Performance review question

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anonymous said:
Do PG30 and above have the same quota or ratio for 'moderate'?
During the most recent lay off, how many "moderate" survived?
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I think the bell curve was tightened this year so far more people will get "moderate". Getting a moderate rating for any category is a warning sign to start looking for a new job.

Layoffs are expensive since the company has to pay severance so they decided to give people moderate ratings instead to force folks out in a cost-effective manner.
 
anonymous said:
I think the bell curve was tightened this year so far more people will get "moderate". Getting a moderate rating for any category is a warning sign to start looking for a new job.

Layoffs are expensive since the company has to pay severance so they decided to give people moderate ratings instead to force folks out in a cost-effective manner.
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This is absolutely a Fact! Pay attention folks
 
anonymous said:
I think the bell curve was tightened this year so far more people will get "moderate". Getting a moderate rating for any category is a warning sign to start looking for a new job.

Layoffs are expensive since the company has to pay severance so they decided to give people moderate ratings instead to force folks out in a cost-effective manner.
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PG31 here - this is absolutely false! Curve applies to all.
 
Between the tracking of card swipes at the offices, the monitoring of time spent engaged in computer activity via the server, the tightening of the bell curve to include a wider swath of employees to cut, along with a cliff of terminations as you approach retirement age - JNJ seems has gone full throttle to unnerve the entire organization while all employees should be searching for a rescue boat on the RMS Titanic. How do employees work under such conditions? I guess they known two semiannual layoffs will now be just more targeted layoffs? What a minefield to walk into every week!
 
Curve was tightened in all J&J organizations. Don’t forget the “wild card” is How. They can try to justify low ratings on How with little data, just opinions. That is why the How was created ten years ago, to give management more options for lowering ratings. The What is hard to dispute. The How is more vague. If they cannot lower you on What they will do it on How. Very hard to push back on the How and if you do push back on How they will say “you just proved our point”
 
anonymousb said:
Curve was tightened in all J&J organizations. Don’t forget the “wild card” is How. They can try to justify low ratings on How with little data, just opinions. That is why the How was created ten years ago, to give management more options for lowering ratings. The What is hard to dispute. The How is more vague. If they cannot lower you on What they will do it on How. Very hard to push back on the How and if you do push back on How they will say “you just proved our point”
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What a messed up environment that JNJ leadership has created and sustained.
 
anonymousb said:
Curve was tightened in all J&J organizations. Don’t forget the “wild card” is How. They can try to justify low ratings on How with little data, just opinions. That is why the How was created ten years ago, to give management more options for lowering ratings. The What is hard to dispute. The How is more vague. If they cannot lower you on What they will do it on How. Very hard to push back on the How and if you do push back on How they will say “you just proved our point”
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100%. You met requirements strongly but you need to try it a different way next time ridiculous and open for bias . A tool for the tyrants to keep control
 
anonymous said:
100%. You met requirements strongly but you need to try it a different way next time ridiculous and open for bias . A tool for the tyrants to keep control
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Too much focus is placed on the 'How.' It shouldn’t be a 50/50 split. What truly matters is What we deliver to the organization—the problems we solve, the products we bring to market. The rest, like being part of affinity groups or managing unnecessary office politics, is secondary. Did Steve Jobs obsess over the 'How'? No. He was tough, but his teams produced groundbreaking products. Ultimately, it's about delivering results—get the product to market and let everything else fall into place.
 
anonymous said:
Too much focus is placed on the 'How.' It shouldn’t be a 50/50 split. What truly matters is What we deliver to the organization—the problems we solve, the products we bring to market. The rest, like being part of affinity groups or managing unnecessary office politics, is secondary. Did Steve Jobs obsess over the 'How'? No. He was tough, but his teams produced groundbreaking products. Ultimately, it's about delivering results—get the product to market and let everything else fall into place.
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You are correct. It's not about the business anymore. You can have outstanding results, connect with your customers in a meaningful way and know the business inside and out, but if you don't "play the game" you are dialed back or out. Especially if you are of a certain gender and race. DEI "Trumps" all common sense. Get ready JNJ, you are rapidly becoming a dinosaur in the industry.
 
anonymousb said:
Curve was tightened in all J&J organizations. Don’t forget the “wild card” is How. They can try to justify low ratings on How with little data, just opinions. That is why the How was created ten years ago, to give management more options for lowering ratings. The What is hard to dispute. The How is more vague. If they cannot lower you on What they will do it on How. Very hard to push back on the How and if you do push back on How they will say “you just proved our point”
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I’m dealing with this exact problem right now. Great rating for What and horrible rating for How due to group politics. And if I push back, I confirm their ridiculous accusations.
 
anonymous said:
I’m dealing with this exact problem right now. Great rating for What and horrible rating for How due to group politics. And if I push back, I confirm their ridiculous accusations.
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And yet the actual leaders who judge the ‘how’ are the most hypocritical individuals out there! Their ‘how’ sucks. You delivered- you connected, you shaped, but you know what, let me dock you because how you did it could have been better! The most ridiculous thing ever!
 
I worked at JNJ and on my first review I got a 'partial' on the "how'. Told it was due to the way I tended to be too blunt in meetings. This from a female director to routinely used the 'fxxx' and the 'cxxx' words in meetings. Hypocrite got promoted to VP.
 
anonymous said:
I worked at JNJ and on my first review I got a 'partial' on the "how'. Told it was due to the way I tended to be too blunt in meetings. This from a female director to routinely used the 'fxxx' and the 'cxxx' words in meetings. Hypocrite got promoted to VP.
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I’ve faced the same issue, getting this feedback as a woman from a woman. It’s all a load of shit.
 


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