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Hi All,
Please guide do Joining Cognizant on Contractual role is worthy or not?
Current Situation - due to bgv not completing as one of my company as per CTS is black listed so they changed my hiring from permanent to contractual role.
Please guide as I have no knowledge of contractual roles. 🙏
Any of you guys in Hong Kong?
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Performance reviews are nothing more than official documentation to deny raises and promotions while justify firing people. When people realize that, our approaches to them will change. I hate that it is that way, but the more you learn about HR, the more you learn they are not your friend.
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Congratulations for lifting the veil, OP. You’re seeing reality for the first time. This is how it works.
@EE Yes! Any time I’ve ever gotten a significant raise, it’s always been by job hopping. Staying in the position limits you to their raise standards, if that. My last job hop, I went from $85k, with the promise of $87k during the raise cycle, to $110. Now I’ve been stuck at $110 for 3 years lmao but I would have still had less with the minute annual raises at my last gig.
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Each department has their own department standards that need to be met. When first hired, it is tracked weekly. After 90 days, it is tracked monthly. Each time the supervisor reviews with the employee so it is clear where they are. All this information is then placed in the annual review. I say we have done a great job grooming our supervisors to review and discuss this with each of their employees.
Also, each evaluation is reviewed by HR prior to presenting to employee. We review for things that may be too subjective. If a supervisor rates an employee higher than meets expectation, we make sure specific examples are provided to justify the rating. Same holds true if it is below expectations. Goals are developed and verified completed by the due dates.
These evaluations are done on the employee's anniversary date. The are not used for merit increases. It is an interactive discussion between the two individuals. The employee is allowed to express their goals, as well.
It is interesting that you separate evaluations from merit increases. That may help reduce subjectivity, but it also highlights why many employees lose faith in reviews because they feel disconnected from recognition and reward. Without meaningful outcomes, reviews risk becoming a box checking exercise.
It's all about visibility, you have to be decent at what you do, but you need to make sure to be seen doing that (presenting the process and results to your team leadership), otherwise it's really hard to stand out