Can anyone honestly tell me the point of the appraisals?
I am a 4 year manager, have seen nor given raises. So, what is the point? Another time consuming waste of time?
I can't imagine my r.m having the balls to say work more, harder, etc. with no increase after years of being flatlined.
Manager of less than 4 months gave me my evaluation, I've been there 9 years, what the heck does she know about my effort this past year?
That's a fact jack! 2%
2%? Is this fact or speculation?
2% Merit for this year.
Sorry, you own it. We never fail!
What bother’s me is the total lack of communication regarding raises. We never get told that we are not getting raises. They just ignore the subject. It leaves Managers in a role of trying to answer questions. When the appraisal process begins a letter needs to be sent out “each and every associate” explaining why raises will or will not happen. Lack of transparency makes a bad situation worse.
follett is a hostile work place. Equal pay one measure of hostility. Go ahead, make quixotic run at it. Better yet, put the time and energy into finding a new job. A lawyer won't take 40% of that.
How can the info be gotten regarding equal pay?
Are you even kidding about equal
Pay??? Of course not! DG didn't believe in that nonsense. Only right that men at Follett make more especially floor 8
And question, is there equal pay for women & men in the same positions? Starting pay the same?
That's a lot of energy that could have been spent finding another job (and leaving the follett leadership fools high and dry).
I honestly don't give 2 sh--s what my RM says anymore. I just tune them out. Untalented, a-- kissing moron. Morale is as low as ever. What other company on Earth gives zero raises and expects their lemmings to work harder. You know what I say? F--- you Follett. F--- you RM, f--- you GVP, f--- every a--hole behind our company's penny pinching ways.
Are you meeting objectives? Is your team aligned and performing at a level that would support objectives if this shell of a company weren't lead by feckless relics? Review your store's performance, find where you can improve, assign people accordingly. Assess their skills and performance against your instruction and the team's goals. This isn't real hard.
Raises are beyond your control.