#review

This company has become so toxic. I am an internal candidate applying to do what I went to graduate school for and have over a decade of experience doing the tasks at the company. I have mentors very high up in the department. I reached out to the hiring manager when I applied and she wanted to interview me. 2 months went by under “pending further review.” I get my denial today stating I was qualified but they went with someone else. I email the manager asking for polite feedback. I never got the interview I was promised. When I asked for feedback? I got no response. Completely unprofessional.

What has happened? Is this just nepotism? I don’t think I want to work for a company that has such toxic hiring practices. This is just across the board. For every position you apply you get treated like trash, regardless of how many years you have with the company. It’s absolutely outrageous that we treat our internal candidates like this.

This just stiffens my resolve to leave this backwards company. So much for over a decade wasted at this company.

I am met

We're having trouble attracting top talent these days due to the plummeting reputation. All the bad reviews I keep seeing on the usual sites are true, calling out no leadership, no promotions, and no care. I wonder if the leadership thinks they can ride on Dell's old reputation forever.

He didn’t even care to talk with me regarding bonus/raise/performance review. Keeps delaying the conversations- should I expect to be in the RA list?

I'm hoping to hear from HR professionals, former managers, or anyone who has participated in workforce reduction decisions.
Could you walk me through how a typical layoff selection process works behind the scenes at WF?
For example, if a department has 12 employees and leadership has determined that 6 positions must be eliminated due to restructuring, how is it decided which 6 employees are selected?
Some questions I'm particularly interested in are:
Who typically initiates the process and determines the layoff population?

Does the direct manager make the initial recommendations, or are employees ranked collaboratively by multiple leaders?

Who participates in calibration discussions? Are senior leaders, HR Business Partners, Legal, Employee Relations involved?

If a ranking matrix is used, who develops the evaluation criteria, and how much discretion does managers have when assigning ratings?
How are subjective factors, such as leadership potential, business impact, or future fit, evaluated and documented?

What level of evidence is expected to support a manager's ranking of each employee?

Who has final approval authority before layoff decisions are communicated?

Are decisions ever revisited if HR or Legal identifies inconsistencies or potential discrimination risks?

What documentation is typically created during the process, and how long is it retained?

Are managers instructed to avoid considering employees who are on protected leave (such as FMLA), have recently requested accommodations, or have recently filed internal complaints? If those employees are included in the layoff population, what additional review or documentation is typically required?

From your experience, what parts of the process are most heavily scrutinized if a layoff decision is later challenged in litigation or investigated by the EEOC?

I'm interested in understanding both the formal process and how it actually works in practice. If you've personally participated in these discussions, I'd appreciate any insight into who influences the decisions, what documentation is reviewed, and where the greatest amount of discretion typically exists.

https://www.trustpilot.com/review/tiaa.org

Title is the post.

First time I have ever had an End of Quarter review. Questions included: what are you most proud of accomplishing, areas for growth and support needed.

Felt like preparations for exit. Maybe Allstate will have Q42026 layoffs

Mornin' all
For anyone interested - here's our review of Episode 3: Purpose
https://underthetable2026.blogspot.com/2026/07/episode-3-purpose.html

How is everyone feeling about their mid year review and the new calibration? How are we feeling about the bottom 10% situation?

How low will it go? Thinking back to when it was over 4.0

Some employees should carefully review their job descriptions and pay scales using Salary.com, as they may be surprised when leaving their current roles to pursue positions at the local university or state government and receiving reduced compensation for identical duties.

Plan for your financial future and save up those six months of living expenses. Storms are coming your way and ITs not pretty.

It should be all about the athletes, and the amazing action sequences, then you got that fat lipped prost---te standing there doing nothing, and they had to repeat her name a bunch of times at the start. She literally made the entire thing into cheap garbage.

Why do I have to talk to multitudes of people and teams across Member Protection and Risk to update my control? Why does every change go through “review” by people who don’t have anything to do with my process? Why does it take me longer to educate 383, 829 people I’m required to talk to about a change I need than it takes for me to make the change and update the control? I have a risk partner why can’t they make the change like they do everywhere else in the Bank? Are we protecting the members or are we creating made up roles to make an executive feel good? What happened to simplifying and streamlining? How much money is spent on salaries for every change and how is that justified when there are many real, impactful changes that money can be spent on instead?

No mid year self evaluation but Managers will still evaluate their staffs in June. List of layoffs might come in Aug after the recalibration in July.

Those who got laid off, pick up the damn phone and call the employment lawyer. Those who were managed out by your sickening managers who gave you fake IM performance review, pick up the damn phone and call the EEOC and labor department. Fight back!

The northeast is back to the unnecessary, make the managers super uncomfortable and feel like cr*p market reviews aka “ops review”. Make them stand up in front of people like they’re back in middle school doing a project and go over all their numbers and missed opportunities . Absolutely asinine and I see how much my store manager is stressed now about it and it’s 2 months away. My manager is asking “can store managers join the union.” Better yet maybe me and my fellow reps should to cause the uppers who are bringing back this stupid practice of market reviews upset and put some heat on them.. hmm..

Yay!

Kinda useless. We should be trying to improve the company but instead we are doing this

2 years in, transfer agency. Mass exodus last year, still not recovered. Division feels held together with tape.
No raises year one across the board. Carried the team year two, trained every new hire, de facto team lead. Review came back as a 2/5, no raise, no promotion, nothing. Actively crafting my escape plan.
How is anyone actually surviving this place?

For the November cycle, it happened on September.
When will it happen for the may cycle

Has anyone had a review yet, I still have not been spoken to from a manager and curious if they’re delayed this year?

For the year. Was this to rub my face in it or were they trying to be nice? Confused. Learned a long time ago to trust no one at Ford. All reviews before had been great and previous merit raises much better. Just figured if you get placed on pip then you would not get a merit raise. Did they do this as an insult since they want to fire me, they would not be paying the merit raise anyway?

Why is ESC engaging MARS consultant review this time round? Heard they are reviewing for the BSC teams? potential rationalization again??

How are your reviews going? Have you been told that you need to increase your productivity? With less people. With no one to make decisions. With product owners not working with the team to guide decisions, not attending meetings, or responding to questions. With a loose roadmap that changes as often as the leadership changes.

And the recommendation by management is to work more hours including nights and weekends. Assume that AI will be the solution to all your problems. Do more in less time with less resources. That is not a request. That is a command. And no, you will not be incentivized to do more.

Don't forget, we expect this from you with no real support from us. We (mgt) are too busy trying to save ourselves with the new executives on the merry-go-round. Our theory is if we can last a year, we are likely to outlive their terms here at Teradata given their work histories.

So hang on. Work like you are fighting for your life, because you are. Do not sleep. Do not have a family. Just do what we tell you, until we change our minds. And if you do all that, you may - or may not- still have a job tomorrow.

Over 800 calls in a month 3 reviews and they want to review only the bad parts as they need to remove people they made slaves do very little pay CEO makes millions ! Cap one isn’t going to wear me out

I've been averaging 38-40 badges every quarter. Especially in this one it's been tougher with snowstorms.

I just finished my yearly review and got overwhelmingly positive feedback but that doesn't really matter right.

I got inconsistent mid year and seem to have been doing okay since. I got some feedback that I need to improve in the later part of the year and since then I have not heard anything negative

I seem to have a meeting for performance review soon where they are saying they will discuss performance and bonus compensation ; not sure what to make of it

https://x.com/TrumpsTrucker/status/2027406562759938331

It’s a complete joke. My boss is doing the exact same thing. I genuinely don’t think he’s read anything longer than a text message in his life. At this point, it’s no surprise that intellectual laziness has become a full-blown pandemic in America.

It looks like there are a lot of new, fake reviews (probably coming from corp) like "5.0 - Great Company, this place is the best, everything good in the organisation!" If you want the truth out there, please post your reality.

Some posts are referencing a RIF. Who knows what? I know there’s the rocket selloff and missile solutions ipo. There’s been rifs around yearly reviews last three years so could fit the trend but put what you know below

Breakthru Beverage Group has undergone a “strategic review” of the company’s “overall business,” according to a memo sent to employees by CEO Tom Bené on Tuesday, leading to layoffs of approximately 500 people, sources confirmed to Brewbound.

https://www.brewbound.com/news/breakthru-beverage-lays-off-500-workers-amid-industry-shakeup

Some of the WFH bosses don't even have fingers. I wouldn't sweat it. Just milk them dry. Just a bunch of old washed up hussies on an ego trip. The experience is more complimentary on a resume then a .50 raise.

I got a low rating. When my manager sends the review to me should I add employee comments? Once entered who reviews them? Thanks in advance!

Shell reviews pay against the market we compete in for talent, generally targeting upper quartile pay. Has anyone ever seen who Shell benchmarks against?

Would be curious to see company wide numbers on this. Certain divisions have suffered under the low morale. There is little incentive to perform. It's only a matter of time for the rest. The C Suite does not care at all. When will their customers wake the f up?

Give it a month or two.

My team is tired of writing quarterly check- ins and monthly practice reviews. They work hard and spending all this time is getting to them. I had a few just not submit one this quarter despite my weekly reminders. Can’t say I really blame them.

I see a lot of people talk about 50 or 60-plus hours, and it always surprises me because I’ve never worked more than the standard 40. My reviews have always been great, so I’m genuinely confused about the disconnect.