conversations about it to remove your ability to ask these questions, although you can always follow up. If you are not a DEI candidate, good luck getting exceptional.
I am convinced that I was chosen for the low rating of 1 because they were required to have a low ranked employee on the team. I believe this because the reason they gave was not something related to performance of my job responsibilities and all about “how”. They used it as an opportunity to encourage me to be more humble and curious when expressing concerns in meetings. No raise. 50 percent bonus.