Looking for advice on performance review rating due to forced ratings

16 Comments

1. AnonymousJanuary 28,2025 at 11:51PM UTC

   I am going through something similar. My decision, for now is just to thank my manager on the review for their support and let that be the end. Note that upper management said promotions would be targeted at lower/younger employees. They also recently went away from the rating system.

2. AnonymousJanuary 29,2025 at 2:20AM UTC

   Give the feedback and state your case. This org you work for is sabotaging the success and motivation of their employees. Why would you want to perform at the same level or higher if you don’t receive anything in return? Only you can decide is the juice worth the squeeze. Meaning does all of your hard work in the end produce what you would like out of it or should you seek a company more supportive?

3. AnonymousJanuary 29,2025 at 1:59PM UTC

   I've been there, and when it happened to me, it didn't affect the raise much. That was years ago, though. Company policy like this sucks as much for the managers that rate their employees as it does for the employees. I would give feedback without bringing too much emotion into it. You could indicate you feel you exceeded expectations of [state the expectation] by [accomplishment(s)] and leave it at that.

4. AnonymousJanuary 29,2025 at 2:22PM UTC

   My former company always did reviews like this and it is very demotivating. You're spot on when you say "it's someone else's turn" because that is most likely what's happening. You could try to make your case but it sounds like you already spoke to your supervisor who said there was nothing they could do and they're right. It should not affect your raise significantly as even the exceeds people won't get that much more. My company had to conform to this same bell curve system across all levels, meaning that some people had to get partially achieved even if they didn't deserve it. Despite working at the company for 25 years and always getting achieved or higher, my last review 2 weeks before I was laid off was partially achieved which they always did to the employees about to be let go - we were the sacrifices for having to make that rating. If I were you I'd let it go and maybe don't go as above and beyond to the point of stressing yourself out as you probably won't be recognized for it due to their stupid bell curve system.

5. AnonymousJanuary 29,2025 at 4:37PM UTC

   Definitely state your case in the comments area. You did exceed your goals and state the things you did that were extraordinary, with out being argumentative or braggy ( that’s an art). Note that the compensation policy is such that only a certain amount of exceeds are allowed. You did meet expectations, of course but yes t to ensure that exceeding and being exceptional matters to you. The. Start sending out your resume.

6. Christi LopezJanuary 31,2025 at 12:28PM UTC

   Regardless of my ratings (also always "exceeds expectations"), I always document my data in the comments section. I want that HR record that shows, year after year, all that I have accomplished. I recently did our annual report and took note of every "win" in the report that I was directly involved in...which was about 70% of them. You can bet that's all going to be documented in my performance evaluation this year.

7. AnonymousJanuary 29,2025 at 8:24PM UTC

   It's just corporate games.

8. AnonymousFebruary 1,2025 at 9:35PM UTC

   To keep salaries down and the top dogs get bigger bonuses

9. AnonymousJanuary 31,2025 at 1:53PM UTC

   Sadly, that’s the way it is. I’ve worked at an organization that had a “20-60-20” rule with most employees falling in the 60 range, stellar employees in the first 20 and less than satisfactory in the bottom 20.

   Another company had a 9-grid with the same concept and they pushed for specific percentages. On one hand, it can tend to work out that way, on another there could legitimately be a lot of high performers and then what—you stack rank them and “force” the “lowest” high performers to the middle 60 or the middle of the grid.

   It is demotivating to high performers but by the same token, high performance can be taken advantage of where you’ll go over and beyond, go the extra mile, and still end up with a “meets expectations” and a 3% increase.

   I’m now at the point of doing what’s necessary to stay in the headcount and view my employment like a relationship. While it’s not abusive, it certainly doesn’t warrant me showing up, showing out and giving it my all when they do the bare minimum and care very little about 80% of the headcount.

10. AnonymousFebruary 1,2025 at 2:55AM UTC

    And this is why most of us no longer see work as a place to achieve.

11. Celena BartonJanuary 31,2025 at 2:07PM UTC

    Unfortunately, this is how it works in most organizations with these types of ratings. The exceeds expectations ratings do tend to get passed on to whoever didn’t get it previously. I work on an exceptionally high performing team and we’ve come to accept that this is just how it works. I hate having to toggle between my DRs as they are both exceptional both this is the only way to ensure the balance. It’s absolute BS that the bell curve style of ratings exists in a professional setting but it does.

12. AnonymousJanuary 31,2025 at 2:59PM UTC

    State in specific quantitative terms how you exceeded standards. I hope leaders read these comments and do away with these artificial rating systems. When I was told I had to rank and PIP my lowest 2 performers even though they met their metrics, I quit. Good leaders have great teams.

13. AnonymousJanuary 31,2025 at 6:15PM UTC

    Agree that many organizations apply this ridiculous bell curve. It does demotivate employees and unfortunately lose the best talent. One of the reasons I don’t understand if they train, coach and mentor employees to do their best and strive for employee engagement, they undo it all by this year end process.

14. AnonymousFebruary 1,2025 at 2:51AM UTC

    It is why we are no longer a meritocity, thank Jack Welch!

15. AnonymousFebruary 2,2025 at 2:41PM UTC

    Yup, been there as a manager. Yes do comment but be sure you lay out the facts and do it without emotion. Show them why they are wrong don’t just tell them.

16. LisaFebruary 7,2025 at 1:38PM UTC

    Honestly, you can respond with why you deserve more than just a "meets," but if your direct manager has been told that is what you are getting, that is what you are getting, whether who you report to agrees or not. I have been on both sides of this, and it is ridiculous.