What is the purpose of getting one? Our manager can tell us, hey, great job, or you need to do better at this, this, and this. We aren't going to reward you with a bonus worth your success, or a raise for job well done, we are just going to tell you all the new stuff you need to do but for no extra money.
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. Why waste time on a review with no mention of a raise. Asked about it 3 weeks ago and still no answer. Assume that's a no across the board except for CEOs!!
You must have been a VP!
I left Follett a while ago, however I had a few people ask why I would leave a place where you can make good money doing very little.
Completely pointless exercise.
The BBC actually just posted an article about the entire review process. Soul crushing? You bet!
http://www.bbc.com/capital/story/20190501-why-appraisals-are-pointless-for-most-people
2 percent again and across the board.
So stop k--ling yourself to work hard for them because the lazy one by you is getting the same percent.
follett declared war on experience and competence more than 5 years ago. Why would they single any employee out for praise? Another sign your number is coming up. It may make no business sense to let you go (because you're a top producer). They let a lot of top producers go before you. It made no sense to them, either. No/small raise, more work, no recognition- why are you at follett?
For a long term employee that has not had more than a 2% increase in many years you would think this company (r.m.) would at least take the time to tell me your doing a great job, you work really hard, you are loyal and reliable, and a trusted member of the team, you help your peers, and go above and beyond for the regional when asked.
I know I am not going to get a raise and no matter how well financially you do your bonus will be disapointting, is it to much to ask for a thank you, or any acknowledgement other than RM posting some b---s--- and reminding us of the deadline to sign off???
The only people who are getting promotions, and i assume raises/bonuses, are the people in the ivory tower who are making all these bad decisions. Dreaming up more nonsense busy work for stores to do, taking us away from the business at hand. Then getting put on non-compliant lists in front of the whole region. Whoever designed the self evaluation program should be let go.
The reviews were a crock of s***. What they have done is make most managers not even want to try anymore. Might as well just do the basic, bare minimum that you’re getting paid to do. Managers shouldn’t get a c-ap review because Follett’s stores are failing financially because of the higher up’s stupid decisions.
Question.. did anyone hear of raises bring given? Anything at all as far as info? Manager couldn't answer my question,
It sounds like a lazy regional needs to be replaced.
My RM copied and pasted financials and a few lines that must have shown as examples to use-same as co-managers. No meeting, no phone call, just posted and email alert to sign off.
Is that what this company considers a review?