#performance

Anyone received a feedback on performance and raise, what was percentage?

When is the PL&I bonus to be paid this year.

Ramon still going after adding $10 to our price

Who is eligible for the 1st half bonus on the legacy Xerox side?

Check the 8K filings to see Clay got an increase to $1.5MM base salary retroactive to the closing in May and an LTI award of $2.7MM while everyone is told they’ll calibrate compensation next year. Clearly merit based because the merger is going sooooooo well. Everything else is a cluster F@$! Sh-t show but when I put my head down on the pillow at night I sleep well knowing we’ve got just one CEO and he’s clearly doing so well.

I may have passed my PIP but I doubt it.

Education was a measurement and I still have a few Stand and Delivers to submit.
Met with manager at 2week interval and never again. We began focusing on the other PIP objectives ie, ensuring good customer interaction, presentations, etc.

I actually helped move project from POC to deployment as I am an AI FDE

Currently onboarded at customer and manager makes statements like “OP will continue to help get this to prod” “OP is getting contractor term extended for this deployment”.

I feel the uncertainty creeping on me and I just don’t know what to expect.
I’ve been PIP’d before and passed. That one was a 45-day PIP that I completed in 30-days. 90-days was a bit different.

What should I really expect come Tuesday?
What are some things I should do before then?

I’m in Texas if that helps.

The new 12k grant - Is that just for 2027 with 3 year vesting? It better be every year.

Is this the only company where people somehow fail up? I've watched guys make enormous mistakes, face zero consequences, and then land promotions. At the same time, good employees who deliver get ignored. It's demoralizing, to say the least. Name one other place where that's tolerated.

Why do all internal websites now take ages to load?

Only Elite Human Capital could think this is a good idea: Everyone in the bottom 15% of whatever nonsense metrics they're using this week (whichever ones the right people can game properly) are getting automatically PIP'd.

https://www.reddit.com/r/IBM_Employees/comments/1vyloiq/low_performance_bucket/

As we all know they use PIPs to prep people for being RA'd. And all the rumors are pointing to a massive RA in September.

Stock price under our new CEO is down 24%. Not giving investors a lot of confidence.

Is LBT not working hard enough?

Am I the only one surprise by review rating? My LOB falls under OCI now, and my manager review of my performance was not great. Showing up giving my all seems to not matter now reviewed on the new bell curve. Do I do more? Perhaps I am on a list? Any others surprised? Peace and love..

Being able approved to work remotely makes you a target for the mo--n leadership here. I’ve seen many cases of former colleagues over the years who got laid off after being medically accommodated. Now I’m paranoid because my workload got increased substantially and unusually and if I don’t get them completed, they claim it as my performance issue

Finally, I got my first PIP today. Even that I was doing lot of work and in my opinion I was top performer finally my manager decided that I deserved a PIP... Crazy company... I guess, all the posts saying RAs in September are gonna be true...

Starting to witness some changes and challenges both at the stakeholder and operational levels. The miracle of Covid hands off performance is starting to show. As assets age no amount of resilience will improve performance and productivity. The Covid era bubble is bursting. Expect serious declines and reductions in uptime with elevated OPC…

What has Gunjan done since making cries about inequality, racism, not having a seat at the table, and how the C suite is full of the good old boys club to get to where she is? Nothing but major cuts, more unqualified offshore hiring, bad business practices and decisions, achieved nothing meaningful, and worst performance then her previous predecessors. It is sad to watch the downfall of US Bank.

Verizon needs to focus on the quality of people not the friendships they have outside of work. The entire DMV needs a major shake up and they need to replace the entire leadership staff starting with Thompson. He loves to hire his friends and then over looks there sh---y performance. If you’re not a Clark County boy you’re treated differently, not trusted and quite frankly not liked.

Marketing has not done much over the last couple of years. CMO was part of the legacy HS ex CFO who blew up marketing org to over 100 with no real results.

Glad to see CEO and the new CHRO observing the true contribution in the organisation.

Good employees who see others advance while they're stuck become bad employees in the end. I've seen it happen many times at TD. This place is really good at turning good employees into bad ones.

Where do I even start? Management is terrible, culture is toxic, everyone's terrified of layoffs, performance reviews are a joke, technology is outdated, suggestions are ignored, nothing ever improves, managers are rude and inappropriate, processes don't exist, leadership is absent, cronyism is rampant, employees are unheard, and raises are insulting. That about covers it.

Nike used to lead trends. Now it feels like Nike is chasing them because it fell behind after years of bad product, uninspired colors, and questionable fashion decisions (lead by a mass wave of DEI initiatives).

And look at New Balance and Adidas. There’s nothing particularly flashy or revolutionary about what they’re doing, yet they’re eating Nike’s lunch because they’re executing better and giving consumers products they actually want.

Nike doesn’t need more discounts. It needs better product and a clear point of view. Lower the prices, stop training consumers to wait for sales, overhaul the board, and bring in a CEO who understands product, innovation, and the brand, not just sales.

Look at Apple. Steve Jobs was pushed out and replaced by a Pepsi executive focused on selling more product. Apple lost its way. When Jobs returned, he rebuilt the leadership team and focused on innovation, creating products people didn’t even know they wanted.

Henry Ford famously said, “If I had asked people what they wanted, they would have said faster horses.”

That’s the problem with Nike right now. Nike shouldn’t be asking what consumers want from Nike’s competitors. Nike should be creating what comes next.

Nike needs real leaders. Smart leaders. Forward thinking innovators who understand that the answer isn’t selling more of what isn’t working. The answer is creating something people can’t wait to buy.

Phil built a company that changed the world. Nike needs to find its next generation of leaders before that legacy gets lost.

Perfectly said, @fe+1m0mxdc30.

In order to fully actualize Lead to One fundamentals across the employee base, are all remote workers eventually going to be let go regardless of performance?

After reading so many posts on here about rankings I have realized that even though the rankings are a ridiculous practice that the company still needs them because we have so many people that don’t do anything of value for the company and they have to do a rankings system as justification for having so many pointless positions.
Also, the posts about losing execs makes perfect sense as a business to reduce waste especially at that level. Why do we have so many people in Houston when we can’t get enough people to work in the Permian/Delware? Use the extra money from reduced Houston employees to bring in quality employees where the company needs them.

California-based space start-up Vast has reduced its workforce by 46 employees, representing approximately 4% of its staff. This decision follows a significant $500 million funding round secured by the company. A company spokesperson stated the layoffs were performance-related and occurred during the mid-year review. Despite these cuts, Vast is actively recruiting for numerous other roles. The company remains committed to its ambitious space station projects.

San Francisco, California

https://www.newsbytesapp.com/news/business/space-station-start-up-vast-lays-off-46-employees/story

Wondering what might happen to the 10% that were placed in bottom ranking group. Will they automatically get terminated? Will they get severance? In most cases placement was probably due to performance but have heard of a few cases where managers made false accusations to force placement in the bottom and satisfy the newly established quota.

Are all remote workers eventually going to be let go regardless on performance?

Now we have a noticeable deterioration in morale, performance, and commitment. I wonder why...

Workplace excellence often ends up meaning:

looking good
sounding good
being visible
being “aligned”
being socially smooth
fitting the corporate narrative
participating in culture, meetings, rituals

It’s about optics and behavior inside the system.

Work excellence usually means:

delivering results
doing the hard work
solving the real problems
carrying the load
improving the bottom line

It’s about actual output and impact.

Another IBMer in a PIP today. Anyone else is in PIP?

I have heard multiple supervisors in multiple different conversations comment that they want to bring some “low performers” into their teams since teams are no longer being given special distributions and no longer allowed to pass people on PIPs. If you are offered a role in a group you have never worked in and don’t know anyone in turn it down as you are being setup as the sacrificial lamb.

One thing that needs to be pointed out right away is that of the more than 25,000 employees Verizon had when Dan Schulman took over as CEO, none have been members of the telecommunications union. He hasn't laid off a single union worker. He has completely focused on managerial and sales professionals.

The second thing that needs to be pointed out is that the reason no union members have been laid off is that the governments of California and New York would only approvate Verizon's acquisition of Frontier Communications if the union jobs were preserved. Presumably, =managerial and sales workers also vote, so one has to wonder why thee government regulators did nothing to protect Verizon's non-union workers. A lot of Verizon workers who were laid off were replaced by Frontier workers. It's sick, The merger should not have been approved without a guaranty of no layoffs. Our governments failed us.

Beyond that, Verizon's layoffs were unfair and indiscriminate. People with stellar performance reviews, in line for promotions, were suddenly let go, without recourse. Dan Schulman and his new management team did not even meet with the people they fired.

Verizon is in a highly regulated industry and should be sanctioned for its behavior.

Those of us designated NSI, for performance reasons, politics, or just because some freak Project Manager with the stupidest hairstyle hated you, what are your thoughts during this 21 day decision period?
What are you likely to choose and why?

My whole team in Europe is on PIP...

We were put on a PIP after being classified as low performers. There are about 15 of us, and we don’t know why we’ve all been put on it together. We assume the idea is to fire us afterward, since we haven’t been given any further information other than being told to meet the PIP objectives. However, we’ve been hearing rumors that we’re going to be fired in a month.

https://www.medicaldesignandoutsourcing.com/medtronic-ceo-pay-2026-executive-comp/

This is a 10% raise from 2025 Meanwhile stock down 27% last 5 years. Congratulations. Great job GM

Imagine the amount of RIFS that could’ve been saved if these people like GM take a pay cut for the incompetence. Sadly accountability doesn’t exist in this company. And instead they get raises.

Located in a core location and received IM for mid year. Does ageism play role in this? I ask because like many others I have been a top performer but i am 59 years old. Does this mean I will be layed off soon or is it worth making effort to raise the score for year end?

There’s been this huge crackdown on my team within care management recently on performance and policy compliance. We’re all getting flack for our idle time, call avoidance, taking lunch too late, and on and on. Used to be no one ever checked Verint unless there was some concern about metrics, but now everyone is in the hot seat. Lots of formal coaching and PIPs all at once for objectively very minor offenses. Is it some directive from senior leadership? Maybe they’re trying to thin the herd of less productive associates before AI implementation increases our productivity expectations?

I have never seen anything official announcing that a PIP process would be enforced on the lowest ranked 5% in the new performance system.

Where did this all come from ? … or is it all rumour mill ?

I heard that several managers are receiving a huge package as "performance Bonus". True or false?