bye bye to those with rating below successful
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As someone with direct reports i can tell you. the quotas are an old HR GE model thats been around for years. Designed intentionally to always reap the bottom 10-15 percent. It’s not fair. It’s not accurate and it’s very short-sighted. but yes, it’s used at Sabre and if your upline doesnt do it, they wont be around much longer either. It would have been nice if this method would have been discontinued as HR leadership has evolved over the past 2 years but i guess not and im not holding my breathe that things will change for the better. Kinda like im not holding my breathe that we will ever get back that flex pto day that we all saw fall due to the new MLK holiday. Thanks old fired racist HR guy.
The problem is that it doesn't matter if you are doing a good job because we're all graded on a curve and so we're ranked and yanked when layoff time comes. If the entire team are equally great at their jobs then one will randomly be designated "exceeds expectations" and one will randomly be designated "does not meet expectations", neither deserve it, while all the rest all get "meets expectations". This eliminates the need for actual management because it's just management-by-rolling a dice and that's much simpler. If your boss doesn't know what their team does then you're experiencing this. The boss won't get fired because that makes their boss look incompetent for allowing it to happen. The problem is that it causes good people to quit and it causes good people to get laid off, and when you know that good work isn't rewarded, and when you see bad management isn't punished, it destroys motivation. It's especially damaging to motivation to see that there is no future for US employees as everything is slowly but surely offshored to supposedly cheaper Poland and India because any layoffs in the US can only be backfilled by new hires in Poland or India.
employee can disagree, can’t lay off then
This is the problem with Sabre management. An employee should know their status PRIOR to their evaluation, a good manager will be in communication with the employee - mentoring them. An employee that rates below successful should have been released way before their evaluation.
Then you have managers (with low self esteem) that are threatened by one of their employees that know more than they do and will knock them down with a low rating on their evaluation.
So if you get a bad rating when do you leave ? Don't they have to wait until next evaluation ? (Mid year, June)
AS is $%%^ed
Rating does matter(it's a legit excuse), more so when stock price is falling.
It has NEVER been about performance! You can't get anything above successful unless you are a "chosen one" anyway. And who cares anymore, NO ONE is listening!
Oh, right
There is very serious approach to the performance ratings at the director and above levels. This looks like plan to let underperformes go early next year.
oh Lord, just lay me the hell off already, this is getting ridiculous! Run the company into the ground, I really don't care anymore!
A certain pressure will be put in managers to downgrade a percentage to backfill in India. Thanks Louis Offshoricourt.