Anyone have insights or thoughts on why our overlords have modified the EPR format? Question 2 asks employees to volunteer areas where performance isn't what it should be or needs improvement. Seriously.
10 replies (most recent on top)
To remove any last hint of objectivity in the ratings that could be used to argue for a raise or promotion.
Now that all of the hard numbers and measurable goals have been removed from the process, it's now entirely subjective.
Much easier for the company to just deny everything without getting raked over the coals for disregarding the clearly stated guidelines.
How many meetings did it take to review and approve these questions?
1- What did you do well?
Answer- Each and every thing was done to a stellar perfection.
2- What could you have done better?
Answer- Not applicable.
3- What do you want to talk about during your Contribution & Development Update discussion?
Answer- Show me the money.
Less time needed to make a list for the next RIF.
GLINT survey results affected the change, as employees enjoyed the more interactive mid-year ‘talks,’ during and post pandemic.
We shall see.
Ask your HRBP I’m sure they will have an answer that will make perfect sense… oh wait they don’t do that anymore as they are now the Peopleless Partners.
EPR's are a fu--ing joke. Every year our manager tells us that if we rate ourselves higher than a "3" then we better give an explanation. Every year I write out my reasons and you still have people that just rate themselves 3's all across the board and get rated higher without any explanations. He-l, I've seen employees that have been late to work 30-40 times in one year get midyear promotions. It's all who you know and how much a-s you can kiss, that's how you get a good EPR
It is a chance for you to shoot yourself in the foot.
Volunteer a reason to give you a small raise
Self reflection