| > Where did I write that I don't get 5s? That seems like a knee-jerk (emotional) response to a take you didn't like. Your words were: > I hate when they want me to rank myself from 1-5 on various things just to tell me, "I don't think you're a 5, you're performing as expected. COL raise." Performing as expected implies a 3. Again, why do you want to frame this as emotional on my part? Why project that on me when again, I’m literally responding to the words you wrote? > Have you ever given anyone all 5s? Are you one of those "no one is perfect," people? Absolutely, though most people have at least some opportunity for improvement in their current role, so there’s often a four in there. That said, a stray four for an overall five is still an overall five, and should have no real effect on anything. > Sorry, but 1:1's are bullshit. It's a power move that managers use to keep costs down by making excuses to not give more than COL raises (if that). I mean, that’s ridiculous. Why would I want to not give appropriate raises to people? I don’t get to pocket leftover budget, and I have no incentive at all to avoid giving someone a 4% raise instead of a 3% raise. > Long explanation short, when people do 1:1s, the layout is typically the manager in their chair, behind their desk with the subordinate in an uncomfortable chair on the other side with the door shut. This is also a dominant/subordinate layout. It feels like you’ve worked at some deeply dysfunctional places. This has never been true anywhere I’ve worked. The door is closed if we’re having a conversation the other person wants private - I don’t close it or request it be closed. The chairs are just the chairs - I don’t want my team uncomfortable any more than I’d want a potential partner, another part of the team or company, or my boss uncomfortable. |