Psst!

Its because they don't want to raise their pay, and also want the employee to blame themselves for not getting the pay raise/promotion instead of their greedy employer.

But don't tell anyone. Its a secret!

I was actually told during a review that they couldn't rank me higher because then they'd have to give me more money. My boss said I deserved it, but they didn't have the money to give it to me.

I started looking for a new job that day.

My wife's company does this overtly.

Raises are based on performance scores, they were prohibited from giving top scores for any category, because "nobody's perfect."

But when asked what could be done better there's never any answer.

Slave must work hard but slave must not be rewarded for that labour... That's holy profit and it belongs to shareholders after top execs get their cut obvi.

This is why every day more people are finding out that providing good service is for idiots who have no self respect.

lEaDeRShIP

It's why I focus on work life balance over everything else. No point in giving away weekends and nights for an average review. Average is perfectly rine with me, but that's also what I give now.

Yes. I work at a power plant in a large department. The best “ratings” that dictates our bonus multiplier is limited to five people because there are certainly only five people whose performance exceeds expectations. /s

The reason why is more that you have to justify top performmers against their peers and against their role responsibilities. That takes work and many managers dont want to do it.

Yeah. I thought this was the norm, so I don't know why this is news. At my company everyone is a 3 or 4. A 5 literally means you're going to be promoted to the next level. There's absolutely no other way to get a 5 and promotions are obviously rare.

Yes, but it's not documented, so it's not actionable, and the people not in management who end up getting the bonuses or raises in any given year often actively work to undermine any efforts to speak out or organize against these practices.

They pick enough people to actually get the pat on the head to keep the workers collectively destabilized and worried about what each other are saying.

I once had a manager -- who was new to being in charge of reports -- just outright admit in my annual review that he had to find negatives to ding me with when I asked him why no one had ever mentioned any of the issues he was bringing up to me at any time before the review. But when my closest co-workers (who were in other departments) were the ones who got the 5-star ratings and the raises, it would have just come across as sour grapes if I had said something.

It's not that hard to socially engineer an environment where it looks like individual efforts are encouraged and rewarded while simultaneously discouraging those efforts and refusing to reward them when they pay dividends.

Correct but now we have evidence of this conduct from one of mega corps.

It is getting harder and harder to cope for normies

We did this at target. I had 5 hourly managers under me, 4 were amazing and went above and beyond every day and 1 that was complete ass. I was assigned a number of ratings I could give, each out of 3 (3 being best). It was 3-2-2-1-1 so I one of my best had to get the worst score possible while one other at the exact same level the best. It made no sense and I hated that.

This is the norm.

Our society is perverse. We reward sociopathic behavior and punish empathetic behavior.

Teachers and social workers are treated like garbage, competent liars are promoted.

It is at mine!

Every big tech co rates employee perf on a curve with a.forced distribution.