My Manager rated me 'needs improvement' and provided some comments after giving me additional work due to allocating more work after laying off a colleague year back. I used to have good ratings during previous 6 years with successful meet expectations.
Are these managers not trained, or what legal advice can I take or who should I talk to? EU employee.
17 replies (most recent on top)
I’m just gonna put in my comments I take the fifth, or no comment, or I don’t give f since Oracle doesn’t do raises or promotions. I’m almost 62. This will likely be my last review if I’m lucky. Riff would be nice albeit later in year.
You expected Oracle to make sense? That was your first mistake!
@bw
3 is not bad at all.
Those people with 1 or 2 are gone.
We need to make a bell curve in the rest.
I imagine roughly as below
5,4+ become 4
4-,3 become 3
3- become 2 next rif target
1,2 already gone
@bw
In several counties managers give too much 4&5, so especially this year, managers are told to be keep the bell curve. If not, the managers’ evaluation is overwritten by VP. This method started this time. Didn’t your manager explain this?
@OP sounds like you may be a low performer.
@bw This year performance ratings are assessed by a VP after your manager gave your rating.
The "message" is that meets performance should be the rating for most people and you'll be told that's a "strong performance".
It's BS really but does it matter if there's yet another year with no bonus or bump to your pay check no matter how hard you worked ?
You'll be told that you should be grateful you still have a job.
I just got 3 meets expectation on performance which exceeded by previous year which got me 5. I never received 3 before, always 4 and 5 and this was my best year ever in output in everything.
My manager showed to me his controls and how 3 was locked out and that he couldn't change it through his controls and he is claiming this is coming from the top and he has no ability to change it.
I cannot verify what he previously submitted to upper management, so it can be all bullsh-t.
I guess we will see if it's a sign they are cutting me, though it makes no sense unless they axe the whole org, but hey, that's Oracle.
Like you many of us are getting backed into a corner due to these circumstances. If your team is full of high impact, hard working employees oh well you can't all have the appropriate ratings. The question is now that the chips are down, what is each of us going to do about it?
@a7 that means they are doing rank stacking
Are all reviews due today in the US?
@a7 rank and yank? Oh they are in big trouble if they do this for EU employees.
Managers are told to distribute ratings on a bell curve.
You can understand what happens now that we don’t have bottom xx% with us anymore.
Yes..review is not closed until employee accepts the rating. Back up your comments with data..bug, prs or emails capturing the additional work you were assigned.
@a2 yes I did put my comments, not sure why they rated me that after going extra miles. But yes it's a good point.
@a1 Thanks for the advice I'll do that.
Have you provide your own comments in response to your manager's comments ?
I thought you would have had that opportunity before the review is closed.
Depending on which EU country, probably worth a chat with the unions. Gather evidence before it is lost. Piling on work because they've sacked others is the usual crazy approach. Force them to formal handovers (which they cannot do) and metrics for success (which they won't have). And keep the evidence. With evidence a lawyer may be interested and help defend some kind package for the next round? Well, that's what I am doing....