#performancereview

Received my annual review, rated a 2 with no concrete examples of why just comments about working partners provided great feedback but leadership felt differently. Was this a surprise? In the sense that I received feedback randomly less than 5 times during the year with no formal feedback during 1:1s (if I had them), yes. In the sense that I expected no less from my leadership team, nope. So definitely thinking I’m a future list as I specifically asked if I was going on a formal CAP and was told no that we’ll talk again in a few days to make a plan for 2026. Sigh. Just needed to “vent”.

Employee with 20+ years
Currently with Optum

Just asking if any managers are willing to shed some light on the layoff rumors. Are you having meetings to rate everyone employee or what?

I had AI make my end of year summary for me, I briefly looked it over and submitted it, it was a tad fluffy, gracious and full of the big words we all love. I got an “exceeding” rating. I’m baffled. The EOY my AD read me was certainly AI generated and you could tell it was her first time reading it. In the end, my AI summary helped my boss write her AI review and boosted me to Exceeding. How is this broken down? Did only a certain % on each SD team get each rating?

Last year is my only point of reference, so I’m not sure what the norm is. Can anyone confirm?

I’m trying to recall if we received a Q4 % to goal email yet where that payout detail may have been shared but honestly can’t even remember the usual timing of
Those after quarter end.

My boss scheduled a 30 minute meeting with my direct report tomorrow at 5. What could it be? Are they being laid off? Am I? My performance review is on next week, , could they just be getting their perspective on me? This is making me so nervous!

My performance evaluation is incomplete by my manager. Could this mean I’m on the list for 2/19?

Wondering how the next few months usually go during this time of year.

The management and executives here are untrustworthy. They've broken just about every rule and unwritten rule possible with directs. They're the type who give you prop's the entire year and then give you a bad year end review so they can cheat you on your bonus to make some budget number. As a shareholder i've super disappointed in the place and plan to sell my stock holding in this company, and its a sizeable figure.

Most admired for what? Sh-----g on its employees the most? Maybe most admired for offshoring all our jobs and leaving americans with nothing. Oh wait i got it. Most admired for falsifying performance reviews , not even trying to hide it this time, that then cost people their jobs and merit. That must be it.

been only here for around 1.5 years. no one discusses the raise or im not sure what im getting is the right percentage. Is less than 5% a normal rate? or are we supposed to get more? I know i should discuss this with my manager but they all say im getting the max out of all.

If you already got an invite for performance review; please share the date (can be range of date to be anonymous) and the department. It would help people from the same department to anticipate if they are on the chop-off list. I’ll start first.
ECS, no invite yet!

Used to be great place to work...could get away with so much skiving. Then if they wanted rid of you would bench you followed by Payoff...or just a payoff.

But there's another way to get you to go....give you lower performance rating than deserve. And they'll get away with it under new framework. Appeal? ...sure but not to an independent panel, to the same people who give you your score. Great system.

Spoke to my manager today and he told me 40% of people were given lower score than should have had simply for reason 'we want to reduce headcount'.

Things are broken, time to think about Plan B

I recommend people to put their bonus score, so we can collectively try to create transparency ourselves. I’ll start:

CoSA: ERC
Level: Senior
Rating: ME
Multiplier: 115%

The summary is work even harder and hope for the best. Really annoying to say the least

From what I understand, we should get them by the 24th. Is that correct?

2/17 is the deadline for managers to give their ratings out. Who is still waiting?

Or do only those that get “ Exceeding” qualify?

Anyone know why it was pushed to 2/16 instead of 2/11?

• pressure & performance review every 6 mo.
• a lovely 8% pip annual quota.
• Work life balance is just horrible.
• clueless mgmt

Has everyone loaded up their self reviews for the EOY conversations?

Who’s getting the big merit raises this year?

How convenient. The ratings are updated to drive more slavery. For zero pay increase year over year. Billions and billions in profit.

The new performance distribution targets are roughly 18% 'Contributing' and 2% 'Underperforming.' Is leadership actually held to these same quotas, or is this just another squeeze on ICs? Word on the floor is that managers are using the lower tiers to offload people they personally dislike rather than using actual metrics. Between the forced rankings and the 3-year raise freeze, it feels like the IC experience is being sacrificed to pad the leadership layer.

I’ve completed my appraisal diligently every year. And every year it’s the same outcome: a “2” rating, talk of a pay rise… which then slips, slips again, and suddenly it’s appraisal time all over again. Please do your appraisal.

My role itself isn’t very fulfilling. There doesn’t appear to be much of a pipeline, yet there’s also no conversation about letting me go. I’ve applied to leave and been turned down. I don’t particularly want to become “the new guy” yet again in a technology I’ve never touched, especially when the promised training never materialises. You’re left to struggle, only to see the company later hire people who have been trained elsewhere—and happy to pay them more per month than the cost of the training course would have been in the first place. Who are bloody useless as have no business knowledge.

So I’m genuinely asking:

• Do I decline to complete it?
• Do the bare minimum?
• Make a proper effort in the hope of a pay rise that never seems to come?
• Or be completely frank and say how things actually feel?

Interested to hear how others approach this as the deadline is this week.

I’ve heard a lot that merit was low this year. Can any leaders here shed light on what to expect for bonus and LTI? Assuming a meets expectation review

Given that I was rated as “met expectations” across the board, identified as a core performer, and am contributing to a high-performing team, I wanted to better understand how compensation increases are typically evaluated for employees with under a year of tenure. I recognize that I have the least tenure on the team and that this factors into current pay alignment.

I also wanted to confirm whether compensation discussions are normally part of the performance review process or handled separately, as it wasn’t covered in my review.

What did you get?

So, now that reviews should start coming back, what low % are we looking at this year for ‘above meets’ or whatever label they’re using now? I’m considering posting out to a lower level position. My thinking is if they can’t pay me for the additional workload I e taken on I might as well just work a lower level position that actually reflects my salary and make life a bit easier on myself. Anyone else thinking the same?

Has anyone had their raise talk with their manager yet? What % raise are people getting? I haven't had mine yet.

How would one do this?

With reviews coming up, if you get placed on a PIP and receive a 2 score, start looking for work elsewhere immediately. PIP is no longer a program to get you back up to a 3 to meet standards. Its almost always used now as a way to lay you off in the near future. They used to work with people to get them back to 3s and above, but now its just a tactic to use to RIF you.

Performance reviews done by direct manager but pending review by executives?

Achieved gets you promoted. Exceeds keeps you at same level. How can VP and SVPs justify it? No relation between rating and promotion at TR? What gives? Disappointed.

Wondering what’s the “average” pay increase / bonus adjustment for each of the performance categories.

I know this year (and is typically) a let down, but what are the numbers from the low end of “did not meet” to the high end of “far exceeded”?

If we hadn’t wasted so much time talking about AI, he could have actually covered the important points he ran out of time for.

And another thing , why are people in here celebrating someone getting fired? Sampath! That says a lot about your character.

Paying 100% STI was the bare minimum. Anything less would have been flat out disrespectful after laying off 15,000 people.

At this point, just let AI write my year end performance review.

sounding like new system going to be used sc--w people over

I’ve been at WF almost 10 years and never really heard of anyone getting inconsistently meets until last year, where good and hard working colleagues told me in confidence their managers gave them IM rating. I also noticed that on this site, there appear to be more topics related to this rating. Is this a new thing at WF? I have been an individual contributor so never needed to give rating, but I am finding that the IM’s are coming not because the employees are doing a bad job, but because their managers are micromanaging everything. It makes me want to voluntarily leave as I don’t want to fall victim to this. The ones who I know personally who received IM were shocked when they got it. Some of them had an exceeds rating the year earlier. One of them was only in their role for a few months.

Did you know that the only person who sees your feedback is your supervisor? In the assessment meeting your supervisor can make up anything. There is no fact checking of what they claim your KO feedback was. They can totally make it all up. Same for your PDS write up. Only your supervisor sees it. They could come in and say things totally different from what you wrote on your PDS and your KO feedback said and you would never know.

Got back a mixed review because one of my coworkers is mad that I stopped working nights and weekends. lol. i also need to step up my game in the creation of our team’s decks, because I seemingly can’t read my director’s mind well enough when given no direction. At least I have a good attitude!! F-ck this place all the way to he-l.