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Hey Bowlers, I launched an interactive kiosk leveraging Typeform to automate onboarding and personalize customer experiences at scale.
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- Rapid Checkout
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Open to pessimists and optimists alike to give honest feedback on what you think about the product. In search of teaming up with a designer (with pay) if you have useful insights or better story telling abilities. (See link below)
Please and thank you.
https://www.canva.com/design/DAErzR4fnbU/94_1cMfCiV9zU_pHWhZG8w/view?website#2:take-action-now-and-receive-a-50-discount-offer-expires-10-17-21
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Join us for our first virtual panel on Wednesday May 20th at 5 PM EST, Navigating the Ad Industry When the Economy Sucks. Tom Christmann & Paul Fix, award-winning NYC ad creatives and co-deans at Adhouse, will be joining us and taking questions.
https://zoom.us/j/94553752267
More info and calendar links in comments.
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I’m speechless.
This is why I encourage all employees to own their performance reviews and development. In other words, document your success and improvements. Most managers remember the last 90 days of your performance and it goes down even more when the number of employees they manage goes up. It should be addressed immediately and HR needs to conduct Performance Management Training and Leadership Training for Managers. Just because you are a manager does not make you a good or great leader, it is just a title.
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He should screenshot that immediately if he hasn’t already because Slack messages can be unsent.
And yes, definitely address it with HR. It’s extremely unethical, and frankly just stupid because an approach like that is more likely to demotivate people. That VP needs some serious leadership coaching.
@TA Specialist 1: just want to add my voice to recommend some reflection on how we view our fellow colleagues. If it's an ethical solution we're after, we actually do more of a disservice to ourselves by blaming the VPs actions on environmental + generational factors. We can't truly build bridges if our attitude going in to conflict has outright generational bias
Yes, he absolutely should. This is unethical and needs to be reported.
They do that here at EY they tell them not to give us good reviews.
I’ve got a slightly different perspective on this. While the delivery and communication was clearly poor, raising your talent bar to hold your employees to a higher standard isn’t a bad thing. To raise your talent bar, performance ratings will be lowered. Think bell curve. Access to higher ratings will be intentionally harder and that change management curve is always a painful one. I would be hesitant to advise your husband to complain to HR, not knowing more of the facts. Instead, I would encourage him to seek to understand, which may include meeting with HR to discuss how the talent bar is changing and how he should translate the manager’s message and the implications to his own rating/bonus/merit. That’s feels like a more productive conversation and one that will not only reflect well on him, but will give him the clarity he needs.
This is honestly why rated performance reviews don't work. Its supposed to be meant to provide effective feedback and reward goals being met, however to use it for narrating/dictating scores after goals and objectives have been set knowing that it effects people pay is ineffective. The point of the performance reviews gets lost in translation for leadership and employees and actually does the opposite of motivating
Isn’t Musk basically doing this across his whole company?
Worse - he's just unilaterally removing people from roles with little to no visibility into why and what they do. atleast this VP is manipulating variables within an established system. elon is just blowing up whole systems to see what happens... its way more reckless
Was it your husband’s manager that told him?
If it wasn’t his manager, it’s secondhand information at best, so tread carefully.
Ooooof. What a terrible VP. That’s messed up.
He should! I worked in HR for companies like Amazon and Meta where all metrics and performance mattered the most in any company you should report this because if a manager is lowering performance that affects anyone under them and hinders their possibility to promo. Definitely report to HR I have had instances where this happened
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Wow unbelievable as a VP 😪unethical behaviour
He definitely should. That's practically corruption. That's so unfair for those who are genuinely working their butts off to meet the demands and working on their promotions. It's completely unethical of the VP to do so. Please keep us posted.
Definitely! Who does that? Not only is it an awful thing to do but an unfair one at that. It doesn't only affect raises and promotional opportunities but also an employee's self-confidence. This is how you you inflict imposter syndrome amongst your employees.
Not having any idea what the culture of the company is, I would recommend he take it to HR if, for nothing else, to get it documented somewhere that will take the results of any fallout off of your husband. If these reviews are tied directly to raises/compensation, this would be illegal in some states, and HR should be cognizant of that. Even if not illegal, there could still be ripple effects that your husband should not be held accountable for.
Talk about a horrible way to incentivize people. Yes, he should definitely bring up to HR.
I would love to name and shame! Maybe when the job market gets better. I would also love to let the “best places to work” organization know about It as his company has been rated a best place to work in the city we live in. Wonder how they’d be rated if everybody knew the shady management..
I would report it, especially since he has it in writing. This is so unethical.
Additionally what will happen is that they will come up with some very ethereal and subjective measurement to hold him to that no one can define like “strategy” or “ relationship building” They will then tell him he is lacking in that area.
I would absolutely bring that to HR. That is so horrible that someone would even say something like that.
Question it to HR vs. “reporting” it — “hey, I got this message, I’m trying to understand what the expectations are now, and if there’s any guidance around what the new performance calibration looks like”; and quietly engage an employment lawyer in the background in order to manage potential fall-out.
He need to leave that company.
The question is how profitable is the company? If they have the money for investments, intentionally lowering performance reviews could be a result of functions that are not directly in their control. As a manager, you need to explain these people can get other jobs and if you wanna make sure you lose them, we can, but are you sure you want their performance to be a reflection of the company and not their individual contribution.
Definitely! That's an abuse of power and illogical thinking. That one order will not only ruin your husband's career but also his self-esteem.