Trending @Capgemini; Year-end review performance ratings
Hello Everyone,
I have been working in Capgemini for the last 4 years.Initially, I was in the automation testing domain for the last 3 years and from May 2025 I have changed my domain to security testing.
My question is how can I convince my Program Manager to improve my year end performance ratings from 3 to 2 (I don't expect 1 as I have consecutively received 1 for the last 3 years & promotion last year). I have tried convincing my manager, but she is not convinced and told me to connect with her manager i.e. program manager.
I do have a few points from my work done in this project as
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Received appreciation for work done
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Attended calls out of working hours (less than 5, but attended)
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Preparation of reports with Al tools (as team is encouraged to use Al tools)
I'm going to add a few points as company revenue, current role situation in other companies.
I need some points which would help me more.
It’s basically a trade-off, man.
Last year my manager told me he was going to rate me as “Succeeding.” So I asked him straight: what exactly are the criteria for “Exceptional”? He listed a few points, and I showed him I’d already met them.
Then he brought up the bell curve. I pushed back on the fairness — why can’t I be given “Exceptional” if I’ve earned it? I also told him this kind of forced distribution kills motivation and honestly feels like it goes against Capgemini’s ethics.
In the end, I got an Exceptional rating with a 5.5% hike. The people who got “Succeeding” ended up getting promoted.
Exactly I have also come up from such instances in Capgemini.
It's same for me 1 rating for 4 years this time 3 without any reason at the end got feedback it's just cost cutting, there is no use in providing points once finalized it can't be changed for rating
How many years did you complete in CG and which domain?
