What is the true true true purpose of goal planning in the great land of Mutual of America? Do employees have super constructive and honest conversations with their direct managers about role responsibilities?
My manager doesn't even bother to talk to me, LOL. She said she has been here for 9 years and is just logging on to the laptop to get paid. Great start, Amirite??
What does goal planning look like for Tara Favors (she/her)? More DEI initiatives?? MORE LIES???
I'd like to comment on the following comment:
"To the author of this post: Before criticizing your employer, perhaps your first goal should be improving your English writing skills"
Note to Management: it's not the employee's fault they don't know how to spell. If Mutual hired more and better talented employees who actually knew how to spell there would be no issues. Give simple IQ and spelling tests during the hiring process.
By the way, when is the VP of Talent Management going to be let go. They don't hire talent. In fact, they don't hire. Save $250000 in wasted salaries right there. He doesn't do anything but s-u-ck money from the general account. Ph--k himm
"Goal planning is there to show the court that you did not exceed expectations in event of a lawsuit. Any questions?"
Note to poster: We've seen your posts and handy work before. You have a very distinct calling card. We can see that the deck is stacked against employees with your comment because you state that employees have to exceed expectations or they will be fired. How about you slow down and acknowledge that you have to Meet expectations first. Once you meet, then exceed is the next level.
Any questions ?
Many of us want to believe goal planning has some importance, but with unexpected layoffs which could occur at anytime, and the pure fact that only attractive, well liked, personalities who are well liked by biased EVPs and VPs gives everyone realistic pause to believe that many of us have no hope. No chance.
Speaking of lawsuits, how many EVPs, SRVP, and VPs have been sued or named in lawsuits the last 5 years ? The Field Executive VPs should be canned as they have failed to meet any reasonable expectations. RVPs who fail to train, mentor, coach, and hold goal setting meetings with their employees should be canned. I can named a good solid half dozen who meet this criteria but only are protected by their best friend, relative, or live in lover.
HR is not your friend. HR works for the CEO not the Employees. HR is there to make sure employees can be fired without incurring a lawsuit which could cost the CEO his job. Goal planning is there to show the court that you did not exceed expectations in event of a lawsuit. Any questions?
I used to love watching Wild Kingdom growing up because I absolutely LOVED THE MUTUAL OF OMAHA commercials. f/u
To the poster who is obsessed with Marlin Perkins and Wild Kingdom. Memo to you ahole: Wild Kingdom is back. Do a Google Search and you will find out. Mutual of Omaha wins again. Lions and Tigers were the hunters. But it was the snakes which all of them have to keep your eye on.
To the author of this post: Before criticizing your employer, perhaps your first goal should be improving your English writing skills
HR certainly does not care.
If you are getting "bashed" on annual reviews and feel you are being smeared out of a fair shot at promotion....and you are good at your job...why stay?
What goals do most roles even have? Sales = sell more. Service = serve more. Web developer = lolcow.
Even after 250 have left the company in the past year, what HR doesn't understand is that the deck is stacked against many employees. The company has no money to spend on raises and promotions and if they did, the money would go to the higher ups first to those special executive pay packages. Besides, only people who are liked are promoted. If they don't like you personally, you are not part of the club, or family, or mob. You are an outsider even though you work 60 hours a week and give everything you got. No respect. No thank yous even though you have saved millions in revenue preventing clients from leaving. They heap on more work as the Field EVPs sit in front of their computers reading Salesforce reports and add little to no value. My solution is to get rid of the Executives and the money you save by doing that, 5%-10% raises could then be given to all rank and file--
I've been here for many years and my supervisor has never had a conversation with me about my goals, or where do you see yourself in 5 years, or this is what you need to do to improve in order to move to the next level. Why is that ? Because he knows he is really only going to promote who his EVP likes, or who is friends with so and so, or who is related to that VP who just retired, or an old fraternity buddy or child hood best friend. In many respects, goal setting doesn't matter because the decked is unfairly stacked against many employees still.
All my manager does is bash me on my annual reviews by throwing in comments he has never mentioned to me before and just throws zingers and handgrenades on my review to smear me and to knock me out of any possible consideration to be promoted in the future. This passive-aggressive behavior by EVPs, Senior VPs, and VPs is bias, discriminatory, and could be a violation of certain employment laws.
HR needs to get real 360 Anonymous Feedback on all EVPs, Senior VPs, and VPs and put those people on PIPs and provide Executive Coaching
Yesterday’s meeting emphasized goal setting with promotions in mind. Our priority as a company shouldn’t be advancing employees to the next level. We need to focus on addressing issues and driving profitability so our jobs will continue to exist.
Just be happy that you still have a job