#performancereview

so be ready for the big layoff starting Monday 9-16-26.

it should be generally 1st week of march, but no info yet

Store managers, District Leaders, and Regional Directors, please remember this:

When a dedicated, loyal, hardworking employee gets the same "3" rating (and same cr-ppy raise) as a slacker employee who skates by doing bare minimum nothing, all motivation for hard work is lost when said dedicated employee realizes that hard work is no longer rewarded. STOP lumping everyone together as average and start viewing everyone individually. Every team has those people who go above and beyond and do more than others. They deserve to be rated 4 or 5, not cut down to 3 because everything needs to "balance out". Fight for your people, because that's what a good leader does.

What documents required:

1. Employment records, Performance review
2. Aria pages of you and H-1B reporting to same manager
   Evidence that you and H-1B candidate are in same or similar position
3. Git commits screenshots showing you both worked on same code.
4. Proof that the H-1B person is still in Job when you are laid off.

How to file a case :
You have to file a pre-compliant inquiry with your civil rights department

Under Federal law it is illegal to prefer foreign workers over U.S. citizens based purely on citizenship status (like visa) if both are able to perform same duties.

Those who have had their pay rose discussions, how are the %s?

What's with some people getting 3% and others getting 3.5% for same grade ?

I’ve just completed my PDR review, and my manager mentioned that I need to increase my visibility with the SLT. This feedback seems to come up almost every year. It makes me wonder whether the issue is really about my visibility, or if there’s a lack of clarity or alignment in how SLT evaluates contributions.

I got a 4, and no PIP. But was any one pip-ed after year-end reviews in order for them to deny?

Any effect with performance reviews?
Is elevate sap it worth for t4 or t5?

I know it's early in the week, but has anyone found out what their AIP and merit is yet? Was hoping that manager would communicate today.

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

got exemplary :)

My direct either has a fetish for Victorian English or they are using weird prompts in AI. I kid you now, it feels like it was written as if he were going to be laid off anyway, It was great! Stupid and great. Though I guarantee he had no clue what half the words meant.

They're mostly just tools to push people out. Rarely do they reflect someone’s real performance, or the value in terms of skills, experience, or productivity. And let's be honest, the higherups aren’t exactly brilliant either. Hard to see much of a difference, and that really says something.

They want our business as customers but treated us like piece of sh-t this performance review period. My middle finger never been this strong.

What is a Targeted Review?

Curious if anyone received an Above and Beyond rating and what % raise you received? I know of one colleague who did and their raise was 4%, which only equates to a couple thousand dollars more per year than if they had received a Meets rating and 2% raise. Doesn't seem worth it to put in extra effort and go "Above and Beyond".

What about those that received a Meets rating. What % raise did you receive?

Let’s break even more stuff by depending on AI for coding and everything else. Nothing like wrong answers.

Can’t wait for the first level apocalypse that’s surely coming this year.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

Officially reached my breaking point after my performance review.

Context: S&T L10, 4/5 on my performance review, and only a 0.6% raise but “the company is so excited for my growth this year!!!”

I know the situation here and have treated it as a transactional relationship. But for me to bust my a$$, deliver above my expectations, and get a fraction of a percent raise?

They’ve officially lost me, quiet quitting begins now. This company and its “leaders”
incompetence combined with Indian nepotism culture has ruined the employee experience.

I feel disrespected beyond belief, fu-k this place

if yes, do you feel it was justified or just a game to push you out. i am in the second camp. all was rosy and all of the sudden NI

Here’s where it goes wrong:

1. It ki-ls specificity

Good reviews are specific.
Bad reviews say: “Consistently demonstrates strong teamwork and leadership.”

That’s filler. That’s what AI defaults to if you don’t feed it real input. And vague praise or criticism helps no one grow.

If a manager can’t point to:
• A project
• A missed deadline
• A tough conversation handled well
…then the review is noise.

1. It removes accountability

A performance review is leadership. If you outsource your judgment, you’re outsourcing responsibility. That’s weak management.

Employees can tell when feedback is generic. It erodes trust fast.

1. It avoids hard conversations

The real value of a review isn’t the document. It’s the conversation.

AI makes it tempting to soften, blur, or “corporate-speak” real issues instead of saying:

“You’re strong technically, but you’re not stepping up in meetings.”

Growth requires clarity. Not polish.

1. It creates legal and ethical risk

AI can unintentionally:
• Introduce biased language
• Overstandardize nuance
• Use phrasing that sounds formulaic and defensible instead of human and accurate

That’s risky in performance documentation.

How can an individual contributor ever hope for an exceeds expectations rating when they are being calibrated against managers? The visibility, opportunities, and important meetings that managers are privy to isn't an option for individual contributors -- at least not on my team. It is not a level playing field. The managers should be calibrated against other managers, and individual contributors against other individual contributors. This would require more of a general pool approach with milestones adjusted per level-- not so much role. Managers should be expected to perform at a higher level, but the way it's set up now, the bar is same for managers and individual contributors, yet the opportunities to exceed the bar is not. With the "rationing" of exceeds expectations -- it is even more important that at least the playing field is as fair as possible. There is also too much of an opportunity for nepotism and favortism the way it is set up now. Where are the checks and balances? How do you keep someone from saving a favorite who is barely performing at all by stealing from the kitty to under rate a top performer?

Take it from me....JUST go to work each day (virtually that is) and "come home." Meet metrics and percentages. DON'T do what I did. I went above and beyond for the SNP department. I did all the stretch assignments....SME.....instructed the new hire classes....did the precepting. I pretty much did my manager's job (but that is another story to tell.) I STILL got a 3. Do not let it break your spirit like it did mine. Leadership DOESN'T care and you shouldn't either. I got confirmation from management that if you do your job and meet your numbers, you will get a 3 each year. Don't be a fool like I was.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here

Leader here. Let me say this loud enough for everyone to hear:

Your performance ranking is not impacted by your performance.

Read that again!!

You are stack ranked with your peers. Leaders are allotted a certain number of 4s and 5s per team. Everyone else is given 3 unless you are on a CAP or PIP.

The only time someone is given more 4s or 5s is if there’s extra 4s and 5s available rolling up under your leader; AKA a higher team than yours su-ks and they don’t have enough to fill the spots. They are then passed to whichever team has the biggest brown nosing leader.

Do not go above and beyond because it doesn’t matter. End of the day, unless you are teachers pet, you’re not getting higher than a 3.

Decades of experience with this company and the only reason I stay is because I can’t find anything else comparable in wage. I have been forced to give exemplary employees a 3 due to not being allotted enough.

Last Spring they basically demoted all the Sr managers and everyone got put under a director for the most part... Those directors suddenly had a minimum of 20 directs and, managing at least two entirely different teams.

Meaning that the director hasn't known jack p-o about what any one individual is ACTUALLY doing/contributing for the last year... I'm expecting a minimal raise but I guess one can hope for a bit more than that

When I was ranking my people, I was specifically told I had to rank on a curve and could only have so many people at the top and had to have a specific percent below a three to allow for lower rating and merit. I didn’t agree with this, but did as I was asked only to receive my review and while it was numerically fine , the commentary was definitely neutral this year versus positive as it has been over the past 8 years of my being here. It seems this is deliberate and my guess is this is a way to have layoffs in the future and justify lower merit overall. Welcome to the GTM strategy of CDW. Let’s take that unlimited PTO while we can because soon enough we won’t be here anyhow. It’s just sad.

has anyone actually been appropriately placed within their "position in range" per descriptions sent out last may? expected it to happen during the rewards cycle...

Curious to hear what people’s ratings and individual %’s were. Let’s get a feed going!

I can’t start, but will post soon. Have not had the conversation with my leader as of yet.

Curious, did anyone actually get over a 3? I haven’t heard of any.

Any idea on what bonus and PDR raises will look like?

This is true so please brace yourselves. Look for jobs now or try and negotiate the biggest package. Save yourselves. Reviews here are all fake.

Curious as to how these low merit numbers are derived and compare to others? Share your rating, merit, and work model here.

Rating meaningful
Merit 2.4%
Work model remote

What did folks get? Which office?

I got 3 percent in calgary

Use of Humanas internal AI system will now impact performance reviews. Its recommended to use it at least once a day to avoid negative impact to your end of year.

Our AI su-ks so bad Japan is forcing the use of it.

With the ongoing game of moving the goal posts every year to deny nearly everyone who earned an exceeds rating from ever getting one, in the spirit of the Olympics, I say “Go for the Bronze “ in 2026 - there is simply no incentive to do more and if they really want to RIF you, that will likely happen regardless of your performance. In the end you will at least have prioritized your life balance and not fallen for yet another false promise.

3 Rating = 0%
4 Rating = 1%
5 Rating = 2%