I'd wager on the 'crap' part of it.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?
My TL said no one got an O because there is no such thing as a perfect TM. He was talking exactly like my ETL-HR.
I can't wait to fill out BTS in front of my ETL-HR and say
"Well there's no such thing as perfect leadership. We all have things we can improve on!"
Is there a way I can communicate to my TL that he should rate me as a poor employee, even if I'm a good one, so that he can raise the score of someone who cares?
They don't deny it...Is there a way I can communicate to my TL that he should rate me as a poor employee, even if I'm a good one, so that he can raise the score of someone who cares?
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.
This is why writing reviews has become a complete waste of time. You can not even write a an honest review you have tweek the scores lower because the store only gets X amount of money for raises. So a team member going the extra mile and a team member doing just enough get the same review and raise. Kind or ruins any incentive for anybody to more that just enough to avoid getting fired.
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. 🙁My TL told me the truth. Good ones, that care about their team trusting them, will.
I got a .07 cent raise........😵
Whoever is listed as your direct supervisor should be the one who does it, I think..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?
TLs get the same song and dance reviews they are expected to give to their TMs.
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. 🙁My TL told me the truth. Good ones, that care about their team trusting them, will.
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. 🙁My TL told me the truth. Good ones, that care about their team trusting them, will.
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. 🙁My TL told me the truth. Good ones, that care about their team trusting them, will.