focal

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small talk:
Is it an evil day or the planets/stars align in an evil formation today?
Because people drive crazily and dangerously today on the road...
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Disclaimer: all the contents in this post/blog are purely my sole opinion/speculation from hearsay and has nothing to do with any other person/entity or representing the view of any company/organization. The accuracy of the content is my pure interpretation at my best knowledge and should be used at your own risk & discretion.

So, how's the overall focal result everyone?

I guess many of you got your result by now, and it is a popular chat-over-the-meal-topic recently that will last for quite a while. For those who still havent got it, even more curious, right?

I myself have the privilege of listening what people have to say about it because I have many friends from the place I used to work for.

So, would like to pen down some of my thought about what I have heard, for you to make a reference at least, and to verify how true it is. I will try to be a fair analyst in this case, hehehe, hope so "p


In General
> The result is not as good as the previous years with SMA (Special Market Adjustment).
> "Successful" performer get an increment between 3% to probably around 9%, which is below 10%.
> majority those "successful" who got below 5% are even pissed.

jason says:
- enjoying SMA for 2 years with double digit % increment has left a high standard of norm to many, and suddenly taking that away from them make them grade this scenario as below norm, thus majority are not quite satisfied/happy about it
- percentage is really a very subjective thing. 5% on RM2000 = RM100, while 5% on RM5000 = RM250. That is 250% difference for a 5%. So, it all depends on your base salary. Some people are happy with the 5%, but many would not be happy. Simply put. ONLY MANAGERS are happy :)
- the company is not an "attractive" place to work in anymore for some people (not all actually). Stock is not performing well/low return. Those who bought SPP and kept them may have their stock devalued due to the getting-lower USD currency while the stock low-performing. Selling RSU or SOP will yield lower revenue compared to a few years back due to USD currency devaluation with the same amount of stock units.


Case1
- personA took grant/scholarship from company to pursue part-time master or PHD program and is bonded to the company for a certain period of time
- personA got "IR" (Improvement Required) this year and very upset about it. Totally no mood to work and went for drink with colleagues that very sad day.
(in case you dont know, getting an IR forfeits the receiver any increment that year and required to undergo some re-training programs in the company to improve his/her performance. It is a "nightmare" that many wouldnt desire)
- some say that because personA is bonded to company due to grant/scholarship, personA's manager or department's managers decided that the bond is a "collateral" that can be used to held personA as "hostage" and they can do whatever they want

jason says:
- from past working experience, I would say there is certain truth about the bond thing being used as "collateral", but this kind of occurance is very rare. The occurances only reflect how 'evil' certain minority managers are, and if you see such 'trait' from certain managers, you better try to get as far as possible from these "evils"
- there is a possibility that personA might have neglected the tasks assigned because have to concentrate on the assignments/papers, but this would be very rare
- is all about managers, wanting or not wanting to excercise bureaucracy or "abuse" their authority. you better work smart


Case2
- personB was sent oversea some time back and is again bonded to the company for a period of time
- personB got "Exceed Expectation" in this year's focal, yet percentage of increment is below 10%
- personB is feeling "average" about the result
- personB found a greener pasture with even better increment and has tender resignation

jason says:
- a wise choice indeed to move on to greener pasture. Good timing as well. The best time to resign is now, where you can have the option to "bargain" (if there is). If resign is still the final fate, make sure your final day is on 30th June, so that you are still entitled to the mid-year bonuses that you deserved. This is a tip!
- again, percentage is a very subjective thing. Probably personB has a very high base salary from the past focal


Case3
- a few personC got promoted in this focal or sent oversea recently so that company can bond them
- simple reason is attrition rate is too high for certain departments and some managers has felt the "heat". Some he/she is the last standing few of seniors/experienced personals that managers will be "crippled" if they do lose them
- promoted people will get more than 10% increment and sent oversea people will enjoy allowances on top of salary and the experience of US liftstyle with low-medium workload. Simply put, is a luxury and vacation to many who had been with the company for quite a while AND managers fond of them.

jason says:
- is a logical sign of desperado managers that will benefit those who are patient enough and took the risk to stay longer with the company
- then again, this has proven that performance based policy for focal is bull at certain extent and all of it boils down to managers. Also proven that the rotation policy and picking the candidate who best-suits the traveling tasks policy are all bullshit. It can be bent easily through bureaucracy.
- is not about how you can work for the managers/company, is about how the company/managers can work for you AND they needed you