Random rant.
Growing up in Hawaii, I always thought it would be cool to move to the mainland and work in a large corporation. Unfortunately, my experiences have soured my perceptions of what it was really like. Most notably, the companies I've been a part of have had horrible communication practices. The following is one example:
Every year in IBM, we have annual evaluations. Since our bonuses, promotions, and raises are based off these evaluations, they are understandably quite important. One year, I had an active year, receiving a few performance awards and completing several high profile projects. During annual review, I received a rating below what I expected. My manager knew I was upset and suggested that I may talk to my second level manager. As part of our checks and measures, IBM has an open door policy for these situations. It turned out to be a waste of time. After bringing a list of my year's accomplishments... my second line manager told me "I can't do anything... I have to trust my first line managers since they're the ones in the field." My second line manager refused to even review my documentation. My manager refused to talk to me about the issue once it was handed out... and I had no recourse to appeal the matter. Frustrating.
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6 years ago
2 comments:
I think performance reviews are a waste of time. In our company they say its just for feedback and not related to pay raises or any thing which I think is crap. I am in IT and they do a so called 360 degree evaluation and we are expected to provide names of co-workers from my team, others from IT and the customers in this case the employees of the company from other departments. But certain job functions like mine has minimal to no interaction with end users and we always have difficult time finding references. And as a rule everyone is expected to give some names, when ever we bring this up they say we should talk to customers, but if your job does not allow you to do it what can anybody do.
Below is a recent article on Wall Street Journal about performance reviews
http://online.wsj.com/article/SB122426318874844933.html
The concept of performance evaluations is, I suppose, alleged to reflect some sort of reflective feedback, some sort of channel for the employee to hear what she is doing well, and what needs improvement. It is mostly a financial consideration that bonuses and pay increases should be associated with it. In addition, it is a safeguard against raises. If you don't get a good evaluation (or if you don't get one) then you don't get a raise. In my company assessments are scheduled to happen an average of twice a year or so. I did not get an assessment until my third year. Irritating considering that my deserved pay increases were not forthcoming.
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