Laura Whaley’s Post

This was actually the scale I had when in middle management. Since I couldn't give fives, I edited the scale to 1-4 on my forms. Felt a lot better telling good employees they were a 3 out of 4. Got away with the change for over a year before HR called me on it. One of the reasons I left middle management to become a Realtor. Managing myself now and happily giving myself a 4 of 4.

This is 100% true and been told 5 you have to walk on water and no one does that. 4 HR pushes back and prefer employees get 3 meets.

Corporate HR whackos ARE out of control in this country.... Employers & their HR departments ARE like little immature daters who have to be in control & on top of every realationship. These HR Losers ARE going to make or break these companies as the demand for qualified labor IS about to blow up after the election....Pent up demand & whacko HR = Disaster.

Our performance reviews are such BS. Yep, this is definitely familiar. Ratings and reviews are also very subjective. For years, decades I was in the above average exceeds category until my last boss, where I got the now cliché “3-meets expectations.” What changed? I was still rocking it. Still pushing to make things better, working on process improvements, being a badass leader. What changed was management. And yes, I have been told that an overall rating of a five was unheard of and if anyone got one, there would be questions.

Critical in every review is the employee's involvement in setting future expectations. Regardless of the rating given during the current review, it is up to the employee to ask what expectations are needed to achieve a rating in the next review, albeit (3) Meets Expectations, (4) Exceeds Expectations (5) Goes Beyond Expectations, Employee is Promotable. Once expectations are established - and written down - the next review is easy, for both the employee and employer. Weak employees rarely ask what is needed and consequently future reviews can be difficult. Finally, and maybe most important, whenever I awarded a 4 or a 5 (promotable), I made it a point to let the employee know their performance over the review period was now their "Meets Expectations" standard. I told them if they continue performing at the current level, they would likely receive a 3 in their next review. My people always knew where they stood and my peers frequently recommended them for promotion and/or made attempts to "poach" my staff.

Our new owner of our company told us that we would do performance evaluations quarterly, so far we've done a mock one that didn't count and that was it, it's been 2 years, we were told that we're not getting any raises or cost of living raise, since the New VP, GM took over the workers have been screwed over but they have been hiring their friends and family and high rate of pay while we just have to deal with it but take on more responsibility, how is that fair?

I see this happening way to often... I wrote a post about this topic last week and my proposed solution is adopting a 4-point scale. Adopting a 4-point scale forces leaders to rate performance as either above or below "meets expectations." This can lead to more in-depth conversations and significant improvements. A 4-point scale pushes leaders to better understand their teams and provide clear development paths for their employees. Leaders should focus on the continuous growth and development of their people.

Same question I had in mind to ask "why rating the performance to a scale of 5?" but then "...creating room for improvement" is just a wonder answer. . This goes beyond just this video...thanks for the insight.

This is the way big corps manage to avoid lawsuits 🙄 Looking forward to when companies and people are genuine and authentic again.

I remember the exact same words being said by my training manager “there’s always room for improvement “. Thats why you are not having 5