#performancereview

Anyone ever contested a year end performance rating and succeeded or it’s impossible? Eg u get IP and u think it should be an sp or sp when it should be ep

My manager just told me they had Copilot write the year end reviews for all of their employees.. Is this the glorious future we've all been waiting for? Our performance and raise dependent on AI?

They give all these teams a deadline of 12/15 to get their MBO score in order. Many teams in our org had releases scheduled to address various vulnerabilities prior to this deadline. Now that date has magically shifted to 12/10 and the "MBO Score" which determines our year end review and RRP eligibility is frozen.

Who the he-l decided that giving these id--ts this much influence in the company was a good idea? Half the time their scanners aren't even working and they don't know why, so your MBO score will fluctuate between two wildly different numbers weekly, making planning not an option.

Curious if anyone got their performance review yet and if you noticed any differences this year? Also hearing they are changing our comp.

Way to change the rules and reward at the end of the game

In Tampa, It is wild how managers suddenly disappear right before review time. They ghost you for weeks, then magically reappear with some cooked-up rating. This place doesn’t have a performance problem — it has a leadership problem. Especially with Indian managers who support people who speak their own native language. If an outsider comes to your team they are done unless the manager has a foreign degree, there is no respect. Some people sit in the same office space for years simply because they’re scared, comfortable, and stuck — no ambition, no growth, no risk-taking, just repeating the same tasks every day until they become part of the furniture.

No difference between SP and EP really. Got EP this year and received same number of shares, bonus is an extra 1k and pay increase extra 1 %. Cr-p!

I’ve never been nervous about a review before but this year I really am. Afraid to be marked below for some made up thing no one has ever mentioned before. How is that right to mark a person below when the manager has not said anything all year? I’ve always had good reviews and feel I’ve really been doing a good job but this place has eroded my confidence. Review is Monday, don’t know if first day of week is good or bad. It’s wrong for any of us to be apprehensive over this. Oh well, best wishes to everyone.

Had my PMP this morning, and my supervisor confided that he felt I deserved 2 EEs, but that he’s discouraged from giving 2. When I asked what i could do next year to improve my odds, he said nothing, that’s it’s essentially not allowed. Welcome to the new Chevron everyone!

When it comes to forced ratings of performance reviews people say document everything. Is this a personal document I print? In my case I am being targeted.
Going to HR will do nothing except make the situation worse. No retaliation is a blanket statement that does not hold any real value. Unless you are reporting something fraudulent.

Another question… my manager uses the “F” word in meetings. Yes I am one of the few that finds this offensive. How to handle this? I do not feel comfortable sharing that with him.

The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.

Oompa Loompa doompadee doo
I've got another puzzle for you
Oompa Loompa doompadee dee
If you are wise you will listen to me
What do you get if your manager lies on EOYs like a rat?
Pampered and spoiled like a Siamese cat?
Blaming the employees is a lie and a shame
You know exactly who's to blame:
The Chairman Robby and the HR Shannie!
Oompa Loompa doompadee dah
If you're not greedy & spoiled then you will go far
You will live in happiness too…
Get out of BNY Like the ….
Oompa Loompa doompitty do

Does anyone know if maintaining a 3 day average in 2025 will impact bonus/ratings this cycle? If I had to guess I was at a 2.8 for several months. Not sure how this will play out end of year. Any insight?

Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

Were you a high performer that got laid off?

Is it just the year end rating you get? Or something else too?

Did anyone else get bad year end review score (5) despite be producing and contribute worker? Is I target for the fireing on next layoffs?
Who can help me transferred visa to other company sponsor?

Its more than likely not your fault, its a cr-ppy tactic of using the bell curve and even if you have 15 members on a team all of which are good performers, management is forced by leadership to pick a handful to give 2's to. Then you are placed on a PIP, and put under even more scrutiny and stress. In the past a PIP mean you if you showed improvement you would be taken off PIP and put back to a 3 next review, now its a death sentence and only a tactic to RIF you, its despicable. If you are not a favorite of management you will be given a 2. I know the job market su-ks but I would seriously start looking elsewhere, layoffs wont stop.

whats the use of spending hours and filling performance reviews..All we get is 2-3 % raise.
stock is already down , dunno y and how they motivate people to come in and work in the office 5 days, 9 hours.ppl who spent long time here lost even more..for me its the 3 erd year, but the worst company I worked for so far in 20 plus years.

Any leaders who can confirm a rumor? I heard that there is a requirement that at a certain level (team, department, or other) where a % of associates must be given a 1 rating. No other info and hoping it’s just a rumor. Looking for someone with more info.

does it mean layoff? if someone gets a ‘below expected impact’ rating, does taking FMLA or PTO offer any temporary protection, or could HR still move forward with actions while the person is on leave?”

I understand the calibration and stuff.
But are the ratings finalized, or is it going to be finalized end of January , close to bonus day.

What are all the end of year ratings used in Fid? Is it just Successful performance and unsuccessful performance?

I guess the LL5 hates me? This was after I requested to go part time. A setup to put me on a PIP?

What exactly are you putting in your reflection this time? Is this a new V2MOM?

My manager is giving me same copy pasted comments since past 5-6 quarter.

Why do we need to spend hours putting thoughts into how our work impacted our teams when the manager simply just adds one line and copy pastes same sh-t from previous quarters?

Is this normal?? What's an easy way to confront about this?

I have tried asking "I see some comments which overlapped previous quarter,
Would it be fair to say I'm not improving considering same commentary "

To which they blabber about something totally irrelevant to my performance

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

Are there any long-timers that know how performance review rankings affect your chance of escaping these quarterly layoffs? Are only those with the "1" rank relatively safe?

Does Wells wait until at least the first performance review or do they layoff even before that?

Do Wells Fargo have a history of paying or new employees, or do they wait for at least the first performance review?(Mid year for me)

Overheard in the hallway that managers are being forced to rank their teams across all the ratings, even the lower ratings.

Has anyone heard this ??

We have a culture of fear now at WF that has destroyed innovation with all of us walking on eggshells

For two years straight I have not written mid-year or year-end comments for myself and it’s had no impact on me. I am a director reporting to a senior director. I write constructive comments for my directs, but I just don’t care and feel that no one ever reads my comments anyway. I just feel like it has no bearing on the 1.25% merit increase, so why bother?

So, what actually happens if someone doesn’t stick to the 5-day RTO policy? Will managers just note it during performance reviews, meaning it could impact our bonuses or raises? Just wondering what steps Truist expects managers to take with team members who don’t follow the policy.

Any idea when the discussion will start

I wondered if anyone heard about claims facing RIF. I thought about it through out the year as I filled out my performance review but haven’t heard a single thing or received any emails about my performance in general. Quarterly bonuses end up in my check with no communication or anything sent about them. It’s giving … you’re here for a short time.

Why are we doing this? To make the managers job easier because they just got that position because the previous manager found greener pastures at another bank? Do they not know that we all use Copilot or ChatGBT to complete these things just to get them over with?

We usually start doing our year end this time of the year in Workday. Somehow the performance review form is not available online. My manager asked everybody to write up performance review in a document this morning and send it to him. Very strange