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anonymous said:

A couple of laid off folks I know recieved a bonus. Sounds like some divisions entered low performance ratings regardless of how the high individual performance was
My question is if an employee feels their performance was excellent and has proof, how can a manager disagree with you and force a lower rating?

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Because they can. Another example that does not involve a layoff. Years ago I was a very high performer but I changed organizations in Q4. Big mistake. Old org was not happy I was leaving so they kicked me out the door with a low rating which of course I did not find out about until February. Lesson learned, never change jobs (or announce you are leaving) close to year-end review time. Even if you let them know in late November or December upper management still has time to lower the rating and give some of your $$$ to others who are not leaving. They want to motivate people who will still be there not people that they know are leaving. Giving a high rating to someone who is leaving they consider a waste of bonus dollars when part of it could be given to others in the department, your peers for example.They view the bonus not as a reward for the prior year, but a motivator for the current year. Believe me. Also the How is a wild card that is difficult to dispute. That is why it was created.

I’m looking as well but seeing a lot negative feedback from personnel. Do you guys have anything in your portfolio other than Tymlos? There’s certainly more money on the table elsewhere, but I’d like stability. Thoughts?

Reps are no longer cost effective. The model has changed. You can either figure this out on your own and begin working towards a new career or hang on until the very end still believing it will go back to the way it has always been.

Any tea? She seems psycho

Oof. Have heard from her reps past and present and sounds like she’s disrespectful and distrusting AF.