This will be my first year with the bank. Is asking stakeholders to take part in your end of review a legitimate thing, or is it just recommended? Can’t imagine anything worse than that If it’s true.
13 replies (most recent on top)
I like your thinking. Brilliant!
No, you consider this metric to be dubious.
It’s legitimate but it doesn’t get you a raise or anything. Just go through the motions. It’s easier that way.
I give out my PayPal info to people who want positive feedback. It's a great side gig.
No need to write anything. You don’t get a merit increase or anything based on performance. It’s a predetermined amount to be split among your department. The longer you’re here the less your increase will be. They only ask people to write stuff because they have no idea what anyone does. I put on mine last year something about this huge training I was involved in for months and at review time my manager said ‘I didn’t know you did that.’ Basically I did it all for nothing and the thing I trained on was never even implemented. Such a waste of my time.
All very true, but it gets worse. Your manager had your bell curve position finalized well before your year even began. You’ll be judged on your progress towards your goals in mid year, but you won’t get your goals until late October at earliest. You’ll be able to rate coworkers and they’ll be able to rate you… regardless of what you or they were were tasked to do… if anything.
This is why the only way to rate employees is by their compliance on returning to office.
It’s a d-mb waste of time just like the whole goal, setting, midyear & end of year review
Just that scene in the ‘Amityville Horror’, add this as feedback for those folks: ‘Get out,,,,, GET OUT!!!!’
your manager knows what rating hes giving you even before the whole thing begins
It’s best when the manager chooses some of the stakeholders.
Otherwise, it’s the employee’s pals and super fans.
It’s not something you have to do but it’s been an option for the last few reviews
You should have been doing this throughout the year, not just at mid year or year end. Sorry your manager did not explain it to you well.
As far as the first commenter, while one’s fate may be sealed, there is no reason to lean into that. Go for the gold.
People that tend to ask for feedback tend to get people who would likely give them a higher score anyway. For that reason, it’s a fairly dubious metric. They change it every year…in the past as a manager only I would be able to see feedback for my team, but in 2022 they made it so the employee and manager see the feedback. Honestly, for most people, your fate is sealed, regardless of what you actually accomplished, or if your colleagues have a high opinion of you. The higher performers, or at least the ones that get a greater share of the rewards, tend to write more commentary on their midyear reviews. The ones that don’t do as well tend to write barely anything, because they know their fate is sealed.