Archived Problems with yearly review scores.
- Thread starter AmICrazy
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We have two GSTLs yet...will the same one who did my review last year be the one to do it this year? Or is it just a crapshoot?
redeye58
Hasta Ba Rista, Baby!
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I'd wager on the 'crap' part of it.
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My experience with reviews this year is pretty similar to the OP.
I had ten TMs to review this year. Sat down with my ETL-HR and worked out merit scores for all of them months ago. Wrote my reviews using those scores, mostly effectives, 1 EX, 1 IE. Had them revised three times by my ETL. Got my merit statements to start delivering yesterday.....now there are 5 IEs. When I inquired about the "mistake," I was told to adjust my reviews, and that the merit statements would stay as is. So much for my integrity as a leader, right?
The whole thing makes me feel sleazy.
I had ten TMs to review this year. Sat down with my ETL-HR and worked out merit scores for all of them months ago. Wrote my reviews using those scores, mostly effectives, 1 EX, 1 IE. Had them revised three times by my ETL. Got my merit statements to start delivering yesterday.....now there are 5 IEs. When I inquired about the "mistake," I was told to adjust my reviews, and that the merit statements would stay as is. So much for my integrity as a leader, right?
The whole thing makes me feel sleazy.
ClearanceMaster
Price Accuracy TM
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Probably the GSTL..mth
our stl and etl hr retrieved the results from the BTS and pulled whole teams into the office wanting to know why we gave those answers asa whole. It resulted in a big shrug-fest even though we had some juicy things pop up lol.
our stl and etl hr retrieved the results from the BTS and pulled whole teams into the office wanting to know why we gave those answers asa whole. It resulted in a big shrug-fest even though we had some juicy things pop up lol.
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Not really...first, reviews are already done and locked in. Second, officially they would deny this entire scheme to our faces and tell us that all the reviews are independent, people get what they deserve and everyone could get Os and EXs if they worked hard enough...because the truth that no matter how hard you work, it doesn't matter wouldn't sit well with the teams as a whole.
They don't deny it...
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My TL told me the truth. Good ones, that care about their team trusting them, will.
The insane review process is more a psychological test for the TLs than it is any type of realistic review of each team member. Target has determined that it is 100% impossible for everyone on a team to be worthy & insist on singling out a number of people to get a negative review. Ridiculous.
Target doles out a certain amount of 'points' & forces the TLs to allocate these ridiculous points to the various members of the team.
Since team members have no respect for the alleged review process & know it's utterly meaningless why continue with this farce?
Just let them hand out the pathetic yearly raises corporate has okayed & stop wasting time & money on this huge waste of time for everyone involved.
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I told my TMs who I wish would have gotten higher review scores that I tried for them, but unfortunately didn't have any success.
Producer
HRTM
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I got a .07 cent raise........
Ouch. So you'd have to work around 12 hours to make 1 extra cent. That's rough =/
ExpertTL
Senior Team Leader
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The only part of the review process I looked forward to when I had to write my 50+ reviews last month was being able to give honest feedback and recognition in the comments. The checkboxes and overall review scores were mostly fair, but I wish a few more Os were given out instead of EXs being the proverbial cap. I also think that there should be a "minimum" raise for people that are Es and higher--no .12 cents raises or anything, at least .25 minimum.
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The scale USED to be ~$.20-$.60 based on score. Even a "U" got something.
paidtosmile
Former Team Leader
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Whoever is listed as your direct supervisor should be the one who does it, I think..
ExpertTL
Senior Team Leader
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Except we also have to do the work and submit a self review, after merit scores are already decided. To me that seems even worse, it's like you have a way to show and illustrate what you have been working on, but that's all an illusion.
And I'm sure they appreciated it.... "yeah, yeah....whatever....good to know that my TL has such good communication skills with his leaders....whatever..." If they can't allow an honest review, don't do them. We all get that the pay increases suck... so give me free coffee or soda every day or maybe an extra break or a set schedule. There are ways to compensate the good workers even if the cash isn't there.I told my TMs who I wish would have gotten higher review scores that I tried for them, but unfortunately didn't have any success.
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And I'm sure they appreciated it.... "yeah, yeah....whatever....good to know that my TL has such good communication skills with his leaders....whatever..." If they can't allow an honest review, don't do them. We all get that the pay increases suck... so give me free coffee or soda every day or maybe an extra break or a set schedule. There are ways to compensate the good workers even if the cash isn't there.I told my TMs who I wish would have gotten higher review scores that I tried for them, but unfortunately didn't have any success.
For logistics, the biggest reward is hours. Even when we are 200+hours in the hole, if anyone is kept, scheduled, or called in, for any reason, it's me and the other couple people that actually care about logistics enough to shine.
This is true in many cases, but you have to remember that for many logistics workers staying late or coming in extra are not really options. Many logistics workers have chosen that job because they have another job or it fits into their family's life. The hardest parts of a non-cash comp that works would be claims of "favoritism" or limitations that do not benefit the individuals it is intended to benefit.
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For my store, open availability is a requirement for being hired in logistics.
As far as "favoritism" goes, I hate that phrase.
"Favoritism" just implies that I have a nice rack so I get hours. Pisses me off. Just because I'm my boss' go to, doesn't mean I'm fucking him (go to rumor about me for the people that don't like me).
I am the "favorite". Of multiple TLs and ETLs, in my store and others, including being the go to TM for our DTL when he does visits. I earned "favorite" on the merit of my work and dedication to my work center and my team, not with my tits.
As far as "favoritism" goes, I hate that phrase.
"Favoritism" just implies that I have a nice rack so I get hours. Pisses me off. Just because I'm my boss' go to, doesn't mean I'm fucking him (go to rumor about me for the people that don't like me).
I am the "favorite". Of multiple TLs and ETLs, in my store and others, including being the go to TM for our DTL when he does visits. I earned "favorite" on the merit of my work and dedication to my work center and my team, not with my tits.
I'm with you on that and have also had the accusations made that sex was the reason that I became the "go to" person...not that I had cross trained in many areas, made a point of reading the message boards for multiple areas, asked the dreaded "why" question, made sure that when we had visitors that they knew who I was and exactly what I do and made suggestions on how to fix problems rather than whine that we have problems. I know my job and do it well and I have been recognized and rewarded for it. I also know the jobs of several others and could probably do them well, too. Am I a "suck up"? Not in a heartbeat. I am as matter of fact as they come and if I question the direction or activity of a TL or ETL , I will call them on it and talk to someone that can do something about it. Do I make mistakes? Yep, and I own them and try to correct them.
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And I'm sure they appreciated it.... "yeah, yeah....whatever....good to know that my TL has such good communication skills with his leaders....whatever..." If they can't allow an honest review, don't do them. We all get that the pay increases suck... so give me free coffee or soda every day or maybe an extra break or a set schedule. There are ways to compensate the good workers even if the cash isn't there.I told my TMs who I wish would have gotten higher review scores that I tried for them, but unfortunately didn't have any success.
Yeah, I'm sure that's how it feels. The TMs I went to bat for (in trying to increase performance review scores) I actually know a little better than some of the other TMs who report to me, and hopefully find some truth in what I am saying to them. I was once a TM so I know how it goes (granted when I was a TM things were a whole lot different, back when Bob was CEO...*moment of silence*).
I try to put TMs on set schedules, provide recognition (top performer, impromptu FFF events on closing nights), and ensure they know I really do appreciate them (not in the phony way that Target leaders often sound when thanking the team.)
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I have spent exactly 4 months in my current store. My "annual" review did not include so much as an email to my former ETL for input for the previous 8 months. I think when you transfer your ETL should send along what your review score would be up to that point. Funny thing is I got a great review "O" in a brand new position and I am happy about that. My problem is that this is a perfect example of how flawed the "annual" review process is.
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