More busy and fake work to actually make staff think that it is measuring your work. Your merit and rrp will reflect that. Yeah no. Making a big deal about a 1% at most difference for most people because you have to rank anyways.
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Wouldn't be surprised if human capital gets a new tool. Over the past couple years we had to do mid term reviews, they've also started the CLL tool couple years back and it gets used occasionally.
Don't think a new tool will change much as you managers know your leadership asks you to rank your employees every year, then the lowest ranked would be considered for layoffs.
There's nothing new here, it's corporate America and we've seen this with other corporations.
This is just some BS to solve for terrible managers. I have these conversations already regularly with my staff. Apparently several don’t.
So thanks to you slackers that don’t, that we get some more tools to fill out. Who would like to do another card sort? Waste of time.
I know when I was there in IT, they made everyone do a weekly time card to show what you specifically worked on so project managers could ensure time is partitioned properly for resources. I told my staff to put whatever as no one is really looking at it, considering it's a joke that will serve no real purpose. I left 8 months ago and since then, my successors make a fuss about these time sheets but yet nothing actionable is being done with them.
It’s just to make the process quarterly and easier to engage with. Now I could see how it would make some wary (and it could be used as data in layoffs, but they have managers rank midyear etc anyway if they’re planning on that) but honestly it sounds similar to what my team decided to do anyway because annual review was becoming a headache and we couldn’t remember all our accomplishments for the year. We do quarterly goal setting and skip meetings in addition to our 1:1s and log our reflections monthly and then just copy/paste in November or whenever.
My team has had crazy insane metrics and performance tracking since day one. Chained to the desk! Case management dept.
My team doesn't have any performance other than once a year where we fill out some bs words our manager added to our yearly goals. I don't even know that they even mean since they are not specific but more an over all flavor. I hope this new tool has actual specific things we are to achieve that can be rated. How do you rate something like "lead meetings good". What is good?
The tool hasn’t specifically been named but there is information about it posted on the company intranet, along with “more to come” or something to that effect. I just saw it on Thursday so I think it’s a new announcement
Seems like adding a bunch more work for no raises and small bonuses. Next year, if any of us are still here, there may not be bonuses or raises. What was the point of all this
additional performance management?
I guess it could make it easier to fire someone.
What tools? This isn’t exactly insightful.