How do supervisors hand out "exceeds expectations" in performance reviews?

[Anonymous]

Many people on my team are upset about their subpar ratings. We feel we worked really hard and only received meets expectations. What is this process like behind the scenes?

[Anonymous]

Some places impose restrictions on how many
"exceeds expectations" you can give--like a forced grading curve common in law schools.

[Anonymous]

Anonymous wrote:Some places impose restrictions on how many
"exceeds expectations" you can give--like a forced grading curve common in law schools.

I've worked places like this, they are miserable.

OP, does it affect your raise or bonus? If so, you should ask your reviewer whether they are limited in how many they can give. You should always ask what to do next year to improve, but if they are grading on a curve you can't really control the outcome.

[Anonymous]

Every place limits the %. Whether they formally do or don’t varies, but they do. And they should. If everyone is exceeding expectations then your expectations are too low.

The key thing to ask is what the differentiating factors are. It shouldn’t be a secret what expectations are.

[Anonymous]

You have to look at the actual goals for the year, did they actually exceed them or just meet them? 2023 wasn’t the best revenue year for many sectors.

[Anonymous]

I get exceeds expectations. I think I deserve it but I also am afforded opportunities to shine because management just likes me. So it’s part talent and part right place right time right circumstance. For me at least.

[Anonymous]

I got "exceeds expectations" in my last role in which I was grossly overqualified. On day 1, my manager assigned me as like an unofficial team lead (without the title or extra pay) that wasn't listed on the PD. I of course handled it well, so I'm assuming that had something to do with the rating. I had coworkers on my team upset they only got "meets expectations". While they did work super hard and were productive on their job tasks itself, they didn't really understand that they didn't do anything above and beyond those and I wasn't going to be the arse to point it out the difference.

Outside of that, I have heard some supervisors don't give out any "exceeds expecations" with the rational that there is always something someone can improve on.

[Anonymous]

Unpopular opinion from a long time manager. If you are doing your job, exactly as written, exactly 40 hours a week, you are meeting expectations.

This is not school where “getting all the answers right” = 100%. I am assuming you are equating A+ with a 100%.

In my organization 70% of people get a Meets. It’s like being graded in a curve. meets is a C but it’s also a modest raise and a small bonus.

Exceeds is Exceptional. Above and Beyond. It’s contributing new ideas, working independently, doing things without being asked, providing updates without being reminded, and generally EXCEEDING your scope, exceeding expectations, exceeding the output and quality of your peers. Exceeding is extra credit and that is why it earns extra bonus.

[Anonymous]

What does the review say? Did you meet the expectations? Mine is data driven with certain goals. It’s clearly laid out at the start of the year what you need to do and the we discuss every quarter if you’re in track.

[Anonymous]

Anonymous wrote:You have to look at the actual goals for the year, did they actually exceed them or just meet them? 2023 wasn’t the best revenue year for many sectors.

This. I have encountered a lot of employees who believe that performing their job, exactly as written, reliably and consistently is “exceeds”. It is not. Doing your job correctly is “meets”. The bigger issue in most organizations is that managers are afraid to give people less than “meets” when they are not performing the minimum basic duties of the job. That’s what gives people a negative impression of “meets” because it’s given to coworkers they know are not meeting expectations. In general meeting is not bad. Meeting is doing your job and deserves a cost of living increase and a small bonus if the company is doing well. Most companies run on the back of tons of employees who meet expectations and don’t do a single extra thing.

[Anonymous]

Anonymous wrote:Many people on my team are upset about their subpar ratings. We feel we worked really hard and only received meets expectations. What is this process like behind the scenes?

"Meets expectations" is not "subpar."

You are working hard, doing a good job, and being recognized for it.

[Anonymous]

Working hard does not equal exceeding expectations. There is an employee who reports to me who works hard and I appreciate her efforts. However, she makes lots of mistakes, inane thorough, and needs a lot of hand-holding. Is her performance and enough for me to let her go? No. But I’ve definitely considered it and in no way does she exceed my expectations.

[Anonymous]

Anonymous wrote:Working hard does not equal exceeding expectations. There is an employee who reports to me who works hard and I appreciate her efforts. However, she makes lots of mistakes, inane thorough, and needs a lot of hand-holding. Is her performance and enough for me to let her go? No. But I’ve definitely considered it and in no way does she exceed my expectations.

Why wouldn’t you let this employee go?

[Anonymous]

"Meets" is not subpar. It means you're doing your job that you're being paid for. Its also really hard to set measurable goals for some positions and agree with above poster. I worked really hard last year and didn't meet all my goals so didnt get a big bonus.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Working hard does not equal exceeding expectations. There is an employee who reports to me who works hard and I appreciate her efforts. However, she makes lots of mistakes, inane thorough, and needs a lot of hand-holding. Is her performance and enough for me to let her go? No. But I’ve definitely considered it and in no way does she exceed my expectations.

Why wouldn’t you let this employee go?

I hired her in November 2022 and she was out for three months in 2023 on maternity leave, so I have (a little) hope that with time and continuous work she will improve.

Plus, I can tell she’s trying so I feel it’s my job to do all that I can to help her succeed. I don’t take firing people lightly and I want to make sure I give my all before making that decision.