Because having a year end performance review (see Year End Performance Review), followed by an early year goal setting meeting (these are some of the goals you get graded on at the end of the year), we also have mid year reviews.
In theory this seems like a good idea. Here’s the shitshow spin:
Set some goals and objectives which will align your work with the overall company’s goals helping achieve financial performance and stockholder happiness. Get feedback half way through the cycle which would give underperformers a chance to correct by end of the year and let good performers know their work is appreciated and they should stay the course. At the end of the review get graded on your goals and objectives which your raise will be based on and which will also act as a spring board for next years expectations. But with all things at the shitshow, theory and the true reason are never aligned.
The reality of all of these things is for flunktional managers to legally cover their asses. In fact that is the only reason for year end reviews.
The reason for goal setting:
When Queen Perfume gets graded at the end of the year, and if she got honest feedback on her performance (which she probably won’t because she get’s to select the people who will evaluate her so she’d never pick someone she suspected as a rock thrower), she could complain that the goal and objectives were unrealistic and she didn’t have any input on setting them. Well by holding a meeting to set her goal and objectives with her, she can’t pull that card. Problem solved.
The reason for mid-year reviews:
If Bob gets low grades during his year end review and he ends up getting a 2.1% raise as opposed to a 2.2% raise Bob could get mad and decide to throw a rock by suing the company. Bob could claim his goals were set early in the year and he never received feedback on how he was doing and since he didn’t hear anything he figured he was meeting or exceeding expectations. Well by holding a mid-year review Bob know has the feedback he needs, problem solved.
The reason for year end reviews:
To keep a paper trail for when the shitshow has to reduce their workforce they can justify who they layoff (despite the fact is has more to due with the fact if someone currently has a charge number or not). You may say, even if it is for legal reasons, it’s also a factor into your raise. Mostly wrong, while it is a factor to your raise it’s the equivalent to pissing in the ocean to make a difference. The true factor to your raise is how underpaid you were the previous year, the bigger the raise the more you were getting screwed the last year. Flunktional managements’ goal is to get all their minions as close to the salary mean as possible.
Because goal setting, mid-year reviews, and year-end reviews are just to cover flunktional manager’s asses I throw rocks.
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