Is this just a return of the old school method to avoid paying increases?
16 replies (most recent on top)
All block 3 and 6 employees probably have a discrimination case against HON. The rating means you have delivered satisfactory or exceptional results, but you are not measuring upto someone's subjective opinion. Its the very definition of discrimination
Truly can speak to top performers being pushed out, happened to me personally. Sadly, from what I saw, some managers would protect their employees as best they could (and mainly based on performance), and others would push out anyone they found threatening or were not on their favorites list (fully based on personal opinion). The more experienced managers (been with company longer) were normally the ones that were more protective of their employees, whereas the newbies were more likely to push out a top performer or two in order to protect themselves. Because a huge number of management is new to the company, this seems to be happening more and more and Honeywell lost most of their top performers
My last manager quit out of contempt for being told that he could not issue 1Blocks and had to put a percentage in the elbow. He defied them and quit before their retribution. Honeysmell upheld the 1 blocks he gave to some of us but we were all hit with 5s the following year despite high performance and one our best guys was well in the elbow. They are sick.
Yes they certainly do push out top performers. That’s why succession planning is a total fail. They only keep people around that they aren’t afraid of being replaced by. Dave Cote didn’t even want DairyA--, he wanted Anne. He knew what would happen. The rich get richer and the poor get poorer.
@2rxl is correct. Even if you had a top performing team, someone always had to be slotted in the elbow. I was told almost every year to change the block rating of one or more of my team members, or else it would be done for me. It was always 10% for your VP's organization, and he/she decided how to roll it out to their direct teams. It was the way to give more $ to the top performers (Box 1,2) and less to others, and it was the list when layoffs happened. Bunch of BS. I got fed up with being unable to protect my team and the way employees were treated and left.
There is a percentage quota for each of the 3 portions of the elbow that supervisors and managers have to hit. I have personally been told about it. Long story short, managers have to choose a predetermined number of people to put on the sacrificial pedestal at every review regardless of how well the manager thinks they did. If the whole team was superstars and they all surpassed their individual goals, the manager would still have to pick a percentage to go in the elbow under the 9 block system. The whole thing is an absolute moral and ethical sh-t show that has been disproven as an effective review process time and time again.
This system is meant to extract as much labor from you for as little money as possible while keeping you pitted against your coworkers. If it was actually about making you a better professional and improving the team then you'd be scored/rated against your own year to year metrics and accomplishments, not against your team's overworked and burned out superstar.
Get out while you can. There's nothing good here.
HRSucks nailed it!
HRSucks- keep your money- you would lose that bet.
Just calling out outrageous exaggerations. Some people might actually come here and read this stuff- so an honest response can't hurt.
BTW- the absolute worst part of my job was dealing with the 9-block and outer elbow assessments. Hated it. I'm certainly not suggesting it is a great approach- just sharing reality about it.
How does a (supposedly) former employee know the percentages of elbows? Why would a (supposedly) former employee come here to anonymously throw rocks at people and passionately defend a former employer on a weekend?
I bet that’s someone from HR.
OMG. I get the culture at Honeywell isn't the best for many. I get the desire for affirmation at this site. I even get the many, many fair criticisms on this site.
But 10% elbows? Never, ever has it been that high. Around 3-5% annually.
Focused on any race or gender? Bulls**t- there are no metrics to measure that (on purpose), and certainly no goals as there are no measures.
And to push "top performers" out? Somebody is smoking something. Clearly a former elbow with a god complex. There is no rationale in the world for any company to push out their top performers.
Folks- if you are still with Honeywell, and reading this site, there's your sign. Take the advice so often provided and find another company with a culture you approve of.
- Somebody who actually knows the process, and is no longer at Honeywell...
Trash can managers need more supervision by HR maybe legal. They use the elbow to drive out top performers with vague subjective behavior references. This has been a growing practice since 2018. Ex Honeywell top performers now populate many other companies and the cutting continues
Actually the elbow extends into blocks 3 and 7 as well, meaning you can be doing really good work but have "behavior" issues or you can be lousy at work but have a really great personality. So the elbow is 5 blocks big and the good people only have 4 blocks to land in. I would not be surprised if they eventually take block 7 out of the elbow, since that is where many of the DEI hires will be located (great identity credentials, but lousy at work).
Now we get to add race and gender to mix. “Diversity” is being considered. Completely illegal but the numbers are tweaked to ensure we can promote the “right” people.
A return? It never left. And yes, 10% of employees end up in the elbow, there's a quota. Since pay increases are a joke anyway, I don't think it's purely to reduce expenses but more importantly to have an ongoing active RIF list for HR to fall back on.
Being in the elbow means you are 6,8 or 9 on the block rating. If you are rated on those blocks, you don’t get a merit increase.
What’s elbows got to do with pay increases?