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GE Considers Scrapping The Annual Raise (bloomberg.com)
A user shares a report that details General Electric's rethinking of the annual raise. Bloomberg reports: "GE executives are reviewing whether annual updates to compensation are the best response to the achievements and needs of employees. The company may also scrap the longstanding and much-imitated system of rating staff on a five-point scale. Decisions on both issues may come within the next several months, spokesperson Valerie Van den Keybus said by phone." "We uncovered an opportunity to improve the way we reward people for their contributions," GE's head of executive development, Janice Semper, said in an e-mailed response to questions. It will involve "being flexible and re-thinking how we define rewards, acknowledging that employees and managers are already thinking beyond annual compensation in this space." In response to this news, ErichTheRed writes: First it was "stack ranking," the process where GE fires the bottom-rated 20% of the workforce every year. Now, a new HR trend may be brewing at GE that is destined to be copied by MBAs everywhere if it takes hold. Personally, in terms of cargo-cult HR trends, I'd take Google's open office nightmare over this one. What do you think this would do to employment stability if widely enacted? I can definitely see banks rethinking 30 year mortgages, for example...
I bet real money the executive compensation packages will continue to grow unabated.
The cockroach that came up with this one will get an extra bonus for the year.
ELOI, ELOI, LAMA SABACHTHANI!?
"We uncovered an opportunity to improve the way we reward people for their contributions," GE's head of executive development, Janice Semper said. "It will involve being flexible and re-thinking how we define rewards, "
Translation: We're always looking for new ways to screw our employees.
The thing about performance appraisals is that they are a process. What is good about process is that while in many cases it's not required its good at rounding up the edge cases. It assures fairness in opportunity. Otherwise the squeaky wheels get 90% of management's attention. it is also a chain. It's a time when middle and upper management communicate about employees. it's a time when every employee gets time with the boss. All of these things of course should happen all the time but they can't. there isn't enough demand or time so instead we have to reserve time for it. Thus even though for most employees the process is perfunctory it's not perfunctory for everyone. Also you get surpises. You hear things you wouldn't have heard about aspirations and frustrations in these 1 on 1s because the framework of telling what you did the last year brings it out. It's a time when a manager can tell you that if you want a certain new job what you need to change to get it.
Some drink at the fountain of knowledge. Others just gargle.
That's right, it's all about "being flexible and re-thinking how we define rewards." Scott Adams already figured out this system 20 years ago.
"I'm too busy to research this and form an educated opinion, but I do have time to tell everyone my uninformed opinion."
I asked my boss how he scored me 5 on our scoring system which is used to calculate our bonus. He admitted that he didn't do the scoring, and has no idea how the scores work. He also does not know who does do the scoring.
Needless to say I'm not the only person looking for a new job.
Then they left to get another 5-10% at a new job down the street.
And we laid off the bottom 20%, leaving us staffed at 60% to do all the work.
WTF, and management wonders why we can't get anything done.
As for me? I'd be tempted to cross GE of my list of places to work, except they weren't on it in the first place.
Exactly. Here is what happens to me in EVERY job with this review nonsense:
First year. Great review! You're a rock star. 5% bonus.
Next year: Good review. 4% bonus.
Third year: That guy's getting paid too much, find a way to screw him because he failed to read one e-mail, even though he saved the company millions. 1% bonus.
Find new programming job: 10% bonus.
Peter predicted that you would "deliberately forget" creation 2000 years ago...
How much do you want to bet that executive pay won't be following this new model?
Give me what I want and deserve or another employer will. That's worked pretty well for me my entire career. Sometimes they gave me what I wanted. Sometimes another employer did.
Reminding me to feel grateful for a couple percent you gave me at my formal review is annoying. I don't feel grateful. I feel like a cog in the machine.
Moderating "-1, Disagree" is simple censorship. Have the guts to post your opinion.
I wish I was just being bitter and cynical, but this just seems to be the pattern. Some of the jobs I plain quit, I didn't even hate the job. I would have been happy to stay there -- provided it didn't mean staying there, year after year, doing the exact same job with the same title for about the same money (or a "raise" that barely matches inflation). Not one effort made, not one single finger lifted to retain me as an employee, no matter how many compliments I got on my performance. Quite literally, talk is cheap. So I'd quit, everybody would act surprised, and I'd take my salary increase and my new title at another company down the road.
And it kind of boggles the mind. Imagine if the first company hadn't wasted all the years they invested in training me and me gathering institutional knowledge and know-how. All of that was investment. All of it cost money. And instead of using what they paid for, they let me walk away and apply my skills elsewhere, occasionally with the competition. No wonder they can't afford to give raises.
But that's not just one company, it seems to be every company now. It's the American way of doing business. Human capi^H^Httle management.
Breakfast served all day!
GE is considering replacing the ritual of an annual performance review with having managers constantly give employees feedback. That makes a lot of sense to me - praise or criticize performance throughout the year rather than keeping a file and trying to remember what exactly it was the employee did eleven months prior.
Second, they are considering something similar for pay increases - no reason to wait until the end of the fiscal year to give a raise. The top 20% will still be pampered, the middle 70% will hang around for a while until they get tired of lousy raises, and the bottom 10% better keep their resume up to date
In response to this news, ErichTheRed writes:
First it was "stack ranking," the process where GE fires the bottom-rated 20% of the workforce every year.
Erich has it wrong. Welch advocated trimming the bottom 10%, not 20%. And having worked for GE for several years, I can assure you that those who were let go were never missed. The bigger problem was the top 20% who got most of the raises - they were all either ass kissers, children of managers, or helped along because of their "diversity".
No, Bob lost 3% per year of salary to inflation, so after 10 years, is facing compounded losses probably closer to 25% of his original salary...
... after you factor in inflation.
Well, most of the time anyways - yes, I know the USA has had a recent period of near-zero inflation, but that's not the norm.
Knowledge is how to play a game, intelligence is how to win, wisdom is knowing what game to play.
History is more than anecdotes teachers tell students and students repeat their whole lives.
No, the US military did not hand out small-pox blankets; pure unadulterated horseshit, that one. And recently invented.
http://quod.lib.umich.edu/p/pl...
There is one and ONLY one reason I work....money.
If I were wealthy enough to never have to work a day in my life, I'd not work. If I won the powerball, and cleared let's say...$2.5-$3M after taxes, I figure I could live on interest alone for the rest of my days. If that happened, I don't actually know if I'd bother calling into work saying I'd not be back...I'd be too busy leaving skid marks out the door.
The only reason I work, is to support the lifestyle I like with the things I can buy, travel and do....
I contract...so, I negotiate my bill rate to cover my time I want to take off annually....so, no need for extra vacation. If you want me, PAY me...pay me for every single hour I work, none of this salary BS where you get 'free' work out of me, etc. If you want to impress me, give me more money.
Light travels faster than sound. This is why some people appear bright until you hear them speak.........
The problem is in translation.
It is a great idea, rather than doing an annual raise you give employees raises when they do a great job and become more valuable to the company. (HR and upper managements vision) This means that good employees get raises every few months as rewards and you can directly show them how much they are appreciated and reward them for their contributions to the company.
Middle management on the other hand get graded by how much money they save. Thus, by not giving raises and not having to do annual justifications they save money and get a bigger bonus. Thus no one gets a raise, the middle management looks like they are doing a great job saving the company money, and upper management can not figure out why they suddenly have a high turnover.
> Firing the bottom 20% of your work force every year is no different than YOU, as a consumer, not purchasing another good or service again because it didn't give you what you paid for. It is assigning value via your wallet.
But that's not how that worked under stack ranking. What they did was apply it to groups and teams. Suppose you are running a division and you want to put together - for lack of a better term - an all star team to tackle a bunch of problems. So you get the top 15 people from different teams to work on big problems and you solve a bunch of issues. Great! Now it's a year later and it's review time. According to stack ranking, 20% of those people, who would have been on the top of the stack in their old teams, are now on the chopping block because you have to get rid of 20% because rules. Congrats. You've now sent 3 of your best staff off to the wilderness and infected the other 12 (and probably a lot of others who hear about what happened) with dissatisfaction. Now the other 12 want to be put back on their old teams and most of them are also sending out their resumes.
This kind of shit also happened at Microsoft a lot when they embraced stack ranking. Without the firings though, they just shafted the bottom third of their all star teams on compensation which pissed them off and they left.
Stack ranking is a disaster and any company that still thinks it's a great thing is driving away talent.
Biggest load of horse shit. People want to get paid. Period. Perks do not pay the bills. The CEO wants to get paid. Period. He doesn't look for perks.
Listen ass hole. There's something called inflation. Raises are nothing more than cost of living adjustments. It's part of doing business and is no different than companies changing pricing.
Stop pretending this is anything other than screwing employees. And for fuck's sake no one is going to give an employee a raise less than a year when budgets are done on a YEARLY BASIS. Ass-hole.