Do you honestly think he doesn’t? He seems extremely aware of things, but simply chooses to not go along with it. It’s almost funny when people think “most X do this” is an argument that trumps all others.
Not everyone is a lemmings…cause it takes guts to not be one.
LOL what are you on about? You’re just regurgitating common arguments at this point.
Found the senior manager who implemented forced ranking at his corp/org.
Truth, but not surprising given the garbage Blizz has been releasing the last few years- it is DEFINITELY showing in the product.
Culture starts from the top down, a fish rots from the head…
My personal experience is that a manager can buck the system and give out the ratings they want if they fight really hard and have a good working status with upper management.
I was rating 7 employees. Was told i could only give one outstanding. An outstanding is required if you want to promote the employee, or give a bonus above ~ $2,000. I had one employee that deserved a 3/5, but in the end, I gave all 4/5 except the one I gave 5/5. The other offices in my greater organization had much more dead weight. I would have given some of those other employees in the other offices a 1/5 because my team was always picking up their slack. I had to explain why I wasn’t giving any average ratings, and it wasn’t easy. I really only had one employee that i think deserved an outstanding.
A different employee i had to rate totally believed she walked on water and believed she was by far the most deserving in the entire organization. After i hired her, I found out she had filed a law suit against her previous supervisor for discrimination, because he had rated her a 4/5. I knew her previus supervisor. He said he had promoted her 5 times, but at her current level, much more is expected, and she was only average amoung those in her level. I gave her a 4/5, which i believe was fair. She worked hard, but only produced at a 3/5. She went after me because she wanted 5/5 outstanding rating. She complained to my supervisors daily about me. Occasionally my supervisor would ask me about something she said negatively about me, so i would explain the real story and they would just roll their eyes about her. Finally my supervisor got tired of her antics and told her that if she wants a promotion, she will need to look elsewhere, because she will not get one in our office. At that point she began looking and finally found another job. That was such a relief.
Yeah, I don’t get people trying to defend the status quo at Activision as if it makes any kind of HR or fiscal sense.
I mean, it probably is not going to matter much longer, once the sale to Microsoft goes through. They gave up stacked ranking a long time ago.
I was in a management role in a relatively large corporation for 11 years that had similar rules for performance reviews.
We as managers were not allowed to give a score of 5/5 overall to any employee. 5/5 was unattainable, and therefore, pointless. My superstar employees could only earn a 4/5. My “good” employees were a 3/5. I was only allowed to have a certain number of good employees, so some employees were given a 2/5 (not meeting expectations) even though they didn’t deserve that score.
I complained about this system every year to my superiors, but was ignored. I think this is a pretty common practice in large organizations, sadly.
If everyone is excellent then no one is excellent.
I can tell very few people with opinions on this subject have ever had to rate an individuals performance.
Forming unions is also a solid option.
You would need to direct this to King Bobby K. The buck stops at his desk currently, not at any Blizzard desk. I knew as did many of you I am sure that the moment Activision acquired Blizzard bad things would follow and they have. Many of the legitimate complaints about various issues with WoW, the current and previous expansions, incomplete work on gear and enchants to line up with level and stats squish and so much more are because of the top management change and some of the priorities that changed with that.
I hope we see change when and if Microsoft takes over and Bobby the K is ousted. That will be a good for all of us versus the situation now.
Edit: By the way, Microsoft stopped using this flawed method of performance evaluations about 10 years ago now.
The problem here isn’t that everyone is amazing, it’s that people have to be rated badly when they’re not. You could have a group of employees that range from excellent to very good but management says a certain number of those employees must be rated as bad.
That’s the whole problem here. If someone is doing a good job they should not be reviewed as doing a bad job to meet some arbitrary quota. I don’t get why that’s so hard for some people to grasp.
If everyone on the team rates outstanding then the work they are doing isn’t challenging enough for them.
If you, as a lead/manager, don’t challenge the team they never grow. That is the whole point of being a leader. Not patting everyone on the butt because they got all the round pegs in the round hole.
This person is nothing more than a mediocre leader if that and probably not even that. Sounds like the participation trophy gang gang to me.
And why would that be?
There is ZERO incentive for them to change.
I’ve worked in many places where this occurs.
My current place does something slightly different: They have a 1-5 point scale (1=worst, 5=best). Managers are not allowed to ever use the 5. I asked them why even have the 5? They didn’t like the question.
Same.
90% of everyone just gets a 3 and lives with it. You want a promotion? You need to staple two 4’s together within 3 years.
That same manager was also expected to go on Facebook and flame his poor working employees in hopes of turning around their poor performance.
Blizzard isn’t the only corporation indulging in this garbage.
I would ask Actiblizz to stop being trash, but I guess it is a requirement for all businesses to be evil soulless entities that consume human spirit.
They really dislike when you point out their faults.
I am on a “council” to discuss issues at work and improvements. I plan on saying nothing. Because all the problems stem from bad management and they don’t wanna hear that.
The issue with the system is the arbitrary requirement that some individuals must be underperforming at all times. Keep in mind, being reviewed developing in this system has significant negative consequences in terms of compensation. If a person is minimally doing their job they should be fine and not subject to punishment. If a person goes above and beyond then sure, their contributions should be rewarded.
If someone is not doing their job for whatever reasons you do not wait for performance review time to address that.
Try again. Trained and managed a team of 20 for years.
Never mind the fact that it’s been explained this situation is about giving a “needs improvement/below expectations” to a “meets expectations” employee due to a forced bell curve model.
Neither is Brian Bingamton or whatever homies name is, though.