#performancereview

My manager set my performance review for Jan 23.

That Jan 23 is also the last date for performance review.
Should I be worried.

What do you think? Better system than ExxonMobil?

Outstanding (~20%): 200% individual multiplier, for "outsized impact" above expectations
Excellent (~70%): 115% individual multiplier, described as the "high-performance culture baseline"
Needs improvement (~7%): 50% individual multiplier, for employees with performance gaps who are expected to improve
Not Meeting Expectations (~3%): 0% individual multiplier, for those who "do not meet" Meta's standards
Additionally, Meta says it's introducing a new Meta Award, a 300% individual multiplier for a small number of top performers who deliver "truly exceptional impact."

Wait…so we’re going back to a single performance category with “5” differentiated ratings? Like 1, 2+, 2, 2-, and 3?

Sound familiar?

what is the difference - which is worst in ranking.

NI. - needs improvement.
IM - inconsistent meets.
NM - not meets.

Has anyone seen or been in a similar situation before? What have you done?

The situation: I got “meets” rating for mid-year review and was told: “you’re at the border of exceeds. Keep doing what you doing”. Started parental leave late August, came back to work mid December. To my shock and disbelief received “needs improvement” for year-end with some made up excuses to justify it. No prior warnings or coaching about what I could be possibly doing wrong that would lead to this rating. And the fact that I was absent four month out of 6. Is it all so I don’t get the bonus?

Does anyone actually care about people with POT 34? What does this even mean? Feels like it’s a bait to keep the slave treadmill going. My sup. Just gave me few generic next assignments and said it will eventually depend on availability and performance. Then what are YOU doing for me?In the last 5 yrs I have one E, 3O and one OWD. How much more do I need to perform! Am I f*** and should I leave immediately?

Context: hired 9 months ago and had a meets rating during my mid-year review (~3 months after starting). Today I had my year-end review and received an IM rating, specifically for "communication".

Is this common for new hires to receive an IM rating on their first year-end review? Not only that, but for something so general as communication?

Details: my review did not mention any specific instance of lack of communication. Just a general statement of how some of my superiors felt I lacked communication that led to delays. So of course my review states an action plan on how to improve my communication, obivously without knowing what the problem even is.

What's even more confusing, my review has a glowing summary and notes from my manager for an array of things. From actively leading young talent to preparing me for a promotion by mid-2026. Not to mention assist in leading a new segment in for my group that will lead to massive growth for our market.

I don't even know what I'm asking, just needed to rant and put this out there. Anyone been through something similar or at least let me know wtf is going on with my IM rating?

Just ask the simple question is it still 120% of budget.. is it tho... the decisions being made are just absolutely absurd at this point and that's saying a lot over the past 3-4yrs let alone the last 15. Sad for all of those who put in the time and effort to hit your # you will get a BS excuse as to why it has now changed... last minute things that make you go hmmm

Do managers have to do the calibration according to the scale or can they actually just put more people in meets instead of rating them as exceeds, etc?

If you get all 3s, do you think you will get a raise? How does that work?

End of year reviews coming up. What's everyone expecting to see and is this supposed need to label some employees as needs improvement actually been enforced.

Any dept rumors of layoffs yet?

Has anyone not had their year end review yet?

I had a call with my manager who mentioned that the stakeholders are not happy with my knowledge and that got me a 4 and he's going to 'help' me with that in this year with that..but now how to know whether there's a pip or not? Nothing was mentioned in the call, but in the comment it's mentioned he would help me with a development plan ..does that mean it's a pip?

Hi, anyone know the course of action I can take in the below situation -

1. I applied and cleared an interview in October 25
2. The hiring manager confirmed and reached out to my manager and I am not sure what exactly the conversation was but after a week when I followed up I got the answer due to some 'unavoidable' reason they're not considering me. (Hiring manager told "from my side I gave it a 'Go' and reached out to your manager too but there are other factors involved in it and sorry can't disclose it")
3. I have been given a 4 (mid year was good)
   While I can gauge what would have happened in October my question is how to prevent it going forward (if seeing my 4 and those false comments anyone approached me) anything I could do? [I am trying out too]

HR guidance is not to peanut butter - rate to a curve but still everyone gets a 3. Extra effort be damned.

I unfortunately am one of the people who received a completely unexpected (and imo undeserved) NI on my recent performance review. I was shocked to say the least as my manager had never brought up concerns in my weekly one on ones, I’d received many positive feedback from peers (even two silver shield awards this year), and had met all work goals. When I expressed my frustration with my manager, she claimed she had brought it up. All that leads up to today when I try to have a meeting with my manager and turn co-pilot on so we can start actually documenting our conversations. She immediately signed off and said we can’t have any meetings with co-pilot or recording enabled. Are you hearing that from your managers too ?

Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?

I see some people getting promoted rapidly within 1-2 years max and others still have the same title after 4-5 years.

Hey there!

Just got my miserable rating of 3 and another 4 rating. Does it mean I gotta an overall rating of 4?

I also suppose there goes my chance to even transfer to another team even if the promise of no PIP?

No need to say about incre or pathetic bonus, just looking survival at this point of time

Horrible the way those making the most
Money are targeted with bad performance reviews without discussion until time reviews are shared. If your not supported during the review discussion your targeted as the one who is put on a Coaching or Performance Plan that you are unable to be successful to achieve. There are soo many unhappy people who work there an stay because they need a job. Very sneaky and arbitrary!

Wells Fargo Technology was once a good place to work, but recent leadership changes have brought a cultural shift that has significantly altered the environment. The new mindset, especially the pressure placed on managers to deliver “inconsistently meets” ratings, has made the organization far less attractive to current and prospective employees.

My direct manager got promoted with zero training and no real leadership skills. I was micromanaged on minor tasks, while big project decisions went unchecked. Communication always felt passive-aggressive, and any mistake I made got used against me in performance reviews. Favoritism ran rampant. People who constantly flattered the manager got all the praise, while those actually performing well were ignored. And he's now in an even higher position. Make it make sense.

A recently displaced HR manager at HY told me in a 1:1 that CS no longer wants to continue paying severance. Instead, he has instructed his directs to relay to all managers to rely heavily on performance reviews to justify terminations. He also mentioned that there is a plan to cut 30,000 employees in 2026.

Yearly raise and promotions what’s the percent typically?

I was on a meeting earlier where open revolt over the performance review process broke out due to the Director on the Spectrum's inability to not irritate nearly everyone on his team due to his inability to think big picture versus dot I's and cross t's just so he can say it's done while trying to claim that TB reviews 1500 performance reviews personally and that's why we all needed to rush. Way to try to pass blame for his own control freak issues A lot of people are suggesting they are looking to exit or switch roles internally, resulting in a likely derailment of the initiatives underway.

4 got exceeds 5 got meets
What does that translate to in yearly increment in usa nj?

The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.

Does any one when the company scorecard is shared for performance year

Does anyone know if the reviews being leveled to everyone being rated as “on track” something across the firm, or just in specific areas?

Lately, it seems that every project that goes off track is suddenly my fault. I was just following the plans and deadlines THEY approved. It’s frustrating to get a bad review for problems I clearly didn’t create. This pattern is getting really old, really fast.

When can we actually have our performance reviews?

When will these rumors start to get announced? Can’t wait to do performance review next week just to then tell my remote team their pay band changed…ugh.

I'm in my mid-30s, at around L9-L11 level, working in the field (sales/operations). Throughout my career, I've mostly received 3s and 4s on performance reviews and have relocated a few times for the company. I'm recently married and planning to start a family soon.

With the recent news of excellent people leaving this week amid the restructuring, I'm really worried. Is it still realistic to feel secure raising a family here at PepsiCo long-term, without constant fear of instability?

Do you trust the company's direction right now? I'm scared and seriously thinking it's time to start exploring backup plans.

Any advice or similar experiences from others in the field?

I'm new to HP, and it's been a year. Did you hear about your raise and bonus ?

For now, no new assignment—just a new manager. I've had a great few years here, consistently handling the workload of multiple people day in and day out. With the next review round coming up soon, I guess I need to really sell myself to have a shot at a promotion this time. Or maybe if I start doing the jobs of eight people, they'll finally notice.

Supervisors in CTC have been told that under no account should they ever give 2x EE. If they want to they need approval from JK

How's that for motivation?

Since when does ‘meets expectations’ require significant achievement? To me this sounds like giving management the green card to start PIP-ing those still left. Anyone on the bottom 10% of who is left after 40% have been cut. Anyone with a real performance issue would not have survived all the recent mass layoffs.