Putting in the same level of effort as last year when I was rated an Exceeds at mid-year and this year I’m rated a Meets at mid-year. Why bother? Just going to coast from here on out. Corporate America is ki-ling any desire to care about our efforts at work. It’s all just a game where we are competing against each other.
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I rotate my "Exceeds" among those who really exceed and communicate this. It's the rating system that HR wants to use. Rack 'n Stack, curve not curve, etc.
So many salty nuts at this co-----l party. I’ll bet most respondents don’t even know the real life implications of getting a Meets vs +/- 1.
I’ve never seen so many folks who are mad about something they don’t understand. But I won’t try to change you. Your anger and apathy keep me at an Exceeds and Consistently Exceeds with absolutely minimum effort compared to what I would have to pull at an outside organization to get. I’ll take the extra paltry $500 add-on to my bonus and merit for no additional work all day, every day.
Thank you to those blinded by their own ignorance.
My manager told me you basically have to walk on water to get an exceeds these days. On top of that managers are being told there has to be a certain amount of the team the is not at meets. I stopped trying hard since the layoff notice almost a year ago.
Your manager is taking away peanuts from your plate and giving it to someone he or she likes.
With “calibration” there are only so many 4s and 5s they can hand out, so I think a lot of managers just rotate who they give them to strategically to try and keep everyone happy. It was your turn last year, now it’s someone else’s, even though the quality of your work hasn’t fallen.
just another day on the plantation ain’t nothing nobody can do about nothing
Translation. giving your bonus to someone I like more.
At least it's meets. The system is stupid, I agree. The reality is that budgets are basically flat and while I'm sure you are a top performer, I assume you aren't the only top performer. Guessing you got a decent raise with your exceeds last year and now you're manager probably needs to give someone else a raise this year. They can't give everyone raises and so they tend to have to spread it over a few years. Not saying it's right, but just the reality.
I got an exceeds for my mid year. Is that good?
The perf rating system is a basic default bureaucratic offering never intended to serve a real purpose to employee careers.
Exceeds is nothing more than a pat on the back, designed to subdue the employee into a feel good coma. The company is excellent at dangling inexpensive carrots of hope to employees.
In my 20+ years, not a single excellent co-worker has risen far from their roots (both in position title and pay).
Easier said than done and I can't change my past, but kindly warning anyone from management on down who is an operational/service orientated role that they should look to leave by the two-year mark.
Any time over two years sends a message to WF that their employee is insecure in their capabilities, their potential. After all, who would stay at a place where employees are valued so little and given so little. There are easily thousands upon thousands of current and former workers who will say they regret sticking around as long as they did.
Because it does t matter what you do. It’s all a game. By design to eventually say you inconsistently meet. I am going through the same. Been in corporate america 35 years to know. If youre a DEI hire you can do nothing and be fine abd this is coming from a minority.
your problem is that last year you raised the bar for yourself so the same level of effort this year is only meeting that higher bar.
“Meets is the new exceeds”