Performance management is misaligned and a formality; meeting goals doesn’t guarantee anything - Manager Spectrum Brands Employee Review

There’s real exposure to complex, cross-functional work, but micromanagement from leadership limits autonomy and makes it hard to feel true ownership of responsibilities. Performance management is inconsistent and poorly documented. Formal goals exist (e.g., in Workday), but meeting them — or being given a fair opportunity to meet them — doesn’t consistently factor into evaluations or advancement, so outcomes can feel overly dependent on manager perception. Expectations and priorities shift frequently Certain roles rely heavily on external or internal partners, yet accountability still falls disproportionately on internal team. Processes intended to support goal attainment are a formality rather than genuinely developmental. Limited transparency around how quarterly reviews translate into raises, promotions, and broader employment decisions.