Person who uses my email address just bought $100 worth of medical marijuana from a place in Tuscon.

Basically, we're graded on a curve and our immediate supervisors get in trouble for giving too many A's, regardless of actual performance.

Like msbelle said, this doesn't give employees any incentive to work to exceed expectations if your A work gets curved down to a B or lower. If you're going to give me a B or C no matter how good my work is, then I'm not going to bust my ass to give you A work. That is some kind of bullshit.

Right, there is only so much $$ to go around and only so many As that can be given, and you can't be an A 2 years in a row in the same job, and you can;t be an A your first year in a job. And people who never work with you, tell your boss that they don't think you were an A this year. It's all very stupid. And they want us to do even more work on these reviews, it is ridiculous and will be the main thing I give them feedback about when I leave.

I understand that the reason review processes are so ridiculous is that "not enough feedback on my work" is a big negative thing people say about their job. But don't they usually mean regular, immediate feedback? Like, they have a boss who they don't talk to. Not that they don't get to spend 800 hours filling out evaluation forms once a year.

I always hate it when a supervisor says, proudly, "I never give 'exceeds expectations' on a review". WTF? Are your expectations so high that no one can exceed them? or are you just playing mind games to get more out of your peons?

Right, there is only so much $$ to go around and only so many As that can be given

We have that too, and it is BULLSHIT.

I understand that the reason review processes are so ridiculous is that "not enough feedback on my work" is a big negative thing people say about their job. But don't they usually mean regular, immediate feedback? Like, they have a boss who they don't talk to. Not that they don't get to spend 800 hours filling out evaluation forms once a year.

Much like the evaluations we fill out for corporate that consistently complain about lack of communication, which they send back to us to correct locally. It's like, No, Dumbasses, we talk to EACH OTHER just fine, it's you dinks who forget to copy us on the memos.

I always hate it when a supervisor says, proudly, "I never give 'exceeds expectations' on a review". WTF? Are your expectations so high that no one can exceed them? or are you just playing mind games to get more out of your peons?

Perfect plan to create employees who don't bother to try.

I understand that the reason review processes are so ridiculous is that "not enough feedback on my work" is a big negative thing people say about their job. But don't they usually mean regular, immediate feedback?

Like I was saying about stretch goals during that rant earlier this month, I think it's too much of Someone has a positive plan that works well for them, they disseminate it, it gets twisted into something completely else, then the PTB pat themselves on the backs for being such forward thinkers or whatever while us peons are wasting time making the twisted thing look like something useful and bitching about it to each other.

Timelies all!

Bleah, snow.

Yeah, the feedback I want is to know if the decision I just made on that tricky case was the right one, or how does the new update affect our most common processes, or what's the fix for that problem that happened an hour ago that's blowing up the support line? Not something that asks every six months if my manager keeps me informed. It's not my manager's job to give me the frontline system-specific information.

edit: we do have regular surveys on how well our next-level support is doing. I have been brutal on those. I'm looking at you, Mr. "Must Be A User Error" when it turned out to be an undiscovered flaw in a process.