Once again, each team must come up with 15% of its total employees minimum who are rated as not performing. Think about that. It is a must. There's no pushback. Extreme pressure from the ELT to not buck this system. Not every team has employees who are in this category which means they have to lie and pretend that they have underachievers.
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companies have done this for decades, including 30 years ago when I started at Novell. The year I was hired it was late in the year so I was labelled the "underperforming" employee which meant I wouldn't be getting a merit increase and it would save the boss from having to burn someone else. The boss said this was standard practice as a workaround of the draconian practice.
Every village must have Kulaks
It is possible to avoid it, but only if you have a strong management team who are willing to fight it.
Our teams have already been cut so deep that everyone who’s remaining is indispensable. It’s impossible to rank any of them as developing or below. I just refused to do it, and suggested if they wanted to rank anyone as developing, then they could choose me instead.
My management team pushed back, and basically forced them to find the people to rank as developing from elsewhere in the overall org.
What's the point. Unrealistic or unrelated to your job description KPIs. There are no bonus and any salary increase is so minuscule that it's not even within the reach of the inflation rate.
This is when you laugh at both the tiny carrot and the skinny stick and go Hah !
We were essentially told "none of you are going to be exceptionally performing because if you are, we can just point at someone else inside the company doing better than you and ask if you're exceptional, what is he?". So I've stopped trying completely as its obvious no raise or promotion is coming out of this review.
@a9 My manager tells me he has to put peope in the underperforming category. He also tells me that he moves the stock award around between 3 people that all deserve it, but he can only pick one each year. So, the rest of the team just gets sc--wed every year. No pay raises, just the same old shi_ pay that you have to figure out how you are going to strech farther every day because of cost of living increases.
What a su_ky, Suc_y, S_cky company.
Trust me the world is a lot better outside of OpenText..I sat through a few days of that SKO and then bailed as that offer came through just in time. That ELT is terrible...they dont have a clue about what's going on in the market. They are so behind and they dont have a product set that you can discuss with customers. Now they raised the quotas so high, 50 percent will leave..which is what they want. Barranchea was a total liberal bo-b with no understanding of what customers want..he was the start of the downfall..now they still have the incompetent SLT runnin the place..they are overpaid and if they parachute out, they sit on the beach for a year....look at that bloke who ran BN...he's probably going on another vacation to Greece...glad im out
It's always been like this, I thought all employees understood. Every team must have a percentage of underachievers or whatever term they use. They must have a very small percentage of top performers, a middle percentage of performers who are meeting expectation, and then a certain percentage of employees who are below expectations. There is no getting around it. The ELT uses spin language about how valuable this is.
@bg when you get your rating during your end of year review with your manager. You'll have access to it in talent Central as well
@OP do we know when the calibration needs to be finished by?
We should get to rate the ELT and SLT
How would you know if they said you are that underperformer? When you get laid off? Is there a way to tell? When we get the yearly goals reviews back from our manager?
Oh, if only everyone who posted confirmed what org they are in.
If there are no telling indications ("DF" or "BE" or "TK" or whatever) always wonder which org the person is referring to.
--Tech org person
@aa seems pretty sc-mmy
It’s called calibration and used to automatically RIF the bottom % anywhere from 1 to 20%.
wait so if you have 20 people they require at least 2 under performers?