#goalsetting

1st three months of year I hit under 60%. One month was very bad due to sickness and school closings due to bad weather, 3 kids out of school for 10 days su-ked. Should I make up extra days to balance out so EOY percent is at the 60% goal? Really starting to stress out about all this. Since the new reporting I have hit goal but will not meet goal for the year if I don't hit above goal the next few months.

Rumors flying that poor business performance has the 2026 MIP set at 50% and a sunset of MIP for band 4 engineers planned for 2027. Management and band 5 retain MIP. This would put Honeywell dead last in pay among all defense contractors.
You’ve been warned. Budget accordingly.
Look for “aligning incentives with business goals” and other spin that all boils down to …
No MIP for you!

Long time employee here. I have never had a supervisor make goals, training plans, or anything else with me let alone document anything in Career Connect. All they want is an update so they can pretend they are in the know when they talk to their boss.

One of richest American now, but CR is not satisfied, his goal is 1 Trillion, so next 5 LR are planning now.

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

When are we suppose to enter goals for 2026? I do not see portal open yet.

Approaching mid Q1, and not a word about goal setting. Makes it very convenient to give bad ratings when you wait till a month before mid year reviews to set the unreasonable goals. Better yet, don’t even bother. Manager “expectations” are better when not actually stated clearly.

I’m not sure if this is widely known, but the move to quarterly targets is driven by the One Dell Way tool launching in Q2.

The compensation tool can’t combine targets, so the current approach is to set one target on the existing tool and the next on the new tool.

From Q3, we’ll revert to half-year targets.

That said, it’s difficult not to feel disadvantaged by this decision, which appears to be driven by JC’s eagerness to release the tool earlier than necessary. We could have simply waited until Q3.

This change won’t impact above Director level, who are paid on booked revenue, but it does affect those that do the work who are paid only on shipped revenue.

How long will it be before we know how many have opted out of the crazy and taken the severance package? And then how long before we know how many more will need to be laid off to fulfill the goal set?

Kicks off next week. I hear leadership is not going to be as stringent on hitting participation goal numbers. I wonder why! Layoffs, no focal. But don't worry folks, we listen, develop, and take care of our employees...

Never have I ever saw a company set goals for employees and never offer a glimpse of whether it’s on track to not.