Got the email today and went into Workday. Looks like another useless evaluation since the goals setup by my manager don't match my job. I guess having goals that match my jobs would be too much work for my manager. Another check-the-box activity.
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while you nlmay disagree with your overall rating it is helpful to document your accomplishments especially in cases where you did Y but your manager is saying you did X. Perhaps you also did things your manager want aware of. In workday you also have the ability to add your own goals. I'd also argue that you should have been given your goals a a while back and if you felt they didn't align to what you do you should have had a conversation with your manager about them as they can modify them. When my leadership pushes down goals each year I always to to add or modify them for each of my te members, in the spots where I can, so as to make them more relevant and accountable.
as aanager I love the goals around retaining talent and building high performing teams. maybe if you let me promote people, pay them what they are worth, retain by countering, and perhaps even backfill when someone leaves then I might be able to make some progress on this one.
What is even the point of the self evaluation? What does it matter if I think I consistently exceed? Managers have to rank people based on the curve so self evaluations are pointless.
“If I work on a technology team that is not customer facing, how am I supposed to grow the business?”
By supporting the people who actually bring in revenue so they can conduct their business with efficiency and effectiveness. If you don’t do that, then you’re overhead.
Nice to have vs. need to have.
My manager rates me exceeds as a pat on the back, then a meets in EOD so he can meet the curve and I get a nice swift kick in the nuts from Charlie.
Corrective Actions are tied to issues and the rank and file may not even be aware of them. They also have due dates, which may not even be in this year.
If I work on a technology team that is not customer facing, how am I supposed to grow the business?
The sheer incompetence of the executives pushing this generic garbage of "goals" is beyond incredible. This is our leadership.
Oh yes, the illustrious c-suite 2 down level goals passed down that have absolutely ZERO connection to your ACTUAL job!
“Grow the business by X”
(I don’t interact with customers nor do I grow business internally!)
“Reduce corrective actions” or “close open corrective actions by XX”
(My role and output has nothing to do with the high level corrective actions the larger business unit has!)
But the minion Managers and Directors just say yes ma’am and pass it along. What a joke!
Do not do these. They are optional. If you do them, you are just kissing your bosses azz
A way to ax you when you don’t meet your goals