As a manager, what constitutes as exceeds expectations.
For managers of team leaders, what might you consider exceed expectations or how can TLs demonstrate they’re going above “meets expectations”
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My general rubric is this: Meets - you are doing your job Exceeds- you are doing your job and solving the team’s problems Outstanding - all the above and you are solving problems outside the team A lot of it is marketing. Identify a problem and solve it if you can, and then...
I’ve done that. I get meets every year. The second year when I really had everything figured out, I mentored our team through the chat, I met campus expectations, I piloted 3 programs, I organized events, I came in early to decorate for birthdays, I did the newsletter like 4 t...
Top comment. This is the answer.
Also some of it is the reality of corporate mandates. I have to meet the curve for my org. So for example, let's say I have 11 direct reports. To meet the expected ratings curve, I can only rate one person as exemplary, two people as exceeds expectations, 7 as meets, and 1 a...
According to my HR, doing work 2 levels above their position, while running into a burning house to save kittens, still on a teams call at midnight.
Ours is similar basically you have to work at a c-suite or higher position as a nobody peon to get a 5/5.
Same where I work. Tried it myself for years and was still rated average..
Mine was preventing global devastation by redirecting the black hole that threatened to swallow the sun... but still doing item reviews on time.
This is job specific. Ask your manager what the expectations are, and then exceed them. If they aren’t super measurable expectations ask for their definition of exceeding expectations. If this is a performance review thing, the company rarely allows people to rate higher. My ...
My specific area director just straight ignores reviews. GMs set the raises per his direction about 5 months before the review cycle starts. Area director says - “the process is subjective and that is wrong. Even though the budget is 3% total across my units, everyone gets the...
Every manager is different. You need to align to your specific manager’s expectations. Also, feel free to bluntly ask them. If you really want to go above and beyond, bring proposals.
I tell them to not contribute to me feeling like I'm herding drunk cats in a swimming pool. Then they look at me quizzically, obviously. I then tell them that all their peers who think they're super humans actually need more hand holding than they think. If you could do your j...
Working at the level above your current job title. I manage scientists, so it's broken down like this: A Scientist 1 can manage their own smaller scale project, usually with more oversight. A Scientist 2 needs minimal oversight on projects of the same scale as sci 1, but mi...
Exceeds means you are helping other people on your team as a mentor
Ther is not meeting, meeting, and above target. Exceeds means you need to be promoted now. It’s like box 1 on a 9box.
Yes
Doing things that are outside your job description. Just doing your job well doesn’t get exceeded expectations.
Ultimately, you have to meet the demands of your job, while adding value to the process. This is how I always measured it. So, for example, when I was running a lab. I had a challenge, a certain brand of filter was seeing a global shortage due to the particular type of polyu...
Usually means working one or two levels above you. Carrying conversations and communicating trust to stakeholders. Technically sound. Good relationships across the board. Dependable to deliver with minimal supervision. Good reputation from cross functional impact. Sometimes ...
Expectation = My role and duties as an IC Exceeds expectations = I have accomplished outside of my own role and duties as an IC (this could be a team issue or an enterprise issue)
First you set goals that are achievable. There is not aspirational goal setting. These goals should be what you spend 90% of your time working on and not some side projects. Once you have set your goals then if you meet those goals you have met expectations. If you do thin...
The only people on my team I was able to get exceeds approved for are people who I’ve been trying to get promoted for a year or more. The system is broken.
Depends on your work competencies. I went through the competencies (work expectations) and made a rubric. What does doing this work at a proficient level look like? What are the skills that are required to be mastered? Then I did the same for "What does doing this work at a...
I cascade goals to the directors in February. Typically the goals are for their teams, maybe 1 on their own professional development. If they complete/ achieve most goals i give them meets expectations. All goals is excess, all goals plus solving problems outside of their dire...
“Exceeds Expectations” means they’re not involved in any interpersonal drama and I can give them work and it just gets done without me needing to think about it any more. Bonus points if they’re picking up slack and assisting their peers. “Meets” is for people who need a cert...
My boss told me that "*company* does not hire 5 star employees" when asked
lol most companies don’t allow it
Depends. Used to have to have a meeting with peer managers and rank everyone and only the top x% got exceed expectations ratings. Now it comes to me and I look for willingness to take on stretch assignments, balancing tasking well and delivering on promises with quality. ...
if you have to ask you’re likely not doing it
I’ve heard if they give you an exceeds you die in 7 days.
- Makes my life easier, not harder. - Can competently act in my place if I’m unavailable. - Bears 100% of their workload and helps others as well. - They’re “point and shoot”: I say I need X done by Y, and off they go. It gets done, well and on-time, w/ no further input fro...
TBH no one here can answer that except you and your HR. We all do ratings differently because each company has their own policy and some even require you to meet a quota in the form of a curve. This might be a simple as putting a checkbook next to each bullet on their job desc...
As with any position you have to give KPI’s then you have to set what level of those KPI’s constitutes each grade. For my team, 25% above target is “exceeds” and 100% above target is “greatly exceeds.” For a production role maybe it’s 0 late orders is “exceeds” and 0 late or...
Meets is the A. You’re doing a good job fulfilling the duties outlined in your job description. Exceeds is extra credit - you are working outside your scope or above the quality we’d expect of someone at your level. This is where we start looking at promotions.
We have quotas. 10% exceeds, 5% below, everyone else meets. In order to get a promotion, you must have been exceeded last year. This means ratings are applied strategically to support progression and are not reflective of actual performance.
My general rule is, if you fulfilled all the expectations of your job and stabilized/improved your direct reports' performance, you meet expectations. If you did all of the above and also created resources or ran an initiative to help other teams replicate the stability/impr...
Look at JD.. do they do more than JD?
When you review the proposed annual goals during goal-setting, ensure the goals are measurable (see S. M. A. R. T. Goals). Then, exceeding one’s goals becomes obvious.
Whatever the budget for raises is will be the primary determining factor.
It is a competitive process. Exceeds means being in the top some% of performers relative to your job role and grade expectations within the rating pool you are being compared against. Specific percentages vary by company. You demonstrate your candidacy for exceeds by securing...
Are they doing more than their job description? Seems pretty simple.
As people indicated, each organization is different and is also calibrated. In my organization and also my rule, here are some factors: \- your key customers and stakeholders rank you as exceed expectations \- given a project, expanded the scope and impacts significantly (w...
for me "exceeds" isn't about doing more work. it's about impact and judgment. a team leader who meets expectations executes well on what's asked. one who exceeds is spotting problems before I have to, making calls I don't have to be involved in, and making their team better w...
People are going to make jokes, but this just is not enough information. Are there 3, 4, or 5 levels? Does your company differentiate between experienced and rookie at different titles?
Whatever the director lets me get away with. I would give everyone all 5s if I could, because I am still angry that they just added a ton or responsibilities to my team's post descriptions and made that the new expectation.
Sadly the lead is boxed in. There is no way for someone in a one layered ladder can exceed and remain long term in the same spot. You need to give him meets and find other ways to increase salary not tied to performance. Such as bonuses, or if the company allows for non rat...
As a manager, I learned it's all largely made up. Some companies may have very strict structures and metrics. But even those can be changed. Manager and director of CSM and Account Managers. We changed our measurements of what good was almost every quarter...
If you need people to “exceed” expectations, you are either underestimating their capability and should try to figure out how to put them to good use and increase their responsibility and compensation to match - or you’re underutilizing capacity and they don’t have enough to ...
for our company it's like this - Meets expectations is broad - it means you're doing your job and doing it well. Exceeds expectations is you are doing excellent work and driving meaningful change across the organization. The biggest thing I try to tell me team is explain how t...
An exceed expectations overall often needs HR approval , which requires work on the manager in the busiest season. We also score across different areas and you can get some highs for sure but that high over is hard to reach. I have plenty of employees who Exceed in A and B...
So here is my question though- what do you do with the guy that exceeds expectations by tanking everyone else on the team? Meaning he manipulates himself onto all the high visibility projects and interjects onto all the projects
Promote him to VP /s
That's not exceeding expectations. Typically your performance is broken down into a number of categories - someone like you're describing at my company would get an "exceeds" in work performed, but a "needs improvement" in integrity/respect/team work.
this is a completely pointless conversation without talking about a specific role.