Below are all the posts — topics as well as replies — that mention the hashtag #metrics.
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They are now assigning arbitrary ETAs to work items to justify their next targets for downsizing. No accounting for how long the work actually takes, just assuming their bean counting directors know a reasonable metric for every task under them, and making sizing decisions based on that fiction.
This is happening after they took away the functionality and systems to actually log your work performed and the time it took.
If you think it's bad now, it's about to get a whole lot worse.
Why is Verizon not giving the chance for the right people with skills to move up?
When I talk about right people, it’s about people who are not getting any inherited wealth and are not relying on a cushion of being lazy in management. Why isn’t there an audit happening before promoting such people to see if they’re actually performing consistently. With a tangible metric assigned to it.
This fu-k a-s company picked two people over me for RTMs that have worse metrics across thee board. Busting my a-s for nothing
Since this topic continues to come up, here are some points you may find helpful that have been shared in other threads.
Disclaimer: Yes, I am aware the goal posts have changed and are likely to change. This information is based on current expectations.
The adherence data is delayed every single month. Every. Single. Month. If it isn't corrected by week two of a given month, there is a process you can follow in MyHR to have it corrected.
The current metric is the average over each rolling three-month period. January, February, and March are no longer factoring into that. Neither is April. Right now, it's May, June, and July.
If you've averaged more than 60% per three-month period (Jan-Mar, Feb-Apr, Mar-May, Apr-Jun, May-Jul), you're fine.
If you continue to average more than 60% across Jun-Aug, Jul-Sep, Aug-Oct, Sep-Nov, Oct-Dec, and so on, you will continue to be fine.
If your May-Jul average (or any three-month period in the future) is less than 60%, yes, you will have to work additional days in office to raise that average.
You can calculate in advance how many days you need to be in office each month, based on your Adjusted Working Days (Total Possible Days minus Vacation/Holiday/Sick days) to maintain the more-than-60% average across each rolling three-month period.
Yes, I am aware we should not have to do that.
The "Working in the office: In-office attendance and reporting (Global)" article FAQs in MyHR address the change that took place in April.
"Q. Am I held to the 'more than 60% in-office' expectation for Q1 2026 if the updated measurement approach didn't take effect until Q2 2026?
A. Yes, as the expectation of working three-plus days in the office was established and communicated over 12 months ago."
Reason being that three-plus Total Possible Working days in office each week in January, February, and March (not Adjusted Possible Working Days) averages at more than 60% and would have been achieved by employees following the expectation for Q1, which, again, is no longer factoring into the three-month average.
Pssst, at this point, some important metrics objectively stale. Update your shizz.
Q2 Earnings: 25.885 million members.
Careers page and LinkedIn job postings: “You could be the one who changes everything for our 28 million members.”
That’s a 2 million member overstatement.
The careers site and job reqs appear to have adopted the corporate communications playbook: delay, then revise.
Got my separation date - Nov 12 2027. This is ridiculous. I'm in UM concurrent review, and I'm so sick of this company constantly devaluing our work. We're expected to do 2.16 cases per hour, but somehow we're also supposed to attend meetings, trainings, and everything else without the metric changing.
How is that reasonable? I can't sit through a one-hour meeting and still complete 2.16 cases per hour. I'm one person. Leadership created impossible expectations and punish us for not meeting them.
Next year don't do the Tell Dell. Participation is the only metric they can't cook.
This year seems to be hoovering around 80%.
Has anyone heard or been hinted any updates about housecalls?
Now that the metrics are even more strict this year, and the last update is even more charting. Just makes me wonder what’s coming, if anything.
Unless they add a time in the cr@&$er these level up and rev up metrics are gonna ki-l my team
As this is all going on, and with the stress, anxiety and uncertainty of will we have a job come a month or 2, my people leader is production! production! production! How are we to stay focused with these chats and emails going out about metrics and audits when inside all of us are stressed and nervous? Beyond frustrating!
Just finishing meeting with manager and he says I don't have enough computer action. I complete all my assigned tasks on time, never been found wanting. I asked how the data is collected and I'm told it's classified. Why hang me if you can't tell me how to improve. I guess I'll be getting IM rating.
This top 5 goal is a major change, easily categorized as transformative if anything close to that is achieved. Has anyone seen any metrics / reporting of progress on this? I don't think achieving progress on this goal is realistic without senior leaders leading the way and taking work out (reporting overload being 1). Haven't been here long, this seems like a pipe dream...generally interested in your thoughts?
Playing the fiddle while Rome burns.
For code contributors, there’s metrics involved now. Even within tiers of needs improvement, meets, or exceeds, they have top, middle, and low rankings. Basically tracking commits from forked branches of mainstream repos. I’m sure they used this as part of the layoff decisions.
I really value being managed to modern seller metrics, it gives me a clear sense of accomplishment and keeps me motivated. The structured performance coaching plans also make me feel invested in and supported as a seller, which ultimately drives me to perform at a higher level.
Cutting bonuses drastically by raising metrics incrementally every year, until they're just out of reach. Q1 2026 quarterly bonus dropped $1500 for me compared to other quarters and my performance increased this year. The base isn't the best, so you have to rely on bonuses to make up for it. All that makes people want to do it put in less effort, which I'll be doing.
AI usage and other metrics are being analyzed to identify low-performing employees. Watch your back! There will be another round of layoffs happening in July or August. Good luck and happy hunting
It says over the next 2 years but still. How are you supposed to have any job security like this? I'd been expecting it given how strongly they've recently been pushing metrics leadership can see. And still I'm frustrated and annoyed. It's almost worse that it's "over the next two years" because now I have to start applying elsewhere because I just don't even know if I'm safe or not.
Following up on a previous post about Directors being required to list what they do to earn their paychecks. Anyone heard anything new on this? "Was asked to put in four bullets what my role is with metrics supporting it? Can’t say “Oversees” or anything high level. Is Director level being hit next?"
https://hrexecutive.com/remote-work-doesnt-break-company-culture-poor-measurement-does/
Enough said.
This feels like an Elon Musk moment. Was asked to put in four bullets what my role is with metrics supporting it? Can’t say “Oversees” or anything high level. Is Director level being hit next?
I have a hard time believing this is just about managing real estate.
Just informed on an East market call that engineers will now be graded based on the time it takes to get tasks completed in Canvas…. Most of the delays are out of our hands with the tool not working 1/2 the time or vendors not getting their related tasks completed…. The people making these decisions have NO concept of what it takes to keep a network running and just want to stare at dashboards… I’m assuming this will now be used against us for reviews and future RIFs
Carrot + stick + fear + metrics” = control-based management Transparency = trust-based management
Measure employee performance/success by a metric of number of hours they are seated in the chair at office and report this monthly in the "Talent and Performance"?
A Joke at a Fortune 500 Company.
Engage Gunjan Kedia to implement a performance metric that requires employees to remain stationary at their desks, focusing solely on monitor interaction. Her approach has been met with derision from peers across various departments, including HR, Legal, Tech, and Payments. Her methodology has been criticized for promoting an outdated cultural perspective within a major U.S. Bank.
What happens when you go on these plans? Metrics are ridiculous. Being faulted over something that is not in your control.
We are measured on metrics that don’t fully capture the work being done. You can be doing meaningful work and still look like you’re underperforming on paper. There’s a clear disconnect between effort and evaluation. I've seen people who were among our best get on the list of "underperformers" when nothing could be further from the truth. It’s honestly pretty frustrating.
FCRM/FCM remote OR employees were told by executive team, they would be displaced in October 2025, 4th quarter. That came around and they changed the date to the 1st quarter of 2026. Now into the 2nd quarter of 2026 with more empty promises and no displacement in sight. Prevent Ai not working as planned 😂 buggy program and they need to keep senior staff around to balance out the cascading CPH metrics. Also changed to IPH and lowered metrics because Fraud Agents are underperforming with a rushed Ai product.
So it's pretty clear with this big AI push theyll be measuring usage soon as part of performance, does anyone know what metrics they are using?
Weekly calls are always the same, managers focused on whatever bullsh-t "metric" has been identified as needing improvement. When "Improvement" is made, it isn't based on any actual changes in the way buisness is done, only how the field is instructed to report thier time. Middle management lives and cultivates this fantasy world, and feeds this "data" to upper management who makes decisions based on phony metrics. What a clown show.
Here in Pennsylvania from the western part of the state to the east we are discouraged everyday from going into the customer accounts due to green checks. Green checks mean the customer qualifies for internet air or fiber. The focus seems to be the AIA ratio. Hitting your goals or being close to your goal doesn’t matter. What’s your ratio? They are gonna beat it over your head and make your job not fun and the customer experience cr-ppy. Between corporate retail and authorized we are just sending the customers on one big circlej--kDon’t sign in and check and scrub an account. God forbid you do what used to be our job and sign into a customers account and sell something other than Internet. Stores send customers out and about for trade ins and any other option that doesn’t cede Internet. WHAT A HORRIBLE CUSTOMER EXPERIENCE. AT&T doesn’t care about the employee, we know that, but they don’t care about the customer. Take it from me. Upper management outside of the stores encourages store managers to do all of this. The store managers are put into a horrible position. Instead of selling everyone is walking on egg shells. AT&T seems to breed the worst of the worst when it comes to Director and Associate Directors. Even some VP GM’s. These people are clueless.
Tracking participants count #general Slack channel in Oracle One workspace, as the fastest available proxy indication of ongoing layoffs.
Regions outside IDC and NA usually have a significant delay when laid off people are disconnected from Slack (e.g. 1 month in Pacific regions, perhaps longer in some EU countries), so this is a floor estimate with additions reflected immediately, but reductions lagging behind on average.
Layoff estimates are partially part of normal attrition, but the other part of normal attrition is already hidden due to additions and removals compensate each other when they happen at the same period of time.
I will post daily in comments (if admin stops deleting my posts and comments) on the count change and running current month total while this post is still on the first page.
One year ago I quit Fiserv, and I am constantly grateful to have made it out, thankfully to a much better position elsewhere.
There were many things not to like, but my #1 complaint about Fiserv was that I was implementing "products" that were either not fully developed or didn't work as advertised, and I had to face clients on a daily basis and try to tapdance these services to work. Basically I was set up to fail by Fiserv, which was an absolute waste of my time, and I quickly knew it wasn't going to be a long-term fit for me.
I was complimented on my work and well-liked by my team members, but not once did I have a week where I hit any metric goal during my time at Fiserv (not in-office hours, not sapience hours, not delivery goals...which were supposed to be 98% success rate and thus impossible to achieve, especially with sh-t products). Early on, I just freed myself from caring about metrics and that was the only way my mental health did not suffer, and I do not regret that choice at all. They were paying me the same whether I hit metrics or not, and I could not be stressed out by the infantilizing concern that I wasn't at my desk for 7 hours a day or whatever it was at that time. The weekly "dashboards" that management would send me on metrics would go straight to my trash folder, unopened.
I survived a couple big rounds of layoffs somehow, but while I was already deep into my job search, I unsurprisingly received a "Needs Improvement" on my yearly review (because of metrics). It was about a month later I finally got a great job offer, and put in my two weeks notice.
Sharing my story in case it resonates with anyone who thinks they should leave but aren't sure they can - you should, and you definitely can. You can all do better than Fiserv, you got this.
Capital One is frequently described in employee reviews as having a high-pressure, "toxic" environment characterized by intense micromanagement, strict metrics, and a "hire-to-fire" culture, particularly in customer service and tech roles.
Please keep looking do not work for this company as they do not care about you as a person or employee. They only care about the members who call in and speak to you like trash and doesn't really care about your mental health it's all about metrics, metrics, and metrics! This was a mistake working here! Not what I expected!
Does anyone know how many VPs, SDs, and Ds there are in Tech? If layoffs are announced, how many do you think Nike would need in that organization, assuming they are good‑quality leaders?
From 168,783 10am est to 166,465 as of 5pm est time
Year Net Income* ROCE**
2015 $16,150 7.9
2016 $7,840 3.9
2017 $19,710 9.0
2018 $20,840 9.2
2019 $14,340 6.5
2020 ($22,440) (9.3)
2021 $23,040 10.9
2022 $55,740 24.9
2023 $36,010 15.0
2024 $33,680 12.7
2025 $28,884 9.3
Year Regular Employees At End of Year
1999 123,000
2000 99,600
2001 97,900
2002 92,500
2003 88,300
2004 85,900
2005 83,700
2006 82,100
2007 80,800
2008 79,900
2009 80,700
2010 83,600
2011 82,100
2012 76,900
2013 75,000
2014 75,300
2015 73,500
2016 71,100
2017 69,600
2018 71,000
2019 74,900
2020 72,000
2021 63,000
2022 62,300
2023 61,500
2024 60,900
2025 58,000