#annualreview

They used to always be mid March. Then two years ago it was mid April.

Is the delay a sign of something? Has anyone else gotten theirs?

All annual reviews have to be done by the 24th, which makes sense because they want the managers to complete them before the next week when the layoff will undoubtedly happen. Last week of April it is!

Due to the ever-so-relatable surge in global oil prices—and their entirely rational influence on corporate philosophy—Paramount will be transitioning employees and “eligible deputized staffers” to remote work, in a bold effort to conserve fuel and, where possible, coherence.

As we stride confidently into our next merger (and its inevitable sequel), leadership encourages everyone to remain focused, synergized, and deeply appreciative. After all, nothing fuels great storytelling like an ambient mix of layoffs, strategic redundancies, and morale that exists primarily as a concept.

A brief reminder on workplace etiquette: any individual observed leaving the office five minutes early will, of course, be subject to our standard disciplinary pathways—either ceremonially burned at the stake in the town square of Slack, or, more commonly, politely and vigorously chastised behind their backs by a carefully assembled menagerie of conflict-averse executives.

Let’s also remember: the office is where work happens—except when it doesn’t. Annual reviews have been streamlined into a more efficient delivery system known as “you’ll hear from us,” so no need to trouble yourselves with preparation.

In the meantime, please enjoy the complimentary snacks while they remain part of our shared reality, maintain a positive attitude, and avoid dwelling on contradictions.

All hands on deck—giddy up.

Turns out there was actually a real annual layoff recently, not related to the Coffee Badging thing, even though this enforcement accelerated greatly and many people were laid off for that too.

But it is odd that the annual layoff where people were let go for cost cutting reasons from the company didn't make waves on this forum at all.

It's so incredibly wonderful to have finally exited this dumpster fire of a once great company. The air is fresher, the birds are singing, the flowers smell sweeter. The level of TIAA senior management incompetence, hypocrisy and corruptibility is matched only by that of our nation's current White House administration. No more ridiculous 3 day in office pseudo collaboration. No more glowing annual reviews and high praise that at bonus time still never translate to anything higher than a middle of the pack rating. No more televised circus side shows featuring the queen bee and her inner circle of high paid enablers (Are You Ready to Rock Charlotte!?). Let's see now how everything plays out as I try to get my retirement funds out of the company. There's a lot of great people that I'll truly miss. And no small amount of individuals that I most definitely will not.

Is the current attrition rate consider normal after annual review or is the grass greener on the other side? (At this pace cpm won't be needed)

Got it for the first time. Will I be put in a Performance improvement plan? Or will be let go soon?

Is it against the law to be given your annual review via video to me and I had to sit in the middle of a room with other workers around me who heard the entire thing? I was not given the opportunity for any privacy at all. Everyone heard the entire review. It was embarrassing.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

Anyone else have their annual review this year and told they were now maxed out in their jobs payscale? As a result, received a smaller merit increase.

For those of us who were recently impacted by the layoffs, does anyone have clarity on whether we should expect to receive our annual bonus next month?

I remember my manager mentioning that bonuses would be paid out sometime in March, but I’m not sure how that applies to employees who were laid off before the payout date.

I had my annual performance review yesterday morning.
I had 6 goals last year.
I got a 4 on 5 of them and a 5 on 1 of them.
I got a 3 overall and thus no raise and my bonus was greatly reduced from what I would have gotten had I gotten a 4 overall.
Make it make sense!

Throughout the year, I was consistently told that I was exceeding expectations and performing at a high level. My feedback conversations reflected strong performance and meaningful contributions to the team.

However, during my annual review, I received a rating of 3 and was informed that I would not be receiving a raise. This outcome did not align with the feedback I received throughout the year.

Additionally, compensation decisions were not determined by my direct supervisor, who has firsthand knowledge of my day-to-day performance. Instead, they were made by a VP who has only been with the team for a short period of time and has not had the opportunity to fully understand individual contributions.

I have also learned that colleagues who previously received ratings of 5 were given ratings of 2 this year and were subsequently written up, without prior warning that their performance was considered below expectations. All of these evaluation and compensation decisions were made by the same VP.

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

So, this week and some (maybe) of last week there were annual reviews. More until week’s end. No sign of a calendar appointment for my review. Trying not to take it personally but starting to really wonder. Anyone else in this boat?

This Friday when I have my performance evaluation, if I do not get a merit (haven’t had one in two years) I am totally giving up on my work ethic. I can no longer let this team think this is okay and that I will continue to work hard. At this point I’m blaming direct manager and above them. I’m tired of us always blaming this man behind the curtain. Our managers are agreeing to this and they are at fault at this point too. Them just agreeing and going on with their day while they get $20k bonuses means they are at fault. I suggest you blame them too.

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

White Cap HR is rolling out a forced‑ranking system.

Leaders are being told they can only give out a fixed number of ratings — one “Meets,” and one “Needs Improvement” — even when all employees actually meet expectations. In this example the leader has two employees.

The problem? Raises and bonuses are tied directly to these ratings. That means someone is being forced into a lower rating (and lower pay) purely to satisfy HR’s quota, not because of performance.

Forced distribution isn’t automatically illegal for private companies, but it becomes a legal risk fast when:

• Ratings don’t reflect actual performance
• Pay is manipulated through artificial quotas
• Certain groups are disproportionately pushed into “Needs Improvement”
• Managers are pressured to create negative documentation

This is exactly the kind of system that has triggered discrimination and wrongful‑termination lawsuits at other companies.

If this is really the new direction, employees should document everything — because HR is creating a paper trail that doesn’t match reality.

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

Wondering if any noise around layoffs coming before the common reviews are completed. I thought they were to be scheduled this week or next week? It seems so quiet and slow.

Is it unusual that the reviews were delayed by a week the day before they were scheduled to be released? We weren’t given any explanation for the change.

What did you get?

So we have some AIP info, but has there been any discussion as far as merit increases in March?

Zillow cut roughly 200 employees, or 3% of its workforce, during annual reviews while keeping job postings steady and growing revenue 16%.

https://www.housingwire.com/articles/zillow-workforce-cuts/

Just met with the boss to go over my raise. Just curious to see what everyone else is getting. I got 2% raise as an hourly employee, a meets on my annual review and my department does not offer bonuses. Located in Arizona.

Can anyone comment on how ranking panels go. Would like to improve next year.

Hi, my friend joined the firm in the middle of the year and she didn’t get a merit increase. Is that common practice at the firm? I read that some people at the firm didn’t get any merit increase either.

Has anyone received their merit increase % yet? Trying to see what I should expect.

I just need to blow off some steam. Anyone else think the review process is fu--ing stupid? I’m so tired of it. Every year, EVERY YEAR, they change the god damn format and make it more difficult than the year before. They move the goalposts on our evaluations so we receive the bare minimum increase on top of our bonuses. I’m tired of being held responsible for things that are outside of the responsibilities of my position. It’s bullsh-t. I’ve submitted my review twice now only for it to be sent back bc I was missing some things. No explanation, no direction. Just forwarded emails. The review process in this organization is fu--ing stupid and ridiculous and honestly? They don’t even look at them. They just want them completed so they can sign off on them. I know this to be true bc I’ve used the same verbiage in my personal comments for years now. They don’t look. They only care about paying the least they can pay. These reviews are a fu--ing headache.

Just got done with the annual review dog and pony show and rolling my eyes. Imagine the time and cost giving every person in this company a meaningless review. Just the documentation takes more time than it should. And for what? They mean nothing and because of stack ranking they aren’t even accurate. HR just created it to make work for themselves. Kind of like the annual training and career seminars that could be replaced with a half page email. The point of HR is to make more work for HR.

They are due by the end of the week and I have not heard a thing, is that normal?

Is there other team who did not have annual reviews for 2025

Like the title says. This new annual review sounded good at first. Make everyone's the same in February for simplicity. However it's tanking most employees' performance raise. Our leaders said that it's pro-rated from your last. So that would mean unless your last review was February 2025, we will get shorted. My review was August, so i guess I'll only get like a 1.5% instead of 4%. So COL in STL has been going up along with everything else, and the firm won't even pay us an appropriate annual raise. Not too mention Human Capital's refusal to update the salary/position grades and proceed with market adjustments (which were promised 5 years ago). They have only done it for their area. I have 6 security licenses, CFP, working on CFA, and a HR generalist makes as much.

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

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.

USA folks.

SD and SC. What are the median raises this year ?

Are the stock targets going up ?

602 here working in back office in CIB. Mid salary range, what can I expect for my annual raise and bonus?