#performance

The recent influx of new hires in Spring, many of whom are early-career professionals, has required significant onboarding support—including mentorship, recognition, plus dedicated workspace and perks—to ensure productivity. In contrast, previous teams delivered results with agility, often relying on strong analytical skills and quick decision-making. It’s worth examining whether current strategies align with long-term business goals, especially given that recent growth may be tied to temporary demand spikes and uncertain future revenue. I had expected the company to maintain a more results-driven, resilient approach.

It’s time Dell stock becomes what it is. Bag holder stock

Has the Quality of Employees gone up, down or not changed?

How did your performance evaluation go?

Our goals were rolled down to us from senior leadership.

They are not measurable, vague, and for several it is unclear how they are applicable to our job.

I would expect clearly defined, measurable goals - not this hot garbage.

I feel like it is clear that they are trying to set us up for failure.

Another year, another slap in the face.

This year they are citing poor share price, poor USD to GBP exchange rate and increased head count due to acquisitions.

Surely acquiring new companies brings the revenue from those companies... If that revenue is so poor the rest of SS&C has to cannibalise their rewards to properly them up then something is wrong...

Also, every quarter this year we have beat EPS revenue and profit according to the earnings calls and also reduced debt.

I bet Stone and Rahul still got their ever increasing pound of flesh while the rest of us get stuffed!

It's frustrating when people claim layoffs are about performance. My whole department, from the VP down, got cut in the last round. We had strong reviews and bonuses to show for it. Sometimes it's just pure cost cutting with zero regard for who actually does good work. Spreading that performance narrative just kicks people when they're already down.

DXC shares are now priced about the same as a rotisserie chicken, and yet the chicken still has a better future and its carve out is more predictable. Soon, DXC won’t even match a chicken. It’ll be trading like a pile of leftovers barely worth the plate it’s on.

The medical device industry has experienced consistent growth year over year, yet BDX stock has grown < 1% over the past 5 years.

This poor performance is due to weak and naive leadership that learns and then obsesses about basic principles like kaizen (which has been around for decades and should have always been a basic way of working).

Last year leadership came to the amazing revelation that they need to focus on marketing and revenue growth! This of course only happened after the stock plummeted.

lol.

The company has a low level of debt relative to equity which would make it ripe for acquisition but with this place, nothing would surprise me.

It all depends on the BOD and how much longer they’re willing to tolerate the CEO and the company’s underperformance.

How can an individual contributor ever hope for an exceeds expectations rating when they are being calibrated against managers? The visibility, opportunities, and important meetings that managers are privy to isn't an option for individual contributors -- at least not on my team. It is not a level playing field. The managers should be calibrated against other managers, and individual contributors against other individual contributors. This would require more of a general pool approach with milestones adjusted per level-- not so much role. Managers should be expected to perform at a higher level, but the way it's set up now, the bar is same for managers and individual contributors, yet the opportunities to exceed the bar is not. With the "rationing" of exceeds expectations -- it is even more important that at least the playing field is as fair as possible. There is also too much of an opportunity for nepotism and favortism the way it is set up now. Where are the checks and balances? How do you keep someone from saving a favorite who is barely performing at all by stealing from the kitty to under rate a top performer?

What is actually going on with this company???
So many people are being laid off. ICs are being thrown away. Teams are on very slim resources. Performance is degraded.
What are they trying to achieve? Are they planning to move everything to offshore?

https://www.jchs.harvard.edu/press-releases/remodeling-growth-set-downshift-late-2026

More decline ,in what matters for home improvement .Lowe's can sell t shirts ,candy and adult novelties .It is not their core business ,which Mr M has abandoned .

Looks like last year was a very good year. Bonus should be good this year, cannot wait. RTO is working. Thank you all for doing the needful.

Thank you for all that you’ve done! Here are your impossible deadlines, and here’s your Meets Expectations. For some, here is your pip instead of layoffs with packages

Ram led a beverage turnaround, earned the credit, and was rewarded with a promotion and a massive pay increase. We delivered a beverage turnaround too—so why did we receive only 69% of our bonus target? At some point, we have to stand up and say: enough is enough.

Dell has changed, they are no longer the company we once knew and loved.

When a system shifts risk to employees, the experience changes and the job starts to su-k more.

Stress becomes structural, not situational

The math starts working against the us

Even big wins can feel diluted

Over time, effort and reward drift apart, and trust in the model breaks down.

Great sales organizations create environments where performance, ownership, and outcomes stay aligned. When that alignment exists, people do their best work.

We have to ask ourselves, are we doing our best work or just trying to survive a broken system?

The positive side with Ai. Now I can pretend work with useless Ai trainings. I am working with fake POC with Ai. Ask ai for some dummy implementation and call it as my poc.
I can watch Netflix whole day and still get good performance review, because everything now must have Ai, regardless if is useful or not.

With stagnant Medicare rates and increased cost of care are certain business lines just at the point where they won’t make enough revenue to be worth it any more? From the sounds of it UHG is letting go of many folks who has been performing well overall and the only reason I can think of is what they were doing is no longer profitable enough. I’m not privy to these sort of numbers but I would interested to know if anyone has any insights. This is not meant to be an excuse for the lay offs and the distress to individuals and families they have inevitably caused.

"Our multi-factor analysis indicates that the time to sell FISV stock might be approaching. We maintain a generally negative outlook on the stock, and a price of $43 could be feasible. We believe there is a near-equal balance of positives and negatives in FISV stock considering its overall Moderate operating performance and financial health. Therefore, despite its Low valuation, this contributes to the perception of the stock as Risky.".......Forbes

My team lead, a nice guy but not the sharpest, decided to do my appraisal this morning. As usual, everything was “fine.” Lots of fluff and no real substance, except for one thing. He kept stumbling over words and mispronouncing them.

It was obvious he had no idea what he was saying. It sounded like a seven-year-old reading their first chapter book, except the words were not even difficult. It was honestly embarrassing to sit there and deal with him.

At that point, it became clear that he did not get the position based on performance.

It was pathetic. I understand using AI to clean up grammar or help organize your thoughts, but having it actually write the whole thing for you? No.

If anything, AI will replace low-level managers before it replaces the people actually doing the work. That is crystal clear to me now.

Cigna no longer looks at performance anymore. You either are a stellar performer or a terrible one, if you make too much that’s thier budget they need to cut. If you make a little less they’ll keep you and pile on that other persons work they just let go. They layoff based on budget now so if you make a lot be warned.

Seems that the only thing that might save the stock going to $60 would be a CEO announcement, on the other hand, that might just send the stock to $50. Especially if someone internal gets promoted, cause these execs here are WORTHLESS.

What does the team team team think? Team? AAR that please. LOL.

Let's just bring in another 50 ex-Cisco sellers and a few more CAPidiots. Cause we have made a strategic investment to pump you up.

• CNBC: Peanut butter raises
  More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

How is he here for so long ? I'm sure he must have had his wins.

What exactly were they ? What's his story ?

The latest version of the presence report contains a significant error. It assumes that all employees require 5 days of office presence; however, some organizations require only 3 days.

This tool fails to account for this variability and applies the five-day requirement uniformly. As a result, it inaccurately lowers the overall office presence percentage for teams operating under a three-day model. It is time to retire this ineffective tool, as it has repeatedly failed to produce accurate results.

When I was ranking my people, I was specifically told I had to rank on a curve and could only have so many people at the top and had to have a specific percent below a three to allow for lower rating and merit. I didn’t agree with this, but did as I was asked only to receive my review and while it was numerically fine , the commentary was definitely neutral this year versus positive as it has been over the past 8 years of my being here. It seems this is deliberate and my guess is this is a way to have layoffs in the future and justify lower merit overall. Welcome to the GTM strategy of CDW. Let’s take that unlimited PTO while we can because soon enough we won’t be here anyhow. It’s just sad.

has anyone actually been appropriately placed within their "position in range" per descriptions sent out last may? expected it to happen during the rewards cycle...

Instead of layoffs, let’s talk rewards. How was your raise and RSU this year, compared to last year?

If this company truly wants to grow its market, it must take a hard look at the people directors leading its teams. These leaders have a direct and measurable impact on team performance. Ignoring this level of leadership has not produced meaningful gains so far, and it will not do so in the future. You have leaders that do not show up for work or for their teams. Why would any company pay leaders not to show up? It would serve the company well to undertake the necessary, perhaps uncomfortable, work to address this now, unless the intention is to continue falling short with full awareness of the cause.

And to be clear, this post is not intended to solicit responses from people directors who may feel personally offended by this perspective. The focus should remain on results, accountability, and the long-term success of the organization, not on individual sensitivities.

Yes, that's the message

That's the EPS

This is true so please brace yourselves. Look for jobs now or try and negotiate the biggest package. Save yourselves. Reviews here are all fake.

Has anyone heard their AIP number for the year? Previous posts indicate the 100% will not be 100%.

Well actually, I heard BB is only allowing 7% of us to get promoted.

In 2024, it was close to 30%. In January 2025, BB told all the managers - you know all those people you decided in December 2024 to promote? Cut that in half.
As a result, promotions happened for only 14 percent of the company.

Not very energizing! Why stay?

ABB ELIP just got rid of 48 positions on 2/17/26. They said they needed to downsize because of poor sales numbers

3wks working my ar-e off, and seeing zero chance of getting to 100%. While the past wks revenue wise have been fairly promising, not a single cent has shipped. This SCP su-ks and they can shove these 25% draws. The irony here is that I will owe them money back when indeed they really owe that to me.

1. Sec has had hundreds of people working for years and is a sh-t show. Don’t lay off the Nike IC’s. Fire the leadership and the vendor. Nike IC’s have the knowledge and drive and care about Nike. Posting that system performance is good and everyone cheering is embarrassing, only to have issues within hours.
2. Fire the frontline support managers or only keep the ones that pass an IQ test or a 360 review from their direct reports.
3. Dissolve resiliency team who just fumble through pretending like they’re bringing real AI benefits with egos that take up 2 workspaces.
4. Fire the guy that is apparently sleeping with all the HR folks.
5. Make all the slack channels where people post news articles, sell tickets or peddle their secondhand cr-p only available after biz hours.

Comment your number out of 5 and your %.
How are you feeling?

Can manager or director reduce/increase STI assuming that Dan said "100%% and level is "performing"