Unveiling the Era of Weaponized Performance Reviews
Picture this: You've been pouring your heart into your work, consistently receiving accolades in your performance reviews, and feeling optimistic about your career path. Then, murmurs of layoffs start circulating in the office, and that unsettling feeling sets in. Yet, despite your company's apparent prosperity, they keep emphasizing "budget concerns." Suddenly, you find yourself labeled as an underperformer. It's a troubling new development unfolding in the corporate world of 2024, where performance evaluations maintain a facade while hiding ulterior motives.
Welcome to the world of weaponized performance reviews.
Weaponized performance reviews have become a concerning trend in 2024, with companies using employee evaluations to justify downsizing and reallocating budgets, often favoring investing in AI technology. No longer solely assessing performance, these reviews now serve as tools to justify employee terminations or hinder career progression within the organization. CEOs haven't stopped expressing their desire to invest in AI despite layoffs.
To help you navigate this shift in performance reviews, we've gathered insights from conversations with HR professionals and industry insiders on indicators that your company may be gearing up for more layoffs. It's crucial to stay vigilant and prepare accordingly.
Farewell to High-Performance Labels:
The era of being celebrated as an "exceeds expectations" standout seems to be fading. In 2024, employees at large organizations have been informed that the option to designate an employee as exceptional no longer exists. By removing this distinction while maintaining the same performance framework, companies effectively close off avenues for salary increases or career advancement.
Disengaging Top Earners:
As employees reach the salary ceiling without opportunities for promotion, vague accusations of underperformance may suddenly surface. In a landscape where top performers are no longer valued, highly compensated employees find themselves in a precarious position, scrambling to prove their worth or facing potential termination.
Opting for Firings Over Layoffs:
In the US, all employees (except in Montana) are considered at-will employees, meaning they can be terminated for any reason and without prior notice. While announcing layoffs is standard practice, public disclosures are required for those affecting more than 50 employees. To bypass this, some companies may choose to terminate individuals, shifting blame onto them and minimizing the need for benefits and severance packages.
And there you have it—the end of an era. Bid farewell to those prestigious, high-performance labels. As you approach performance reviews this year, be aware that opportunities for raises or promotions may no longer be on the table. The three signs outlined above could indicate significant changes in your organization in the near future.
One thing is for sure: the corporate landscape is evolving, and it may not always be to the advantage of employees. Join us as we explore strategies for navigating this new reality on Wednesday, where your contributions at work may not receive the recognition they deserve. We'll guide you on documenting your achievements and staying ahead in this shifting environment.
