what’s the distribution of 1,2,3,4,5? is there a forced distribution for 1 or 2?
No bell curve / stack ranking this year in Fiona Tan's organization. Communicated in an official email.
Great decision for hiring, but too little, too late.
Who was the email sent to? I am a manager under Fiona and didn’t get the email.
That's what I mean. Where's the consistency? This is one of the biggest pet peeves in my experience.
Is there stack ranking in Jet this year?
There is no Jet tech anymore. Haven’t you heard?
There's so much turnover, most managers will put all their 1 and 2 quota into people who have left.
Yes jet has stack ranking, and hilariously you can't use people who've left as your low performers
Not surprising. Otherwise every manager will just Mark those that leave as low performers to make himself look good and/or protect his team.
This kind of thinking is pervasive in Walmart culture. The idea that "every" manager will engage in some negative behavior unless management can create a procedure to prevent it. This is why stack ranking exists in the first place at WM. Managers are not trusted to build and run their team. They must be tightly controlled; left to their own devices they'll bury the company. They must have terrible managers to need to control them in this way. How do they get such terrible managers? Well do you think excellent managers want to be harnessed and bound by excessive regulation? Of course not. So decent manager either leave or never go near Walmart in the first place. The terrible culture is self reinforcing.
It's all very subjective and at the descretion of your manager. Walmart is epitome of favoritism and inept managers making lives of their directs hell. HR is mostly mute in such instances. I've heard instances where associates had to coup by gathering feedback from other senior directors of cross functional teams to get their ratings revised from 2 to 3. HR finally complied...
How would one initiate the process of revision ? Through HR?
Gather external feedback and then HR
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1 - does not meet expectations 2 - partially meets 3 - meets expectations 4 - exceeds 5 - superb There are forced distributions for 1 & 2 based on stack rank. The size of the teams and how it works across levels is ambiguous, unclear, and inconsistent between teams / organizations, and from calibration to calibration. In reality it has little to do with "expectations", and is more about which manager can do the best sales job when it comes to securing scores for their direct reports.
This 100%, especially the last paragraph...