#performance

How much is the average connection award for top 30%?

At this point I would like to say nuke all the workforce and start from fresh, coz I've seen some particular orgs being rotten for decades with politics and performance is no way factored into firing and less competent folks are prevailing, yoo eh, this is the golden opportunity, create a business continuity plan and then nuke all the work force and hire / rehire need as you go basis - twitter did the same, why not Nike...iykyk

Why is it that at Nike, career progress seems to depend more on playing office politics than actual work? I've noticed that merit has very little influence, while understanding how to navigate relationships and kiss the right butts is critical for anyone looking to move up. How can that be considered a good thing?

Dell continues to keep employees who barely contribute, and I can't figure out why for the life of me. People coast through their jobs and still get the same pay and benefits as those of us working hard. Getting rid of actual low performers and keeping capable staff would improve both morale and productivity instantly.

Or more importantly, how?? Do so many people truly think she's doing a good job? I'm just as shocked at the 4.1 overall stars. I didn't think I was the minority in my opinion of this place, but looks like I was wrong.

How did we get the worst CIO in not only out industry, but in the country? A used car salesman would do a better job. At least he might have a shot at convincing us of the lies being told. He must have wrecked GM IT. He makes BB look like a super hero.

Since we benchmark everything else, why don’t we benchmark our leaders as well? If we had, we likely wouldn’t be in the situation we’re in today.

I am beginning to hear rumblings of some of the front line sales reps who were laid off being backfilled as early Q1. Primarily the VBG client execs, public sector and sled CEs, SAMs, and the SMB reps who were just laid off. It’s sounding like they laid off who they perceive as low performers only to be backfilling their positions for the same or similar territory come Q1.

This Forum reflects the need for significant headcount reductions in 2026. We struggle with any decision for increased investment while AT&T continues to retain these bad seeds. They tarnish the value of your Product. AT&T could have a bright future if the tougher decisions are made to prevent further decline.

https://www.phoronix.com/news/Brendan-Gregg-Leaves-Intel

One day after quarterly earnings call, stock hits the low point for the year. Can Wiley dig itself out of this ongoing mess?

Last year I got a bigger raise compared to this year even though my rating was MUCH MUCH BETTER.

Does anyone know how the raise works here?

What's the point of being a high performer if it doesn't translate to money??

When will Fido realize "recognition email" doesn't pay my bills ....

How poor are personnel and career management at Shell, really? That’s a question, not a statement.
Doge fires 1,000s on bogus poor performance allegations; many having to sue to get their jobs back.
Ford warns employees they risk firing for not complying with RTO orders.
Meta and GM terminate by impersonal, surprise emails and/or texts, after blocking intranet access.
Many staffers at lots of companies agonize over cutbacks and layoffs.
Is Shell actually so much worse? By comparison, how different can Shell be at personnel management and career offerings? Is the grass really greener elsewhere?

What's the hold up? I hear Managers have been asked to wait until January to have performance discussions.

Does anyone know if maintaining a 3 day average in 2025 will impact bonus/ratings this cycle? If I had to guess I was at a 2.8 for several months. Not sure how this will play out end of year. Any insight?

Why does everyone at Lexmark and now the legacy- Xerox SLT think that everything that Lexmark do is fantastic. They lost $600 million last year so I do not understand???

I know that Verizon’s future success is the last thing on the mind of the people who have been laid off, but someone commented that layoffs and AI will help Verizon bounce back and become more competitive. I cannot let that go without an answer. That’s not the case at all. Layoffs are just short term financial engineering so the leadership can report lower labor costs during quarterly earnings.

VZ had voluntary and involuntary layoffs every year for the last 10 years. If layoffs made companies grow, VZ would be growing like crazy and the share price would reflect it.

Jeffrey Pfeffer, a professor at Stanford Business School, had studied the available data and came to the conclusion that frequent layoffs hurt in the long run.

https://www.careerusa.org/jobs/179-resources/168-career-files/158-16-must-read-articles/372-lay-off-the-layoffs.html

Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.

given we have lifted the asset cap and are extremely profitable, one would think this years comp would be one of the best in a while, but from what I hear it's going to be one of the worst. Guess they need more money for severance and stock buy backs.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

You’re seeing more and more AEs talking about PIPs on the rise. Not because performance suddenly tanked, but because targets quietly drifted into fantasy-land and Dell doesn’t want to pay severance.

Anyone know what the criteria was to determine the automatic lists of people eligible for promotions this year?

https://fortune.com/2025/11/30/cisco-chief-product-officer-jeetu-patel-work-life-balance-not-equal-two-exceptions-for-success/

Maybe someone should inform him that you get a "E" for Effort and an "A" for Achievement. No one cares how long you work! At his level, results matter, not time on the clock.

Of how well BFCM went / how JC & MD manned the phones to help out. YOY increases and the usual BS that it was the best year ever ?

My manager has confirmed that “performance layoffs” will be implemented if the launch of Goosehead’s new AI Lily is successful. That’s why everyone in service was written up for something, to set the scene for firings that are designed to cut costs. That’s also why RTO is slated for February, to cut more staff. Charl Lombard and his McKinsey ilk are behind this nonsense, thinking that hold times will be improved by Lily and then they can cull the flock. Yeah, we’ll see

Trying sh---y AI into performance is a new low.

Really feels like Polaris is where you get moved if there is no position for you and you weren’t PiP. So after Polaris project ends, I’m guessing that means you’re cut. If you are average performer I’d be worried.

Cisco should have dominated Collaboration. Back in 2004 they bought Dynamicsoft, which had the best VoIP engineers in the world, bar none. So where did all of that go? Only very poor leadership could waste an advantage like that.

Cisco could have doubled its stock price during the pandemic, but it gave the market away to Zoom after years of constant layoffs. The ELT seems unable to do much else. Even when a team is performing well, they still reorganize it to the point of damage, as if success itself is something they do not trust.

The company is fundamentally obstructing its own progress. It continues to retain individuals in critical roles because of an ineffectual HR department that lacks even a basic command of employment law. Why? Because the organization has placed directors and senior-level personnel whose academic backgrounds are in fields such as exercise management, and “senior HR” leaders whose primary experience consists of processing payroll at Lowe’s—professionals who are profoundly underqualified for the responsibilities they hold.

If leadership wants to understand why revenue continues to decline, it must look directly at the root cause: an HR infrastructure that is too weak, too inexperienced, and too uninformed to stop the organizational hemorrhaging. Meanwhile, employees with decades of rental-car experience remain in sales roles where they contribute little beyond drawing an hourly paycheck, draining the company while offering no measurable value.

And, remarkably, the company even elevates individuals to director-level operational roles despite behaviors as unprofessional as vaping inside fleet vehicles.

As part of the reorg, we have this new sales enablement function. I still have not seen the value of this function as none of the leads are not really doing much. What is this supposed to be? Can we get some competent people to enable this?

I am a TPM and I work my as@ off in OCI... Late hours, weekends, etc. Now I am going to my 3th year without any raise and my boss keeping using excuses. I would like to know if this is only for TPM or if engineers and other managers faces the same issue.

Hot off the presses: If you don’t hit your quota AND you aren’t hitting 80% metrics with the “modern selling tools” (namely SalesChat), you are put on a “coaching plan”…. AKA PIP.

So dystopian. I’ve hit my number every quarter over the past four years, but I guess that doesn’t matter. I guess I am being paid to use the $hitty half baked AI tools instead of to close business & spend time with customers.

I’m no fool. Dell will unrealistically quadruple my quota and then rejoice as it opens up a means to cut me w/o severance. Yay for OPEX reduction!

I will admit: these AI tools are great for less experienced folks, but more tenured individuals don’t need to use the tools as much as the metrics they are setting. They do not replace experience. Dell is definitely going to overrate here and expect a freshie out of college to have the same production as me with glorious sAlEsChAT at their side.

This place is going down quicker than the titanic, and I’m enjoying watching while I quite quit and manipulate the metrics.

I would like to begin by confirming that I am not a director, executive, or line manager. I am simply an employee. I am not highly paid, nor do I receive bonuses, but my salary is sufficient to cover my bills and support my family. I am also very realistic and fully aware that DXC is not a company known for offering high salaries or for awarding annual pay increases to all employees.

I have been with the company for five years and have received one pay increase during that time, which was small. Nonetheless, I genuinely enjoy my role. The work can certainly be stressful at times, but I do my best, and value both my colleagues and my direct line manager immensely.

If at any point my pay become untenable for what I need, then I would look for an alternative role, either within DXC or elsewhere. What truly baffles me is the constant stream of complaints, negativity, and, at times, disrespectful behaviour from individuals who believe they are owed more. Life is surely too short to carry such negativity. If someone feels their role is no longer fulfilling or financially viable, there are alternatives. Why poison yourself and those around you with such pessimism when that energy could be directed far more productively?

DXC does award pay increases, albeit not annually, and promotions are given when they are genuinely necessary. These decisions are not withheld out of reluctance, but because the company is simply not in a financial position to offer more. Whenever I receive a corporate message I disagree with, I pause to consider the reasoning behind it. There is always a context, whether or not I personally agree with the outcome.

Ultimately, I weigh the positives against the negatives, and if the balance ever tips unfavourably, I will take action and seek a change. I may view things differently from many others who post on this site, but I like to think that I am realistic and pragmatic in my approach.

I have been with the company for decades and discovered that ranking is more about your role than anything else. I would love it if the corp would post ranking data in the data lake. The bias would be very easy to spot using data analytics tools.

When are they coming out? What % do you expect by performance group?

Is it working to bring the best out of you?

Do you have a fair shot at getting a top rating if you are not FNF?

Do most people feel they are rated fairly?