re: #133 reine.de.tout

Hubby works for the oil industry, and there are plenty of years he doesn’t get an increase, regardless of his review, so I know what you’re talking about. But the discussion was about those lazy-ass public employees - so that’s what I addressed.

BTW - that system they have with weighting the bonuses according to review - I gotta tell you, I find those systems suck. Many times managers will inflate reviews to just be sure employees get a raise, particularly if the “raises” are 50% of what they’re supposed to be.

At the top of the scale - an extra bonus would be workable and not lead to inflated ratings.
At the bottom of the scale - zero bonus.
In the middle - should all be the same.
In my most humble opinion, and one of the jobs I did for a long time was oversee and manage the performance review programs for state employees (all 66,000 of them).

AND the reason employers do that weighting sort of thing is they confuse money or pay, with motivation.

Pay isn’t a motivator. It’s a satisfier - if you are working for a good employer in good circumstances at reasonable pay, most people are NOT going to leave and take a job with a sucky employer in sucky circumstances no matter how much more the pay is.

What improves performance is:
1) being self-motivated to learn and improve, and
2) training