#performancereview

I was given my first ever below meets at midyear (completely undeserved) and am wondering how much this messes up my chance at getting another position in the company. Hiring managers: are you able to view the mid-year reviews for all job candidates during the interview process?

How many employees are put in the lowest two buckets (needs improvement and developing contributor) . What if you have been unfairly out into that bucket. Is there any point in challenging it ?

Any other groups receive a request for employees to provide their top 3 “accomplishments” this year? Seems odd for this outside of mid year / year end reviews.

Any warning shots from managers about MIP or changes in ratings etc?

Less than meets. Received email today that my mid year was updated. There are more notes. Asked manager, they said we'd talk tomorrow. This happen to anyone else?

We heard that Focal is happening in September. Anyone heard anything, or do you think they’ll announce it after another round of layoffs? 😅

https://www.bloomberg.com/news/articles/2026-08-25/sap-renewed-hr-chief-s-term-after-probes-cleared-her-of-fault

“SAP treats all misconduct allegations with the utmost seriousness and is committed to handling them through rigorous, fair, and thorough review processes,” the company, the supervisory board and Vargiu-Breuer said in an email. There was “no evidence of misconduct” by Vargiu-Breuer, according to the statement. “The Supervisory Board carefully considered all relevant information, including critical feedback, and decided to extend Gina Vargiu-Breuer’s contract based on a comprehensive assessment of her performance, leadership, and contribution to SAP’s transformation.”

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..

A serious question - does this exist?

Manager is not able to provide justification for the ratings he has given. he is 64 years old survived multiple layoffs , he is in same department for 26 years stil did not know basic stuff what the product his team has development.

My Manager rated me 'needs improvement' and provided some comments after giving me additional work due to allocating more work after laying off a colleague year back. I used to have good ratings during previous 6 years with successful meet expectations.
Are these managers not trained, or what legal advice can I take or who should I talk to? EU employee.

…and bot in a good way. My manager rated me a 4/5 (exceeds expectations) and then his manager made him change it to a 1/5 (not meeting expectations). That feels like the paper trail is being built to get rid of me. Thoughts?

Is it more likely that I'm getting promoted or fired?

Team,

I am looking for a good law firm that is interested in pursuing a case against Oracle for how are evaluating people's year ends reviews and how they are calculating ATV/bonuses. Anyone have any referrals of good law firms with a winning track record? Yes, I am still employed with Oracle but who knows by next month.

My manager still hasn't provided his feedback on my FY26 performance review, it's still in-progress on him.
Do you know what was the deadline for manager evaluation step?
Am I a goner?

When are they supposed to have the ratings in? Wondering how long I need to just slightly above bare minimum. I can’t give any extra energy to this place for the next X days until bonus and profit sharing pays out.

I just had a co-worker terminated Monday at mid-term. Also saw this once last year at mid-term. Looks like HR is making the call if you have a low performance review. Both employees had over seven years. Another quiet way Ford is removing employees.

There is bias toward last year’s poor ranking.

What % of employees get OPD…Is it reserved for Hi-POs? And do they get it every year? How are they rewarded vs the rest of the us?

I have been with the company for over a decade and until this year every single review has been meets or above. This year I got smacked with a below meets on my mid-year check in. Can they use this to terminate me without severance? I am fine with getting laid off but I want my package.

Curious if any other Discover legacy people received an Above Average rating during the mid year calibration

With another year or so of integration still ahead of us, I’m also wondering how much value these elevated ratings actually carry if Capital One ultimately eliminates your team or role? Are they taken into consideration when applying for internal positions or being considered by other teams?

They are using reviews to set us up for termination with no severance. It’s happening to well-respected employees who have propped this company up for years through all their corporate governance issues, consumer abuses and scandals. (I like to believe there are still some good managers here, but they are reporting to people who have made it to the top at Wells Fargo. People don’t make it to the top at Wells Fargo without being ruthless and narcissistic.)

Don’t assume your review is a meaningless routine HR checking of boxes.

• If you disagree with something written in your review, politely and factually correct false claims in writing. Ask for specific examples of where you failed, and submit your written rebuttal to add to your personnel file.
• Do not lightly sign a review you disagree with, or a disciplinary write-up on the spot. Add a brief note next to your signature stating that you receipt-only sign and disagree with the assessment.
• Maintain a file on a personal device of past positive reviews, emails, chat logs, and project data (however you can do so within company policy) to prove your performance. Assume you may need it.

Just curious. Has everyone heard this every year since they started? Why do they even say it? Where are the not em very competitive rank groups?

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

Got this from someone who was laid off. Decision was made based on:

1) retention cost (those who have not been promoted for a long time in the same position, or those close to retirement age)
2) performance reviews from last 2 years (NS = chopping block)
3) last in first out (new hires)

Nice. Had my feedback session today and was told that I am a really great employee but my supervisor couldn’t overcome some negative perceptions about me that the assessment group had. Said I need to work on my perception this year to get the credit I deserve. What does that even mean? On one hand I am told I am doing great but then that I won’t be rewarded for it because people can’t see it and I am not visible enough?

Curious as to how a VG early in your career affects your career prospects with the company. Are you limited in how far you can go? Looking for personal experience

Help me understand how Saving that 1K, over a year will help Nike!!! , (Savings - over not giving that 2 percent average increment).

Have an offer with schwab in the technology division and had couple of questions. Does schwab do performance reviews mid-year, end-of-year, or both? Also, if there are layoffs, how does severance usually work? And if someone were let go for low performance, is severance typically involved, or does it depend?

Serious question for current and former Nike employees:

At what point does internal politics become corruption?

Do you think Nike has crossed that line? If so, where do you see it most, promotions, hiring, performance reviews, vendor relationships, executive decision-making, or somewhere else?

Looking for thoughtful discussion based on firsthand experience.

Mid-year performance reviews are done with the new stacked rankings structure putting 10% of the workforce below “meets expectations”. So, when do we expect the mass firings to begin?

What was your assessment feedback? Share the most useless and inactionable feedback you received this year.

Enjoy!

https://youtube.com/shorts/qUEdThH-qtM?is=dmMxDbgsclgAw_fz

I got a partially meets for the first time in my career based on very shaky reasons that didn’t reflect my work or feedback. Anyone else in my boat? I’m assuming this just makes me first in line for RIFs, but is it an automatic de*th sentence? If my part of the business isn’t hit will I be let go anyway? Obvs no one is psychic, just wondering about lived experience.

Whats new or different on your review and goals being stressed? Im assuming when mine comes it will be more hyperventilating about using AI and being pushed in thinking of new ways to use AI or commit to taking some type of AI training or certiications. Seems like this will all be used to eliminate anyone not 100% in on the AI cult mentality.

If so - what was it all about?

The way it works is that Execs get a 1 rating by default, that entitles them to rises every year even if turnover and profits fall (no deliverable or goals for them) . The others that get 1 are managers friends, anyone else can do a excellent but will never get a 1. Such a "pre" fixed pointless system. Repeat and rinse every year.

Has anyone had a mid year yet? How did it go?

Can you all see your mid-year check in rating in Workday? I am on medical leave and I don't see anything when I log in from home. (The most recent item under "Performance Reviews and Check-ins" is my 2025 year end review.)

Any idea?