#performancereview

Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.

Another tool in the layoff toolkit? Get hammered in May, rated off track in June, find yourself on the list by year-end…Does this resonate with you or am I reading too much into it?

I just have copilot recycle my PDS write up from the prior year. It doesn’t matter what you put down. The assessment meeting outcome is already determined and won’t change based on what you write.

Mine is next week

Anyone able to shed some light on the “compressed” performance review cycle announced this past week? The pessimist in me wonders if it’s just to accelerate the next round of layoffs, but I’d love to know more.

Were we supposed to see our raises already for salary in America? Got a 3 for a ranking, thought we would at least see a cost of living raise effective April 1st

Just informed on an East market call that engineers will now be graded based on the time it takes to get tasks completed in Canvas…. Most of the delays are out of our hands with the tool not working 1/2 the time or vendors not getting their related tasks completed…. The people making these decisions have NO concept of what it takes to keep a network running and just want to stare at dashboards… I’m assuming this will now be used against us for reviews and future RIFs

Does anyone actually find any value in this process or is it just TD ticking a box?

I have heard recently that all those who have "Needs significant improvement" in past 4-5 years will be terminated.

Has anyone heard about this? Like what the fu-k imperial was so understaffed with people working in stress.
This company only looks after the baseline.

Some assessment groups have different distributions to allow more people to be ranked high or low. Seems fishy.

I was covering for someone on maternity leave and before that I started to apply and networking. I was given never ending Red Flags Warning about this person and still applied, interviewed and became permanent. Yearly performance review comes, she puts me on a 'performance improvement plan' Finally I left on my own, no regrets, I got paid, got healthcare, vacation benefits and much more. I was able to network with different departments and went back to the same company as a temp and became permanent again. At the end, it took many many years for the company to fire this revolving door red flag woman and the rest is story.

No chance of a promotion?

In our department, there’s this section head no one knows what he actually does. He hasn’t done technical work for years and spends most of his time walking around the kitchen area on the fifth floor(S2), chatting with people, flirting with women from different departments. I’ve heard they are never ranked lower than “average/good” by default, regardless of how useless they are.

Does anyone have a logical answer as to why my team has to have their T1 reviews sent in by 4/14 when T1 is still not completed and bonuses don't pay until June? I swear this place just like to d1-k up things to see how we respond.

hike percentage
RSU refreshers

I was just thinking about this, the feedback I got for the last review was so vague it's meaningless. What's the point of it? I know I'm not the only one with this issue.

Performance based. Attainment and manager reviews. Some teams will lose more than others. Most managers were sent a list of 2-3 “qualifying reps.” Were able to use some discretion with who they selected from that list, based on their required reduction. Ie. Maybe 3 names were provided but they only had to choose 1. But higher ups have final say. March 31 is confirmed happening in USA. Very stressful week. Not every team will have to cut.

Anyone on a PIP will be gone by no later than March 31st. Anyone receiving a FY25 employee review lower than "Successfully Meets Expectations" will also be gone.

Some info for new employees: knowledgeable others’ feedback (KOF) does not always reflect true performance. You can have great KOFs but poor ranking outcome and vise versa, depending on internal dynamics.

• When a manager pressures you to list specific individuals for KOF—especially those unlikely to provide supportive or accurate feedback—it can predetermine the outcome and increase the risk of being rated NI/NSI.
• In contrast, some employees may be allowed to list observers they barely worked with, and if the manager approves those names, fake great feedback.
• If someone claims to have mentored or supported you but does not list that you in their own KOF selections, it is often a sign that their feedback may not be protective or aligned with your interests.
• Managers can access offline or informal feedback channels, and when they insist on certain KOF names, it may indicate they are steering the process toward a specific outcome.

Was curious to see if anyone has heard any rumblings, chit chat and such about the state of the Q1 numbers so far?

Those are in the know now, are YIR and external teama feedback considered during charting out who gets laid off? If GL-32 is very happy with my performance and thinks highly of my contribution, will that matter during RIF where only a few teammates are fired? I joined about a year ago, got 5/5 YIR and was told I was one of the highest rated our of 24+ on our team but the project I was working on got shelved in May due to Reorg. If I get RIFed, I cannot imagine having to find another job right now due to personal situation. My GL31 tried to move me to a different domain thats funded, but that also got stalled due to funding allocation between various teams. My only hope is my YIR and being my GL32s good list will somehow position me to survive the April layoff. No one should be going through this afternoon working so hard every single day and I did like the role despite the grind.

They're just a cover for building layoff lists. So definitely don't ki-l yourself for this lousy bank. Won't make a difference.

There has been a lot of back and forth on this topic. Lots of people got 4’s this year out of the blue. The question: are those people
Who got a surprise 4 denied their severance?
I’m talking 3/4 rating with no PIP

That is almost the whole career life.
Now terminated for cause by Indian manager.

Same old story,a couple of inconsistently meets.

speechless

Curious if others have seen low RTO compliance percentages explicitly referenced in their performance reviews and whether it impacted ratings. It feels like RTO adherence should be managed separately and not evaluated alongside tangible performance output.

Are employees being let go due to “needs improvement” eligible for severance and unemployment?

Not once in eight years has it reflected my actual performance. I'm not complaining because any were negative. I'm complaining because I don't understand why they even bother. So much in this company is just performative cr-p for mgmt to cover their as--s.

It’s already mid March, did anyone hear about the year end bonuses and merit increase? Are we having this year?

If I got “Met” for overall and a decent bonus and raise, but inconsistent in a couple of the smaller categories does that matter?

Quick show of hands how many of you are seeing higher earnings under the new comp structure, and how many are seeing less?

Been with the company for 13 years. All previous reviews were good and even got top achiever before.

Full background is that my child was born in September (dad here) and so I took the bulk of my leave at the beginning of this CY (after my wife returned to her work). So I was on leave most of Jan-Feb

My overall PR was inconsistent with the reasons being completely bogus and I can literally go line by line and provide concrete evidence of where I did do that or was raising the issue and because I should have been switched to HW my job responsibilities don’t align with SW so they don’t really care (don’t get help from management). We got re orged to a new manager director in October and me switching has been in the works since then.

Now the most d-mbfounding part is that on the “how” section I got 4/6 exceeds with the other two being “met” with an overall of exceeds.

As mentioned I’m in the process of being moved over.

So was this just a way to easily give the short straw to someone who was already on their way to a different group? Some punishment for the timing of my leave?

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

Hi,

Back in 2024, I wrote @OP+1tugivWq where I shared information on PIP changes at Google (as opposed to Alphabet). I felt it was appropriate to write an update for 2026.

First, let me be clear: This past GRAD results season appears to have been a massacre. In 2026, you got your bonus if you were still employed on March 1, 2026. Anecdotally, it seems February 2026 saw a surge of Googlers abruptly leave the company.

This is a continued trend from earlier. At one point, Google used to be more tolerant of employees who plausibly just had a poor performance review period. It is becoming more and more obvious that such tolerance is a thing of the past.

Okay, so you manage to get an S rating. In early March, you learn what your merit increase, bonus and equity refresh are. Based on pay comparison results and personally speaking with colleagues, it seems that the changes described in @OP+1jts0j95y (and kudos to that OP!) have been implemented: T got fantastic raises, O got good raises, S far smaller raises. Depending on where your old salary is in relation to the 2026 salary band for your level, your raise likely didn't beat inflation, if you got a raise at all. Yes, Virginia, there are definitely reports of Googlers who received $0 in base salary increases.

One thing I am trying to wrap my head around is the actual new PIP process. For those who went through it, can you reply with what you were offered? Were you even offered a chance to take a PIP? Did you get 60 days of garden leave? Can anyone say that my belief that those PIPed in 2026 didn't get a bonus is wrong?

When was the last time you had a 1:1 with your manager? Do you have yearly goals you commit to? Do you receive a year end review?

This company gives 0 f’s about any employee other than their bottom line my whole department laid off in February and they spew redeployment BS. Two decades working for them relocating many times across the country. Apply for 15 internal jobs and not one interview. Always had strong performance reviews. Landed a job quickly outside the firm so I guess take the severance and run.

2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.

PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M

$132M among 6 people. Unreal.

Don’t panic, usual perf reviews are on, there is no layoff, people are just paranoid and want to create drama

For old timers forced ranking used to be done in November and then the paperwork/PR would follow in either December or January. Just curious when are the ratings finalized now? We got our ratings this week, but the question is when were they finalized behind the scenes / negotiated who get what rating ?

The layoffs are finally happening. They are in line with the perf reviews.
For those of you about to be laid off, we salute you!!!