#performancereview

Has anyone had performance reviews this year? Any raises?

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

Does anyone have any information about what was going to happen in December with compensation? The messaging we got was that it is just a salary update for some people but not for everyone. Initially we had thought it would be across the board.

For anyone with Humana that is held to certain metrics (which I'd imagine is all roles but I don't know), how many of you weren't even told of them until March-April (which has been typical for many years), then you have your mid year review a couple months later of course. Makes no sense. It's not been right for Humana to do that and ultimately grade us on the entire year when we do not even know the metrics we'll be held to until 2nd quarter. This has affected a lot of people's bonuses year to year, and has caused undue stress and pressure on people. I cannot even count how many of my peers have had stress, depression, nervous breakdowns etc. Now they are grading us differently for end of year this year, and I wonder how that will go. To be held to 95% and greater on metrics for the YEAR and not even know what they will be until 2nd quarter sure sounds like a calculated move. Class action?

Super sad to see what TR is becoming and just corporate in general. I can’t say who or how I know due to confidentiality but I found out some managers goals are to reduce people on their team by implementing AI/automation. It is literally apart of their performance review. I was sad to find this out. My morale is shot.

Hm, do we usually have the self reflection at this time of the year?

Something fishy going

So I was hoping to get promoted since last year, my manager is horrible and did not promote last year and gave me hope for this year with extra work. I did everything and beyond this year but my manager still rated me met expectations and said no scope for promotion this year. I dont agree with it and want to go to my Director or MD. What will happen if i donot acknowledge my met expectations review? Will i not get performance bonus also?

Performance/Talent reviews are happening now for Director levels and above. Districts will consist of around 10 stores. SMs will take on a larger roll and accountability will increase from Rep level up. No more minimum threshold. Basically you hit your quota or get out starting 1st quarter once holiday traffic slows and less staff is needed. It’s going to be an apocalypse in retail for the bottom feeders.

Why would Verizon waste time and resources asking employees to add their accomplishments if they’re getting rid of them? The portal is opening around November 24th. Whoever got the email might be safe — but who knows

How can anyone respect the CEO when he continues to get huge raises despite crazy bad performance. The best was JB who was the mastermind of the collapse he not only got a bunch of raises and bonuses, he was asked to leave and got a heroes send off and is staying on the board.

Really? You kept him on the board?

I had my best selling year and results in 20 years, got a lousy 3 review, was told that JB didn't want anyone above a 3, my boss said he gave me a 5 and it was downgraded to a 3 because JB didn't think anyone deserved more than a 3.

Myself in multiple colleagues across the organization have had their performance review numbers brought down from 3.5s to 2.9. We have been advised that these decisions are being made from upper management.

I’d like to also advise none of us in our history with wag have ever received anything other than a 3.5 or above.

Anyone else having their numbers brought down? Or believe this is a just a tactic by Sycamore to prevent employees from getting any merit raise at all?

HR did this the first year of Bora Bora and did it again. I'm not sure if this is for all departments but its definitely for mine. My manager showed the direct email from HR because of fear of the teams reactions and blaming him. all year ends were already submitted and HR required each person to be Brought down by one score level so not a single person got a 1 score. Assumingly like last time the yearly raise will be almost nothing.

Wondering what date in 2026 my rating has been determined for 2025 and cannot be changed. Thanks!

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

Does anyone have insight into whether or not performance reviews will factor into decision making or is it just algorithm based or what?

Not sure if anyone’s aware. To give you the insider knowledge TR does stack ranking it’s an evil practice. Look it up if you don’t know. And don’t ask me how I know. Just know word spreads around.

Is 6 too short? How about 7 or 7.5?
Will this be included in performance review?

I joined BNY in Lake Mary this year as an associate full stack engineer. Got a "meets expectations" during my mid year. Will I be an easy target for the 25% of employees that are being marked as "below expectations" for the end of year?

On the other side, how are bonuses if I get a meets or exceeds? I've heard $1000, 1500, and $3,000 from others I work with.

https://________youtube____.com/shorts/J8HUO4WWuXM?si=48KPE9CuB84_L8Xg
When HR got rid of proper performance reviews, when they got rid of individual merit. When they began to believe that the manager was more important than the individual contributor in delivering what was required....

Isn’t it or shouldn’t it be illegal to force managers to rank employees and making sure at least one or more are below a meets? Between layoffs and firings departments got rid of low performers now only to leave the existing employees to pick up the departed employees work and now some to be hit with a not meets. and if managers don’t do this then they get the not meets.

Something seriously needs to give. We get they want to get rid of tenured skilled knowledgeable and possibly higher paid employees so they can bring in lower paid college grads but do they seriously not realize the risk they are opening themselves to? It’s a matter of time before the regs hit again and this time it’s bc of the lessening of controls and people working that have no idea what a control even is let alone fix a problem. Then they will want to bring back all the knowledge that the let go.

Being made to submit your comments for your year end performance review halfway through October is very fair, isn't it.

Don't forget to fill out your common review to highlight all your accomplishments over the year and also submit your peer reviews. If you go above and beyond and are a high performer management will reward you with a low merit score of a 2 or 3 and give you no bonus only to give 3 and 4 scores to those who kiss their behinds and are their favorites. Then place you on a CAP if your lucky only to lay you off. Also, please fill out your survey as they care about your feedback

Go into workday, under your profile somewhere there is a documents option. Find your old reviews (they go back as far as 2018),download them, and email them your home email. They’ll be invaluable for utilizing ChatGPT to help with your resume.

What is this FA test sent out with extreme urgency? Seams like finding reasons to layoff staff!!?

How do employees counter when Management tries to gives us a “needs improvement” rating (rather than a “Meets”) on our year-end review when we were moved into a new role? Of course there is going to be a learning curve, but I feel like we are being unfairly rated because we never asked to be moved into this new role…was voluntold.

I feel like Management will try and use this as a reason to justify a lower rating and/or as justification for eventually laying us off. What can we write in our end of year self-eval to give us some worth or value.

BTW, their justification in the past is that even though your daily responsibilities are totally different and new skill sets, it still falls under the same job title description. Total BS in my opinion.

Asset cap lifted so they want attrition at all costs. Spoke to someone in the know today and they said they will document how many hours you are in the office and if less than 8 then will hurt your performance reviews. Eventually when it’s time to clip people, those with review issues are gonzo. Oh how I miss Stumpf.

When do self evaluation need to be completed? Are they worth spending time on?

^^ I'd like to start slacking off even more a couple weeks after that and my bonus info has been submitted. What's the cutoff? :) Pay me to leave.

Is being done using Ai
We are fu---d.

I don't see any VP's or Directors eliminated in Oracle due to performance evaluations. How does it work ?

Are separation packages still being used within the bank?
For the first time I got a dos-not-meet rating during my mid-year review, thinking they are preparing for a layoff without the package - what do oyu think?
Is that true that when you get DOES-NOT-MEET - you are not eligible for a PACKAGE...

anyone ever get support needed on mid year? What does it mean. Manager told me it’s not a bad thing but need to see a bit of improvement.

I bumped into someone significant at the recent SAP Signavio event in Austin, Texas. They shared the backstory of the concept known as "Project Mongoose" also known as the plaque removal idea of "firing 1% of employees every year." On February 9, 2025, Elon Musk tweeted about it. He said, "I’d like to propose that the worst 1% of appointed judges, as determined by elected bodies, be fired every year. This will weed out the most corrupt and least competent."

The SAP Board Members are huge fans of Elon Musk. Since then, the SAP Board and top management have been hustling to make this idea a reality for SAP employees. They truly believe that 1% of any organization is filled with corrupt and incompetent people who need to be regularly fired to make the company pure. Since they can't identify who that 1% is, they want to empower the managers at SAP completely. The plan is for managers to get rid of people by giving them poor performance reviews, or if they don’t meet their quotas, those managers will also face the axe. By pitting managers against employees, it becomes easier to keep everyone scared and ensure that no one even thinks about basic work rights, working from home, job security, decent salary increases, and so on.

I’m not fully sold on these origins, but it does seem like a plausible theory. This is great news for employees at SAP Signavio who have a good relationship with their managers. Signavio is well-known for consistently promoting and giving salary increases and MOVE grants to the same employees year after year, while the Works Council refuses to do anything about it.

Hello- Anybody faced a IBM low performance indicator from being on medical/parental leave now or in the past and all previous ratings were positive and no written or or-l performance issue was highlighted. just received surprise notification this week out of nowhere and i am still on medical leave how to defend against this type of stuff if hit with PIP when you eventually go back to work after leave ? will they fire me while im on leave ? is getting a lawyer the only option . Im not sure about complaint with HR/upline as they will usually defer back to manager.

Planning to join Exxon as an experience hire in mid 40s. Any watch out? Opportunities for career growth exists? Heard Exxon uses performance review as tool to reduce headcount. Any advice.

I hear that Q3 progress check-ins managers are given a strict guidelines not to exceed 4.0 rating . I hear people getting rating from 3.1 . If this is the case then the people are near the axe for cut ? It doesn’t give a good vibe given how situations have been and now this

I have a question: how much should one be concerned in a case where a poor 360 review is given? What's the overall impact of the review and does the management take this in any big considerations? Thank you.

Just a reminder to get up, take a break, get away from your computer regularly. Take 5 or 10 minutes every hour to focus on yourself. The clown Robin can afford it, and they're going to mark 25% of us as not meets anyway :)