Our leadership is now looking at productivity in our org (Berry, planning ahead for something?
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“The lady doth protest too much, methinks” - William Shakespeare
“Did you have a productive day?”
Are they asking-
“how many emails did you send?”
Or are they asking-
“did you accomplish something of value?”
You are obviously one of those “managers” that still argues like they are in the union.
Definitely on the list to go.
“ Translation- how they view your “productivity” in relation to your peers“
Wrong yet again.
Productivity implies a volume or quantity of “whatever”. Projects. Emails sent. Meetings attended. All of which would be ridiculous metrics. I can’t tell you how many people I know sit on countless calls and offer nothing. No input. No feedback. No nothing. But look at their calendar and you may think they’re productive. Or at the very least busy. Which they aren’t. And they can be let go with zero impact.
“Value” to the team speaks to whether you are one of the ones they can trust to take something and run with it , with minimal supervision, with confidence you won’t sc--w it up. They know who those people are. And aren’t.
@ev “ There are rankings that your AD and Director create. They create those rankings based on their view of your value to their team.”
Translation- how they view your “productivity” in relation to your peers.
Hopefully these reports aren’t tracking computer activity metrics. If they are, there’s a pretty obvious contradiction.
We’ve been told 5-day RTO is about in-person collaboration, relationship building, mentoring, and being present. That means time spent in meetings, with coworkers, vendors, and actual face-to-face interaction.
If idle time, keyboard activity, or screen metrics suddenly matter too, then what exactly is the expectation? Because you can’t say the value is being in person, then judge productivity like everyone should be glued to a monitor all day.
It can’t be both ways. If you want us glued to a computer then why are we 5x RTO. You can’t have it both ways, stink.
“ Well obviously, it's being measured so they found a way to make it less "unquantifiable" ….”
Gee you’re dim.
I keep asking the same thing and you don’t answer, and then you get all snarky.
You say they found a way to measure “it”.
What is “it”? And you can’t say “productivity”. What makes up one’s “productivity”? Emails sent? Meetings attended? Educate us with your keen insight. Or just continue making things up.
There is no “productivity report” rankings.
There are rankings that your AD and Director create. They create those rankings based on their view of your value to their team.
And yes, whether they like you or not as well.
“Try again. That doesn’t mean anything and is unquantifiable.”
They prefer it that way. They’ll say everyone’s output is similar but you get paid more therefore you have to go. Their way to get rid of higher paid people.
@dg "That doesn’t mean anything and is unquantifiable."
Well obviously, it's being measured so they found a way to make it less "unquantifiable".
But you can have that debate with the guy behind you in the unemployment line.
“ Productivity-How much valuable output an employee produces for every hour, dollar, or resource the company invests in them“
Try again. That doesn’t mean anything and is unquantifiable.
@bw it’s not crazy if you make it known what’s being tracked. When you don’t it’s devious.
And the “right” people are the ones who are the least productive and create the biggest headaches.
@bp unless something has changed in the last few months your’s is a totally accurate description of my experience. Having participated in multiple surplus events myself, I can say that the list of potential candidates is usually “ranked” based on how they “score” (usually 1-5) in 3 or 4 very broad categories (like team work, technical expertise, etc.) In my experience sometimes there was collusion between ADs to make sure the “right” people ended up at the bottom of the list.
@bk That’s the hard truth. T couldn’t care less about any additional learning, degrees, or certifications you obtain in an attempt to improve your skill sets and value to the company. Leverage those learnings on the company dime and move on where they will be valued. There are clearly leaders in T who fear those making the effort to grow.
Wow. Can you imagine being measured on productivity? Crazy.
“ Decisions will be based upon Productivity report from 01/01 thru 05/31“
Been here in management a long time. Through many surpluses.
Have yet to see a “productivity report”.
These definitions of “productivity” are hilarious. They don’t actually mean anything.
How is “productivity” quantified for the purposes of this exercise if we are to believe this is the measure?
Because it’s not the measure. The measure, as always, will be the ranking that is done by the AD and Director. The ranking will be based on who they deem to be valuable and who they deem to be expendable. As always.
Most decisions are based ultimately on Productivity in Management. No one cares about degrees, AI, or office presence. The bottom 10% will be gone before “America 250”
Decisions will be based upon Productivity report from 01/01 thru 05/31. Good luck. If you are on the bottom and want to stay, suggest you work every night and weekend “off the clock” for the next 12 days and get out of that bottom 10%. Good luck. My wife was an AVP and that is all they look at. Nothing more.
Productivity-How much valuable output an employee produces for every hour, dollar, or resource the company invests in them.
@b5 and you as well.
Oh no, my productivity is bad.
@an yep, lay you off!
What does that even mean? “Productivity” ?
What are the criteria for productivity?
You know what “leadership” can do with their productivity reports…
“Leadership”?!! Ha!!!
@a4 you know something, you're right! everything is great here. nothing to complain about. all is well.
Maybe you haven't been paying attention but there is a surplus that will be taking place in June.
Have the same q