I got a partially meets for the first time in my career based on very shaky reasons that didn’t reflect my work or feedback. Anyone else in my boat? I’m assuming this just makes me first in line for RIFs, but is it an automatic de*th sentence? If my part of the business isn’t hit will I be let go anyway? Obvs no one is psychic, just wondering about lived experience.
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Anyone knows whether managers were instructed to select some people to give partial to?
For the first time in almost my entire Nike career I received a meets after pouring myself into keeping my team afloat. This year went far out of its way to ignore every win and instead find any escape hatch to knock the rating down. It is embarrassing how it was written to achieve this. Manager apologized afterward, which amounts to nil since this is A performance theater and B required a spine in advance.
Out of some meager fairness managers were given a raw deal this year. Many ratings were verifiably assigned from above and there is a downward trend across the curve. It is not you. It is the company looking for ways to not pay you.
And if you saw who was rated well, you would quit. Don't ever forget that Nike orbits around nepotism. I am still waiting for the day people in leadership positions act like a leader and advocate instead of cosplaying as one. Get the fu-k out of the way if you can't do it.
There should be an investigation into these closed door “calibrations.” Nike clearly has not learned its lesson. Some leaders should be shown the door and HR should take a hard look at anyone using the process to damage careers
100%. I received partially meets after 10 years of high performance. Business value 10/10. But something about ‘the how’ cancelled it all out. No examples and tons of positive feedback.
The irony here is obvious. Nike tells people to move faster. Challenge bureaucracy. Work differently. But then comes the aCOunTaBiLITy. Funny how many leaders turn power dynamics into performance issues
@e1 absolutely agree with that. Big problem for Nike is that middle management has been heavily incentivized to not let anyone go and hide performance issues. If you know you’re unable to get a backfill, then it’s better to keep around dead weight to protect your team’s budget and headcount. Not my theory, I’ve heard this directly out of the mouths of multiple SD and senior managers in GT. Accountability for delivery of projects on time, under budget, and of acceptable quality is almost nonexistent.
I wish there was a better way of actually measuring performance, because I don't think anyone is going to disagree that we have at least half the employee base that is barely even capable of partially meets. Then probably 30% that are legitimately meets, and then 20% who exceed but rarely actually get labelled as such.
I and some of my long term teammates who historically have had high ratings (exceeding expectations ratings often) got partially meet expectations this year. Longer tenured employees were definitely targeted on my team.
In my own review, I was praised for achieving results and tons of feedback comments from my stakeholders supporting the praise. I was reprimanded for "how" I achieved the results. Lots of very ambiguous comments (I fully believe they were manufactured) that made no sense. Very weak or no examples at all were provided supporting the claims of how the work (which achieved results) didn't meat some "preferred way" of achieving results that was never mentioned in regular check-ins.
I've been around for a while and with RIFS in motion, I am fully prepared and even hope they call my number at this point. There's no coming back from this bullsh-t.
@bv She really was an absolute POS. Part of the handbag mafia now running innovation.
'Exceeding' here, did not stop them from letting me go. Considering myself lucky as future layoffs may offer ever less or no severance. Stay strong!
Spineless manager not willing to push back against the “review curve” and fight for the people that are propping them up in the org.
Weak sauce
@OP I’m in the same boat. Received this rating for the first time in my career and reasoning from my manager was incredibly vague and wasn’t because of any specific feedback I received. It’s shady af, especially since work keeps getting piled on and piled on with every reorg/layoffs.
@b0 Innovation is a special kind of hellhole since that dou--ebag KD started running the team. That guy is a total POS
I’m sure you’re amazing, but I would take this as them trying to squeeze you out so you find another job to avoid having to lay you off later. It’s happened to me at another job at a company similar to Nike leadership has been pathetic and made atrocious decisions lately
@ay it starts at the top.
@af I’m so sorry that happened to you. Such a bummer that terrible leadership is hemorrhaging talent and loyalty.
@OP prepared to exit. Got the same and asked my manager why as I didn’t understand it either. Was fired 2 days later. 17 years of service ruined by an an a--hole manager in 15 min. Stay Strong.