I worked for a big tech company for over ten years. Every yearly review I ever had was above average, which wasn't hard because I actually enjoyed what I did ( maybe not the company so much, but my department was generally good).
About year 2, management approaches me for supervisor work. I decline as I'm using continuing education and I'm up to my neck in work and school. Year 5, I've wrapped up a good amount of education and am pegged to lead a very important project where I'm the point of contact between two departments and two outside companies.
Things go incredibly well, within 6 months the amount of work suddenly increases by 200%. At this time 10 full time team members are added, I'm in charge of cross-training and bringing every one up to speed. I hand pick the team, they are each incredible at very unique things and added together we completely be destroy every metric and timeline given. Next thing I know, I'm the supervisor. Which is good, my team is great, we collaborate well, we work together and solve some seriously challenging problems to deliver our “product” nearly two years ahead of schedule.
Now, company policy suddenly changes on yearly reviews. Every supervisor with a team of 10 or more needs to find a low performer and give them a performance plan for improvement. Year 1 and 2, I fight like hell documenting everything we've accomplished as a team and convince management to pass over my team. Which is great because 95% of the plans were let go within months. (Company promised it was not gonna be used for workforce reduction, can't call it a layoff if they're terminated for poor work.)
Year 3, I'm stressed. Collaboration on my team has dropped and compartmentalized because no one wants to give up any ways to improve efficiency, if that means we're all in competition. I convince them what is good for the group is good for each person. We finish again ahead of schedule with company recognition multiple times. Yearly reviews drop, I'm given a directive to rate an employee a low performer.
This person's significant other suddenly passed, leaving them with a 7 month old baby. They take a few months leave, and come back a bit less efficient, but still an exceptional employee. I argue against the performance plan but was given a hard no, company needs to hit it's quota for the rank and yank. This employee has to go on a plan. They've worked here for over 8 years, had improved multiple methods to increase efficiency while also increasing quality, super innovative with many new techniques that are now company standards. I refuse. Give them the fair rating they each deserve.
The week after I meet with my department manager, HR is in the room. Shit. I give them all the accolades of the group, what we've achieved and the effect this person had on all this success. Still no. I'm told if I don't give the low performer, I'll get the low performer. I immediately update my resume and find some good prospects on the other side of the country and put my two week notice in. I'm very lucky I can afford to quit and move my family across the country and take the high road. Shortly after, half my team quits. A year later the project we were ahead of schedule falls behind.
This company makes billions of dollars. They can't have any compassion for people, treating them like a damn number that can be discarded for any reason. I truly don't understand the callousness of most corporations and the need for greed. No wonder people are quitting at all time high rates. If you interview for any jobs, get a clear idea on how yearly reviews are conducted and ask if they use the bell curve system. If they do only use them as a stepping stone, they will eventually try to replace you with a lower cost option.