So the annual review came in, and I was “very good, meets or exceeds expectations”. According to our 9-box performance management matrix. I need “stretch assignments, coaching and experiences” to move into the pipeline for star leadership potential. They were very vague at the round table about how potential is judged. Last year, I was a high performing intern, but this year I was a cripple. Yet I’m still “very good”.
I was then asked to make a decision about my career and what I was going to “focus on” in second year. When I asked them how I should make my choice, their first response was “do what you are good at” – but my experience to date has been that I have been successful at all asset management, insurance and banking jobs I have been asked to do. They then changed tack and said: “Well then, focus on what you are interested in” – but how can tell them I get assigned based on who needs firefighters the most?
It’s the case that the better you are, the more complex and stressful jobs you get assigned to. The best staff are put on the toughest jobs and kept until they crack or quit. I’m due for a promotion in October, but I can’t see how a week’s worth of training in September will prepare me for the wave of shit come busy season.
When promotions come every year, and only 5% of your staff stay past qualification, and most of your managers come from outside the firm, surely performance reviews are themselves performed perfunctorily? What’s the ROI on these? And it’s not like everyone gets a “very good” in first year- a few got fired last week over bad ratings and failed exams.
We are human capital now; we’re in the machine. They need us to fill the gap that the next year up are leaving. We don’t get a choice. If we had the option to refuse promotions, and the extra €160 a month after tax, I wonder how many would, given that our hours worked increases faster than the salary. But stick around for the experience, our bosses tell us. Hold on. “It will be worth it when you qualify”, the partners and HR tell us. Friends who have been conscripts tell me the atmosphere in the firm is like a war – you have to keep you and your buddies going, and try not to think too much when people bite it.
Our business line has the highest turnover and exam fail rate ever in the firm. I wish I knew what the fuck they are doing to combat that. Probably thinking about building next years intake better. Send in the next wave.
On a Gundam related note, I bit the bullet and ordered some HGUC kits for 0.01p each on Amazon: the 0079 Gundam and Zaku II. I’ve always like the Zaku II. It’s such a grunt machine- you can easily imagine yourself or anyone piloting it without too much difficulty, and if it breaks? Get a new one!
“Zaku” in Japanese sounds a lot like “small fry” or “grunt”. And in work, we are the small fry, human capital grunts. Send in the next wave.
25 lengths front crawl Sunday.
2×20 one leg bridge on stability ball
5,3,2 Chin ups
3×20 one leg bridge on stability ball
front plank 1 min
side plank 40 seconds
2×3 chin ups with static hold/slow negative
RC/Shoulder retractions 1kgx20
prone cobras – 10 secs each position