Software Engineering Career
Yesterday
494
If your team does daily standups, your manager is a micromanager
India
Yesterday
516
A list of ethnic slurs on Indians that should be banned on Blind
Work Visa
Yesterday
909
Hypocrisy of Indians
World Conflicts
Yesterday
652
Peaceful Protest Hasn’t Worked and Has Been Met With Aggression.
India
6h
1448
This guy will single handedly destroy India
Microsoft introduced a new rating for employees in performance reviews that are visible only to managers, documents viewed by Insider show. The ratings are used to determine employees' "rewards," Microsoft's term for pay and bonuses. Microsoft calls the new ratings "impact descriptors" and, in a guide for managers viewed by Insider, insists they are different than ratings or labels applied to individuals and "will not be employee facing." The ratings are "Lower Impact Than Expected (LITE)," "Slightly Lower Impact Than Expected (SLITE)," "Successful Impact," and "Exceptional Impact," as defined in a rubric viewed by Insider called "benchmark guidance for determining impact" marked as "manager only resource." Here's the full description for each rating: Lower Than Expected Impact (LITE): "When an employee has: not met or inconsistently met expectations during the current fiscal year and/or not demonstrated a growth mindset by taking personal accountability for setbacks, asking for feedback and applying learnings to have greater impact and/or fallen short of meeting Microsoft cultural expectations and values." Slightly Lower Impact Than Expected: "When an employee has: missed a few opportunities to meet expectations and demonstrated a growth mindset by taking personal accountability for setbacks, asking for feedback and applying learnings to have greater impact and/or inconsistently met Microsoft's culture expectations and values." Successful Impact: "When an employee has: consistently delivered against all expectations, in many cases, successful impact likely meant exceeded some expectations as well, and demonstrated a growth mindset by taking personal accountability for setbacks, asking for feedback and applying learnings to have greater impact and consistently met Microsoft cultural expectations and values." The guide states that if an employee does not meet all of these conditions, they are delivering slightly lower impact than expected or lower impact than expected. Exceptional Impact: "When an employee has: delivered sustained and meaningful higher impact by exceeding all expectations and demonstrated outstanding growth mindset by continuously taking personal accountability for setbacks, asking for feedback and applying learnings to have greater impact and consistently met Microsoft cultural expectations and values. https://www.businessinsider.com/microsoft-employee-rating-system-performance-2023-9 #compensation #TC #rewards #microsoft #performancereviews #reviews #pip #ratings #tech
😂 stack ranking
I already see it misused by my manager... If you do not agree to everything your manager says, you do not meet expectations...
This happens everywhere. I blew all the metrics and checked all the boxes for my promotion. My manager said everything looks solid but I need to "show consistency in aligning with" him, aka becoming more of a yes man. He said only a quarter is enough, lol, so kissing his a*** for the next 3 months until PSC.
Sad part is the manager is new and knows nothing about the system... This AH has given good rating to every junior and is putting me under low impact
You can tell that this is meant to pressure managers to layoff, demote, or forego raises/bonuses/promotions for average performers in the future. It is very slanted negatively, with two categories for basically not achieving expectations and the second highest category just being “successful”. This is designed to force managers to put people in a box.
This!
Good. The performance rating system was too ambiguous before. A lot of managers took advantage of the previous system. Writing good connects and good reviews to keep an employee happy, then give them low rewards and tell them this is perfectly normal and there’s nothing wrong with their performance. “Budget was tight” Managers were taking the rewards for themselves. Now they can’t give employees low rewards even though they actually hit target. They’re gonna need more justification.
Maybe the top performers will get a $20 gift card from Nutella himself
Jaan le lo bacche ki
Wait this is actually great. Fuck the dissonance between what my manager tells me and what my actual awards are. Hopefully this creates alignment.
Now your manager says you did very well but you will be rewarded according to what he/she gave and you will not know your rating and have to deduce it based on your rewards. Similar to the fucked up system at Amazon.
No, that’s the current system at Microsoft too. This would mean alignment of scoring to rewards like Meta/Google.
What’s your level?
You and your team are generating lower impact than expected. Hence, you did not get the notification.
Man corporations are ready to suck our souls
Those are not secret, are they? LITE is literally explained in the Connects. These ratings don't help a ton as everything above 100% is exceptional.
Lord sprinkling peanuts to peasants