#ranking

Our place stack ranks for reviews and it's terrible for morale. What about in office hours? When you rto do they mandate hours? 8 min? What about activity and keystroke reports? The salary is comparable but rto five days is a red flag. I can't ask the recruiter some of these things but they matter for quality of life.

Management keeps saying how they cannot get any Americans to work in the Permian but then those who want to work in then Permian are told their career is limited and ranked poorly for not being mobile. WTF?

Ever wonder why your management says such nice things to you about your future with the company and potential but then ranks you poorly? It is because they need you to stay and be the one to take the low ranking!

Got my fkn 2 and tons of BS from my manager. Post your result if you want

Timo was the only company that I know that put using a system as a metric. Like the new T-life system, employees are expected to use T-life with every customers upgrades. There was an instant recently, where ann Employee went to a store to do an update and the store wouldn’t allowed them to upgrade because T-life was malfunctioning lol. When is T-Mobile going to learn that they can’t throw metrics on the ranker to coach the front line? They need to invest in leader leadership development for performance management. Using something should be a compliance base not a behavior. These people are id--ts when they come to people leadership. They coached their people through constantly changing the comp and ranker to get the results they won’t versus investing in their Frontline leadership to performance managed the right way. Through consistent feedback and coaching. The coaching system is a joke at T-Mobile. With other companies is mandatory to show your work and how you are investing in your team there’s not a system like that at T-Mobile. There’s not even much a time in attendance policy! lol. They leave gray areas in the system and in policy so that the employees can exploit these gray areas and if the exploit get excessive they terminate the employee for not doing it the right way lol…that is devil sh-t right there. True fake it to you make it leadership model.

IBM at #8.

The press release:
https://www.globenewswire.com/news-release/2025/12/09/3202657/0/en/The-Drucker-Institute-at-Claremont-Graduate-University-Releases-Its-2025-Ranking-of-America-s-Best-Managed-Companies.html

The announcement:
https://www.cgu.edu/news/2025/12/drucker-institute-2025-management-rankings/

The list:
https://drucker.institute/annual-data/annual-ranking-data-2025/

Root Causes:

1. Forced ranking
2. PIP % goals to reduce headcount
3. Sponsorship and false high ranking of sponsored id--ts
4. Continued degradation of employee treatment and reduced benefits
5. PIPing competent 50+ HC10 employees to replace with low cost/low quality 3rd world cheap labor
6. All productive work only happens so can put on PDS to avoid PIP

Results:

1. Loyalty approaching zero
2. Pride in EM already zero
3. Employees treat each other like competitors hoping to avoid the PIP
4. Teamwork only occurs if employees think their contributions will look good on PDS
5. Supervisors and coworkers constantly and falsely claim successes of others on their PDS
6. Most employees advise college graduates not to interview with EM
7. Sponsored id--ts given easiest assignments for very short durations, and transferred at the slightest indication their stupidity will be traceable to them. Leads to dangerous false confidence, zero skills attained, and inflated arrogance.

Bumping it up so it’s not lost in replies. This deserves its own thread. OP: @cq+1kcsvj34s

If I accepted a role in June, going from wage (union) to mpt, will I be ranked the first year?

Stack rankings combined with trying to be more like Amazon has hurt the work environment. You end up focusing more on how you can present the impact of your work during performance management instead of true collaboration and creativity. They are pretty bad they do not care about employees they talk a good talk but it’s all bs loyalty comes from treating people not like slaves

I love how leadership claims forced stack ranking isn’t happening. It is. 100%. India is not part of it. So if your team has 15 US and 5 India the rankings are only for the 15 US. That means one or two of you will get less than meets even if you do meet the job. And even if the Indian team is far worse. We got it in writing which is only because our manager is new and didn’t realize she shouldn’t email that kind of thing. Keep the paper trail coming! Document everything people.

https://en.wikipedia.org/wiki/Vitality_curve

##The new Comdex ranking scores are out and Mutual of America Life scored a 57 and ranked 185 out of 222. Below Mutual of America, was Nassau Life and Genworth and a few others##

https://myannuitystore.com/comdex-score/

Tax management is ruthless. The income tax group used to be where a new hire can enter into the company and advance. Then they migrated work to BA. Then they brought over people from BA for jobs limiting opportunities for US employees. Those brought in from BA then become managers and protected their own in rankings. All the new hires brought in have quit or been PIPd.

Think about that. This BA Management klan ran off all their new hires. They are either terrible at identifying talent, terrible at developing people, or clearly bias in their assessment as the only people that remain are their friends.

It’s happening all over. Look at the announcements and the amount of jobs coming to the US. They aren’t developing US employees, they are developing GBC as a priority and will follow the same pattern of protecting their own. The manager that brought over the person from GBC won’t admit their mistake so they are protected and become managers eventually. They need to show GBC that opportunities really exist to get out of India or Argentina or Brazil.

If you are US employee you are at a huge disadvantage. This company doesn’t want you and doesn’t care about you. When you’re working late covering your incompetent management, remember that. Log off and go enjoy your life. Don’t worry about getting a low ranking for choosing not to work late, you were going to get a low ranking anyways. And if you weren’t, the salary increment isn’t worth it and the future career opportunities aren’t there.

I have a hard time to believe that.

We are #1 layoff-er today:

https://x.com/TheLayoff/status/1989030202857714022?s=20

Its an open secret now that there is a quota for performance ratings this year, similar to last. no 5s are allowed at all and there is a minimum number of 2s per team that must be allocated or senior leadership will draw names from a hat.

My question - Do any people leaders know if offshore team member's 2s count towards this quota? Our team is 18 offshore and 4 onshore. Would we be forced to lose another onshore person?

We used to have 9 onshore team members before this madness. any more onshore layoffs would mean we are on call and doing releases at night once every 3 weeks, which is insane. :( All the offshore folks are also at a university student level skill-wise, despite senior level titles, so they dont help with anything.

What does it look like, what metrics, and are managers given guidelines on HOW to order their direct reports?

someone eli 5... how did Fiserv win so many awards until last year and fall this hard so fast?

How's everyone's sessions been going? Getting forced to give at least 5% lowers? Gonna be a fun message to deliver to whoever gets short end of stick even if you have a team of high performers, who probably are doing more after the recent cuts.

It's obvious Shell is just trying to increase the attrition rate beyond what the proper re-orgs are already doing.

We made the top list today:

https://x.com/TheLayoff/status/1988002354655097205

Now that the ranking lists have been submitted to HR and Legal, is there clarity on when VPs, AVPs, and SDs will receive confirmation of the impacted employees? Or is it simply understood that those identified as low performers will be RIFed?

Are there any particular CL levels at which you are safe for life? Might give something to aspire to..

https://time.com/7315547/worlds-best-companies-of-2025/
| Rank | Company | Headquarters | Score | |-----:|--------------------|--------------|------:| | 1 | Nvidia Corp | United States | 97.62 | | 2 | Microsoft | United States | 95.97 | | 3 | JPMorganChase | United States | 95.03 | | 4 | Alphabet | United States | 94.63 | | 5 | Amazon | United States | 94.19 | | 6 | Meta | United States | 93.33 | | 7 | Volkswagen Group | Germany | 93.32 | | 8 | BBVA | Spain | 93.13 |

What can we do about it?

Did anyone lose their job because we ranked so low on Forbes list?

It seems that hPXD employees transferred into the XOM system at elevated positions and inflated CLs to accommodate PXDs more lucrative compensation. Due to this and the fact hXOM know how to play the XOM ranking game better, hPXD employees are being set up to fail in ranking against hXOM employees.

Thoughts?

So will we be moving toward forced ranking and no raises this year? Will Mike announce this in the shared energy town hall.

Rankin is a hollow shell of what it once was.

#499!
https://www.forbes.com/lists/employers-culture/

So much for the "employer of choice" part of the Drive to '25.

Who's getting fired for this disgraceful showing?

That tells you everything you need to know about this company. The only thing worse would be if they were %600

https://www.forbes.com/lists/employers-culture/

Sad. There was a day when it would have never missed such a ranking over companies like Lowes, Bank of America, and Duke Energy.

So my forced ranking was
Whatever?

The benefits of AI in ranking employee performance include:

(1) Objectivity: AI analyzes performance data based on impartial metrics, minimizing bias and ensuring fairness in evaluations.

(2) Enhanced Feedback: AI provides continuous real-time feedback, helping employees improve while they work.

(3) Efficiency: AI automates administrative tasks, saving managers time and allowing them to focus on strategic tasks.

(4) Predictive Analytics: AI can analyze historical data to predict performance trends, aiding in talent acquisition and management.

(5) Personalized Insights: AI tools can offer tailored feedback and development paths based on individual performance data, fostering a more personalized experience for employees.