#performance

If you look at performance metrics over the last 5 years, we haven’t been number one in any of them compared with the other LTIPs. In most instances we’re in the middle or at the bottom. Can’t help but chuckle when MW, MN, and the other ELT members who have been here forever talk about delivering results and being accountable when they’ll never do either. Dead last in ROCE and EPB?? Have another raise! Bunch of clowns.

Eliza™—the AI mascot of workforce reduction—just completed her annual performance review, and the results are shocking to absolutely no one.

Despite eliminating 400 jobs before lunch and auto‑generating three “We value our people” emails, she was rated BELOW EXPECTATIONS.

Why? Leadership cited her “need for constant supervision,” “poor teamwork with humans who still exist,” and “unacceptable integration costs,” which is rich coming from managers who can’t integrate a calendar invite with a coherent thought. Her accuracy and reliability were also flagged, mostly because she occasionally deletes the wrong department or callously schedules layoffs during Christmas holidays.

But the best part? Eliza™ isn’t even PIP‑eligible. HR confirmed she cannot receive a severance package, a farewell lunch, or even a sad little badge‑deactivation ceremony. She’ll simply continue roaming the digital halls, glitching ominously like a haunted Roomba vacuum, waiting to “optimize” the next unsuspecting team.

A true icon of corporate underperformance—yet somehow still praised for her “limitless potential.”

GM and Stellantis have already reported 2025 sales. Ford is waiting another day so we can include a new line item for all the subscription sales.

Buckle up, it’s coming. And the chosen few will get lower ratings to destroy their bonus amounts too.

Don't you all have your SIX SIGMA Black Belts!!!! Don't you all know how to code after 2020!!!! c'mon each initiative by Executive management have really delivered!!! You all can go into the ring with ANY color SIX SIGMA belt I am sure of it!!

Why is it that the people that complain tend to be the worst performing?
Why is it the people that bash the company they work for are also adding the least value?

Honeywell success starts with each one of you. Be happy. Move the needle. Love the game. Rewire your mind.

And also - people in this forum need to stop being racially charged.

Lets use a system that slows down the entire sales process. Lets use outdated software that a monkey manages. We now know the reason why we use salesforce. To slow you down. To create failure - where it did not exist. If you want to hinder a sales channel and further failure - introduce an operating system that runs like cr-p. Salesforce. Look, I get it, you want COR to fail, so you can turn it into AR. That's fine, it is what it is. Comp plan, bend over, promo's here today , gone tomorrow, brought back a month later, then gone again, oh wait bring it back again. Really. Really. Why in the world would you do that, unless you want failure. This was all thought out, tin hat and all. Just top it off with some HTP and sugar on top.

With BS out, another org shake-up to cut spans and layers is unavoidable. A wave of senior exits is being politely labeled retirement, but it’s really a reset.

And while leadership churns, IDC’s forecast is inflating expectations.. numbers will spike whether execution is ready or not.

Less patience. Less cover. Bigger pressure.
The next phase won’t reward tenure.. it will expose performance.

Heard that Chevron might be going Exxon way and implement Stack Ranking. How does it work? Does it mean bottom 10% or people they don't like are let go every year?

Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?

I came across this article this morning that leads with, "Why Is CDW Not Exciting?
Despite the more favorable entry price, we don't have much confidence in CDW."

They cite three reasons: 1) Sales growth over the last 3 years; 2) Sales growth projections are slim; and 3) EPS growth has stalled.

Over the last two years, the stock price is down over $85 per share, with $48 of that over the last 6 months.

While certainly the market is tough, but CDW was always able outperform the market. That ended in early '23 when our run of 8-10 declining quarters started.

We've laid off about 1,500 people over the last 2+ years and the decline in coworker count has had no positive impact on our trajectory.

There has to be a new plan implemented and soon, because what we are doing is clearly not working.

If you were asked, what would be your recommendation to get things back on track?

https://stockstory.org/us/stocks/nasdaq/cdw/news/buy-or-sell/3-reasons-to-sell-cdw-and-1-stock-to-buy-instead-2

Chris: “we’ve had another stellar year. Recording breaking. Our strategy is firing on all cylinders.

Merit increases thus year will be 2.5%. Inflation is 6%. Yes, I know that your standard of living decreases every year you stay at TransUnion. But I’m not the chump. You are. Because you stay.

Sorry about that. All these first class airfares to fly around the world for dubious business benefit sure do add up. “

Does any manager know the bonus numbers this year? More or less the same as last year?

Now that 2025 is officially over, here is how investors will measure us and how Elliott will be viewing the performance of PSX management relative to others and the S&P:

VLO: +36.1%
MPC: +19.9%
S&P 500: +17.3%
PSX: +15.2%

Hey there!

Just got my miserable rating of 3 and another 4 rating. Does it mean I gotta an overall rating of 4?

I also suppose there goes my chance to even transfer to another team even if the promise of no PIP?

No need to say about incre or pathetic bonus, just looking survival at this point of time

What were the ratings exceeds, meets and what else?

I have hit all my goals and performance metrics, and still receive a partial meets. Which put me on a PIP. Is a PIP just a way for the company to let someone go without giving them a package, like they did in the past when it was a layoff?

Has anyone used a lawyer in Florida to fight this when it has happened?

Hey Mr. Schulman, what you doing about the VZ stock price, clearly nothing much for now? More upside to come?? Or else is it business as usual, ouch!

Our IT manager let it slip today saying Leadership wants to cut 20% of low performers in Seattle. The performance improvement plans were created by HR to make them extremely difficult to pass.

This is an open secret. It's not a new thing Citi is doing, it has done same in past with Kathleen Martin Whistleblower and many others and now it's doing in mass. Should do a class action lawsuit it's wrong.

I’ve heard from a few people that PSGs are being suppressed and advancing to 25 and higher will be much less common than before. I feel long overdue for a promotion (both in performance, % CO, expanded role, and time) but am not getting much support for even consideration. Am I capped out?

all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?

If you missed the 3 days in office average for 2025- you are about to get an “Inconsistently Meets” rating for the year. We had managers in our area that had to downgrade team members from “Exceeds” to I/M. It was escalated up to legal and management was told no exceptions.

Best managed companies listing:

https://drucker.institute/annual-data/annual-ranking-data-2025/

IBM at #8.

The press release:
https://www.globenewswire.com/news-release/2025/12/09/3202657/0/en/The-Drucker-Institute-at-Claremont-Graduate-University-Releases-Its-2025-Ranking-of-America-s-Best-Managed-Companies.html

The announcement:
https://www.cgu.edu/news/2025/12/drucker-institute-2025-management-rankings/

The list:
https://drucker.institute/annual-data/annual-ranking-data-2025/

Has anyone heard if we will get raises and what the % is? My boss keeps saying how much she appreciates me.

When are the promotions announced typically? Both with your manager and/or team and then also within your LOB? When is the year end comp (Bonus/Raises) typically announced.

Phil going to die with his company in the gutter.

Shareholders underwater.

Employees underwater.

ESPP hasn’t been relevant for 5 years given sharp decline.

Annual bonus was and will continue to be below 100%.

How embarassing.

UnitedHealth Group has released findings from multiple independent reviews of its business practices following a June pledge from CEO Stephen Hemsley to conduct a transparent and comprehensive examination of company processes.

The reviews, conducted by FTI Consulting and Analysis Group, examined Medicare Advantage risk adjustment operations, utilization management practices, and Optum Rx’s administration of manufacturer discounts. UnitedHealth has adopted 23 action plans in response, with 65% targeted for completion by year-end and full implementation by March 31, 2026.

Ten things to know:

1. Across all three areas, the auditors concluded that UnitedHealth maintains strong operational controls and documentation. However, a common theme emerged: policy organization, centralization and governance structures need improvement. The risk adjustment review found policies weren’t always codified or recently reviewed; the UM review found corrective actions that weren’t fully remediated; and the PBM review recommended consolidating and streamlining policy documentation.

2. In response to the findings, UnitedHealth said it will ensure all policies and procedures are reviewed and approved at least annually, maintain centralized policy repositories, and enhance enterprise-wide governance structures outlining roles and responsibilities for policy oversight, compliance monitoring and risk assessment activities.

3. FTI reviewed Optum’s risk adjustment diagnostic coding standards against ICD-10-CM guidelines and found the content consistent with official coding guidance. The HouseCalls in-home assessment program received strong scores, with “comprehensive and well-organized” policies and evidence that the majority had been reviewed within the past 12 months.

4. FTI recommended separating coding audit functions from operations. Currently, targeted coding audits directed by Optum compliance are performed by coding resources that report into coding operations rather than compliance. FTI recommended establishing dedicated coding audit resources within compliance itself. UnitedHealth’s action plan confirms it will “establish an independent coding audit team within the broader Optum compliance organization.”

5. UnitedHealthcare holds national NCQA utilization management accreditation with 100% scores. The insurer achieved the accreditation in 2023, which deems its Medicaid and commercial plans 100% compliant with NCQA utilization management standards. When benchmarked against Medicaid peers in external quality reviews, UnitedHealthcare met full compliance in all 12 states examined, scoring 100% on prior authorization and practice guideline standards.

6. Nine of 62 UM audits showed corrective actions that weren’t fully remediated. While 42% of the UM-related audits FTI reviewed had no negative findings, auditors flagged instances where corrective actions from previous audits remained unresolved. FTI found UnitedHealthcare lacks “an overarching control” to ensure full remediation of all audit findings and recommended formalizing a standardized tracking mechanism with dashboards and internal thresholds independent of regulator deadlines.

7. The UM review questioned how quality management is operationalized. FTI observed that while multiple teams have roles in quality improvement for utilization management, “there did not appear to be a documented, centralized process or cross-functional accountabilities” to oversee systemic improvement opportunities. The quality management team’s UM role focuses on maintaining NCQA accreditation rather than leading broader quality improvement activities, FTI found.

8. Analysis Group identified 25 distinct controls in Optum Rx’s manufacturer discount administration. The PBM review concluded that Optum Rx has “built a robust and well-structured governance framework” for collecting discounts from dr-g manufacturers and disbursing them to clients.

9. Optum Rx was advised to improve client reporting on why certain claims don’t generate rebates. While the PBM provides information on claims deemed ineligible for manufacturer discounts upon client request, Analysis Group recommended assessing opportunities to enhance this reporting proactively. The firm also suggested refining escalation processes for manufacturer disputes and non-payment, and evaluating automation opportunities for low-complexity, high-volume processes.

10. All three reviews had limitations. The auditors did not test the effectiveness of controls, did not perform legal analysis, and expressly disclaimed any opinion on legal compliance. FTI’s UM and risk adjustment reviews focused only on current-state policies, not historical practices. Analysis Group noted its PBM review “did not identify deficiencies” but rather “opportunities to further enhance Efficiency

Why are so many reps in HE missing goal this year? A good organization has 70 to 80% hit goal. It appears HE will be below 50%! Is it poor performance by the reps? I'm new here, just trying to make sense of all this.

Let's see if Dario's new role can pay dividends for Big Blew or if this initiative just dies on the vine.

https://www.hpcwire.com/off-the-wire/doe-announces-genesis-mission-collaboration-agreements-with-24-organizations/

Do you know if only extraordinary ratings will qualify for legends of possible or do meaningful ratings employees can also qualify?

If you deliver for this company they reward you. But a lot of people are just well meaning dead weight, and they should have been axed years ago.

Maybe stop crying about your misfortune and and go make your own fortune.

Heard a comment the other day that implied they are tracking people teams activity, green, yellow and red. This person also said if you don’t sign on to teams they have a report for that. Any truth? All these reports I can’t keep track of what they are tracking. We need a weekly tracking report of what they are tracking so we can track ourselves.
Great now I feel like I should go running.

4 got exceeds 5 got meets
What does that translate to in yearly increment in usa nj?

The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.

Does any one when the company scorecard is shared for performance year