Amazon leaked document that forces managers to PIP

[8pm]

Lifted from Blind

 

https://www.businessinsider.com/amazon-employees-annual-reviews-rating-2021-4?nr_email_referer=1&utm_source=Sailthru&utm_medium=email&utm_content=BIPrime_Sunday&utm_campaign=Post Blast clusterstock: Goldman Sachs' Marcus unit is struggling with burnout%2C blown deadlines%2C and a tech-talent exodus&utm_term=INSIDER WEEKLY - ENGAGED%2C ACTIVE%2C PASSIVE%2C DISENGAGED%2C NEW

[8pm]

comment from one of the user

 

New  amzn4000

Just for you sweetheart!

Internal Amazon documents show the company has a five-tiered ranking system for employee performance reviews and expects managers to rank 20% of employees at the top level, 75% in the middle tiers, and 5% in the bottom tier.

More than half a dozen employees who spoke with Insider said the tier system was evidence of stack ranking, a controversial performance-review system in which employees are evaluated on a curve and a certain percentage must rank at the bottom — which could hurt both an employee's compensation and their future at the company.

Employees who have been part of the performance-review process told Insider the ratings had to be distributed across teams.

One person involved in Amazon's review process told Insider the curve could force people whose performance is generally acceptable into the bottom.

"It's not the draconian 'everything was great and then all of a sudden' you might hear about from time to time," the person said.

But sometimes, even employees who are performing well can end up in the bottom, according to one manager. "I was made to put someone" in the bottom tier "even though they were doing a good job," the manager told Insider.

Amazon denied it used stack ranking and said employees were evaluated on their merit. "We do not, nor have we ever, stack ranked our employees. This is not a practice that Amazon uses," a spokesperson told Insider in an emailed statement.

Stack ranking was popularized by General Electric under CEO Jack Welch, who used a 20-70-10 tier system to rank employees, with 20% of employees in the top tier, 70% in the middle tier, and 10% in the bottom tier — similar to the breakdown expected at Amazon. Microsoft also used stack ranking until 2013, stopping the practice after widespread criticism that it contributed to a cutthroat corporate culture prioritizing office politics over innovation.

Documents showed Amazon managers grouped employees in three broad buckets of performance grades — top tier (TT), highly valued (HV), and least effective (LE).

Starting this year, Amazon expanded the "HV" rating with "HV1," "HV2," and "HV3" to add depth to each evaluation. An internal Amazon document said: "We expect 20% of Amazonians are TT," 15% are HV3 (the highest of the HV ratings), 25% are HV2, 35% are HV1, and 5% are LE.

Amazon uses the five-tier ratings as a key factor to determine pay. Employees who receive a rating of HV1 or higher are eligible for a base-pay increase, according to an internal document.

The rating also sets the total compensation target for each employee. Amazon employees are each put in a pay band with a range for their total compensation, made up of base pay and stock options. One internal document said those placed in the top-performing group could reach 100% of their pay target, while those on the HV1 grade got zero upside.

At Amazon, a bottom-tier rating doesn't just mean an employee doesn't get a raise — it means they likely end up in a performance-improvement program. Employees who receive an LE rating start a coaching program called "Focus," employees said. And if that doesn't improve their performance, they can end up in a separate program called "Pivot," which is for Amazon's most underperforming employees, they added.

"The program provides employees with an option to either leave Amazon with a payment or meet the expected performance bar for their role by completing an Improve Plan," an internal document describing Pivot said. If an employee leaves Amazon while in one of these training programs, or as a result of an unsuccessful Pivot, the person will not be eligible for rehire, according to people familiar with the matter.

Amazon's spokesperson disputed a tie between a performance rating and placement on a performance-improvement plan, saying additional coaching is "something that managers determine is necessary if an employee is not meeting performance expectations."

[MRI]

this happens in every company and it is f'ing illegal.. but it is an open secret.. ilanti cases lo matram court ki documented evidences kavali.. ekkadanna dorikithey vallani fire chesi.. maa ethics ki against andukaney fire chesaamu antaaru companies.. this is where I like EU to an extent..

[8pm]

34 minutes ago, MRI said:

this happens in every company and it is f'ing illegal.. but it is an open secret.. ilanti cases lo matram court ki documented evidences kavali.. ekkadanna dorikithey vallani fire chesi.. maa ethics ki against andukaney fire chesaamu antaaru companies.. this is where I like EU to an extent..

May be.

but Amazon lo choosina cases nenekkada choodaledu.

[Epic]

1 hour ago, 8pm said:

One person involved in Amazon's review process told Insider

@filterKaapi

 

[MRI]

5 minutes ago, 8pm said:

May be.

but Amazon lo choosina cases nenekkada choodaledu.

Amazon ki attention daani success valla vachindi.. all companies do it.. doesn't mean only Amazon is wrong..

[gutlogummadi]

Every year jarige thantu idi ma company lo, i personally struggle at year end with perf reviews to find balance for my direct reports( hate it and can't sleep sound) to share the pie.

For my low performers i try to give away spot award$$ to make them happy before review season to keep their morale