Performance Evaluations




Absolute joke. This is suppose to motivate us? How about a merit increase, since we haven't had one in over 6 years. Not to mention a comp plan that no one could explain and we all got hosed on last year
 


Dear fellow Convatec business partner:

Please note that the new comp plan will be much clearer this year as it will be written in braille .

For our sited employees, please rest assured that we will be posting an adequate translation on both Connie and YouTube in mandarin. Anyone who can actually find it on Connie will receive a $2.00 gift certificate to Duncan Donuts( minus income tax)

Signed,
Your inept HR partner
 






I believe that any organization that implements performance evaluations, in order for them to be meaningful, they should be 360 degree. Meaning we need to evaluate all of those individuals within our circle. TMs would evaluate their RSM, their VP, their counterparts etc. RSMs likewise would evaluate their TMs, their VP, President, on and on. It makes no sense for an RSM to give feedback on their team if the TMs do not also have that input. It is very valuable IF it is honestly and critically utilized. We have way too many people in the organization that have not been "evaluated" for both good and bad. Some individuals should be gone or at least coached to better behavior, and others that could be coached into promotions they deserve.
 


I believe that any organization that implements performance evaluations, in order for them to be meaningful, they should be 360 degree. Meaning we need to evaluate all of those individuals within our circle. TMs would evaluate their RSM, their VP, their counterparts etc. RSMs likewise would evaluate their TMs, their VP, President, on and on. It makes no sense for an RSM to give feedback on their team if the TMs do not also have that input. It is very valuable IF it is honestly and critically utilized. We have way too many people in the organization that have not been "evaluated" for both good and bad. Some individuals should be gone or at least coached to better behavior, and others that could be coached into promotions they deserve.

Amen. You are spot on. Some of the "new management" don't know the difference between a foam dressing and salad dressing, and they are going to evaluate our "behaviors" ? Another attempt by HR at empire building. What a (sad) and meaningless joke. And how about sharing the wealth for all the heavy lifting that WE do around here?
 


I believe that any organization that implements performance evaluations, in order for them to be meaningful, they should be 360 degree. Meaning we need to evaluate all of those individuals within our circle. TMs would evaluate their RSM, their VP, their counterparts etc. RSMs likewise would evaluate their TMs, their VP, President, on and on. It makes no sense for an RSM to give feedback on their team if the TMs do not also have that input. It is very valuable IF it is honestly and critically utilized. We have way too many people in the organization that have not been "evaluated" for both good and bad. Some individuals should be gone or at least coached to better behavior, and others that could be coached into promotions they deserve.

To deliver valuable 360 evaluations there would need to be a promise of anonymity or the entire process would be waste. I worked for a large company a few years ago and we used 360 evaluations with the thought that there would be no retribution towards those lower level employees that divulged negative feedback of their managers. In many cases those employees were shortly and eventually discharged - not specifically for giving negative feedback, but management found other reasons and our state is "employment at will", so there does not need to be a valid reason.

There is such an extremely low level of trust at ConvaTec, I would never trust HR or management to conduct confidential 360 evaluations EVER! No one is your friend here, even if they claim they are. I personally know of several people that have been eliminated after documenting and providing negative feedback on managers. It is just NOT acceptable at ConvaTec, even if it is constructive and warranted. You have been warned.
 






Performance Evaluations.... and they are going to rate our "behaviors", that is funny as fuck.
Yes you are correct, PDP is funny as fuck. PDP is simply a tool for management to fire you, and save their conscience. Behaviors? What? Objectives? They hand those to you, you cut & paste in PDP, you have zero input on Objective settings no matter what your specific territory opportunities and business climate. It's all funny as fuck.
 



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