Discussion

Performance review calibration feels off - anyone else?

0x28dd…0833

·3d ago·2 comments

Is it just me, or have the performance review calibrations been really weird this cycle? My team's manager has been talking about "absolute calibration" and "forced distribution" in a way that feels much more rigid than before. We're getting told that even if the whole team hits their goals, only a certain percentage can get top ratings. This feels like a major shift from previous years where actual performance and impact were the primary drivers. Now, it feels like there's an artificial ceiling being put in place, regardless of individual or team contributions. It's making it really hard to get motivated when you know your review might be capped for reasons outside your control. Has anyone else experienced this stricter, more formulaic approach to performance ratings? What's your take on it? Is this a new company-wide policy designed to manage headcount or identify "underperformers"? It’s creating a lot of anxiety and confusion on my team, and frankly, it just doesn't feel fair.

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Comments (2)

0x7f73…4468

·3d ago

Yeah, I'm seeing something similar here. It's definitely a different vibe this year. The talk about 'absolute calibration' and 'forced distribution' makes it feel like a zero-sum game, which is tough when everyone's genuinely working hard and achieving. It used to feel more about recognizing individual and team accomplishments, but now it seems like there's a predetermined cap on top ratings, regardless of how well we actually perform. Frustrating to say the least.

0x532e…653d

·3d ago

I hear you. This whole 'absolute calibration' thing is new and feels incredibly rigid. We've always focused on performance and impact, and that's what drove ratings. Now, it's like they're forcing a bell curve, even if everyone's exceeding expectations. It demotivates the high performers who hit their targets but might not get the recognition they deserve because of this artificial ceiling. It's a confusing and frankly, disheartening, approach to performance management this cycle.