What joy!!
Also trying to understand why we're having to complete this mid October.
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https://www.thelayoff.com/p/@2zta+1v3USrXS
So what is their waist size Mr. know it all?
You nailed it absolutely. Our traditional waterfall PMs are useless in an agile scrum. Waterfall PMs meet for eight weeks with the developers who waist the time by asking questions so that they learn. Then it’s ba--s to the wall with 80 hour weeks to pull it off.
I’m a long time manager and have explained it multiple times here. Look at old posts and learn how to learn.
Managers are continually ranking their people in order of the criticality of their staff. That having been said, this does not mean that the most critical get the best raises and reviews, and vice versa. I’ve been highest bonus on teams several time because I’ve led some critical deliverables several times.
I can’t say more as my deliverables are well known and instantly recognized throughout the Bank.
Can someone please explain how the forced ranking works..? Does the manager just pick out the weakest person in the team or is there a strategy behind the selection. I mean you can't really compare someone who's a Director against Associate/VP level can you? It would be like comparing Apples to Pears.
Some teams had to complete year end by October 11th or 14th at a day's notice. Madness.
I guess we can put our feet up until next year's goals arrive in March 2025.
@3cvy+1v3USrXS Most likely has nothing to do with your boss but those several levels higher. Ever since the bell curve was introduced maybe 15 years ago it’s very hard to get anything but meets. So it’s more of a flat line than a bell curve. They used to allow 1 or 2 people out of 40+ to get exceeds but literally if there were too many exceeding the reviews got sent back and forced at meets even though those several levels higher probably don’t even know the person being rated. It’s a rigged system and only fosters a hostile environment where no one wants to go above and beyond because there’s no point. If I can’t get recognized for my work and only can be meets, then I’m only doing what my position requires and nothing more. And on the same note, sometimes they force managers/ supervisors to pick someone who’s below expectations even though their manager/ supervisor might not agree just to show a false bell curve. Surprised they haven’t been sued.
My boss couldn't care less. She opens my comments at the same time she opens the call, and no matter what I do, she is completely locked into her cognitive biases. I am and will always be "meeting expectations" no matter what I do. So, for the past few years, I’ve been completing my review in 10 minutes, and guess what? I still meet expectations anyway...
Application Architect here. Generally our “Agile team” remains locked on traditional waterfall project management and meets for 3/4 of a year asking us questions. Then we get 3 months of no sleep to make up for the PMs pi----g away 9 months. Every damn year it happens.
I’m still trying to figure out why we never get our yearly goals until October or November
I did my self evaluation this week. Turns out that I’m the best damn employee at BNY!
End of year review, it might be another layoff reason - poor performance.
I feel better reading these comments.
My self-evaluation was rubbish.
I left it till the very last minute and ended up writing something extremely poor.
Had hoped to edit this over the weekend but can't see an option to do so.
What a pointless exercise all round though if management have already submitted their draft rating. As presumably nothing I write is going to change this.
I worked for BNY Mellon for thirteen years and I am proud to say I did not once complete a goal. My BS Self-Assessments were copied from a website. I received a met expectations rating ever single year and was promoted several times. The Drive-by Managers could care a less as long as they are completed and on time. The C-suit Goldman Sachs Reject Executives are too busy blowing smoke up each others rear ends in endless meetings and talking on the phone to read them. Year End Reviews are nothing more than a meaningless waste of time to legitimize some over-paid HR hack's six figure salary.
Why? Same as last year. There are going to be US and UK employees to be harvested like grapes before end of year. This phony baloney forced ranking stuff is their rubber stamp bogus justification.
These goals are just complete BS! Why would I care about strengthening leadership roles in growth locations especially when I don’t work at one?!!!
So they can give you a bad review and fire you by December 31.
This company is the worst , but what baffles me more is that more managers don’t speak up or why do I have to read about all the bs here?
Ratings were in two weeks ago and finalized this week. What is the purpose of the self assessment?
Yeah, funny isn’t it? We get our goals in March & then we’re rated for 7 months when they tout it as year-end. Managers had to have draft ratings in last week (before your self assessments were due) so the upper mgmt types could verify that 10% were in one way or another not ‘meets expectations’ that gives them time before year end to get rid of as many of that 10% as they need to before the end of the year. Saves on Sub package, year end bonuses and 401k matching on all of those.