#feedback

Big wave coming after annual review, no matter what’s your rating or where you are

Was told it would open yesterday (which was questionable since it was a holiday), wasn’t there. Checked again today and still not there.

Just a terrible way this company is handling everything.

So there is no update on comp.

Now we have LED lighting going in. It's way too bright. Bring a ball cap.

Who the he|| designed a new support page?!

Unreadable.
Data needed hidden.
Favourites lost.
Productivity decreased

Based on Jane’s recent announcement that the bar will be raised and “we will not be graded on effort”, will Citi be taking a Goldman approaching and simply cutting the lowest performers?

It’s hard to believe that memo can be released and still let go of workers with 1’s and 2’s for ratings….

I didn’t have a meeting with my manager regarding my bonus or merit increase, and I was wondering if anyone knows when the deadline is for those discussions. Will a compensation statement still be released if there was no bonus or merit increase? I found this a bit surprising, as my year-end review was “Meets Expectations” and the feedback throughout the year was very positive.

Have you ever felt like a quality issue was overlooked? I’d love to hear your thoughts and experiences. What happened, and what are some ideas for addressing these issues?

Just started with State Farm and think I made the worst mistake of my life. We went up to the floor and did some side by side observations with the claim reps and holy sh-t this place is a zoo. The guy I was sitting by smelled like weed and looks like he had not showered in a week. The look on everyone's face was one of desperation and misery. Even my training class is a complete cast of burnouts, rejects, imbeciles and people I would move to the other side of the street to avoid. I guess everyone is also getting their ratings this years and sounds like a total sh-t show. This is not what I was told in the interview, typical companies, all smoke and mirrors. Joke!

I’ve seen some posts on Linkedin where laid off employees are saying forever Magenta. When a company lays you off, they’re telling you that you aren’t important enough to keep. That you don’t have the skills to make a true difference. You look like a simp when you worship a company who doesn’t value your skillset. It makes you look desperate but it also makes you look like the job was too good for you. The world would be such a better place without Linkedin honestly. The non stop humblebrags accompanied with the fake lay off appreciation post is enough to make me want to delete the app completely.

Not many visitors any more, does anyone know why?

It sounds like A LOT of IM & NI are being given out this year and from what I'm hearing, not for any real reason. But how is this going to look to the regulators, when the majority of team members have sh---y ratings? Maybe it's not an issue? I'm genuinely curious. If I was a regulator looking at risk or compliance and half the team has sh---y ratings, you'd think that make the "firm" look bad? Maybe not, just curious.

How long do I have? Im in CTO. Never got that rating before. Basically the rating said I’m good at my job but don’t take initiative blah blah blah. I knew it was coming. Don’t care, ready to be done with this place. Do I have until summer at least?

What's the criteria they're using to select sr Manager Managers and ICs.

Every year around November, managers ask for a list of names for "feedback." I have no issues coming up with names who will give a solid review but like, what purpose does this even serve? I give names of those whom I have a good relationship with and work with often so it's easy for me - I had 3 managers and 3 sr advisors on my list this past year.

But then I get requests for feedback on someone whom I literally NEVER talk to nor work with more than once/year at the very most. Not to mention I got one from my director/manager whom I also barely know lol.

I always give amazing reviews to everyone but, wtf is the purpose of these? I feel like the majority of people will always give good reviews, even for those who don't deserve them.

The crashes of two Boeing 737 MAX planes which claimed the lives of 346 people on board and how Boeing may have been more concerned with financial gain over the safety of their passengers. Guess what they didn't listen to their Engineers and the same thing is happening at Verizon. Obviously losing cell service for a day isn't as catastrophic as a plane falling out of the sky, but the same principals are applied. Watch the documentary on Netflix Downfall: The Case Against Boeing

“In 20026 don’t be afraid to cut everybody” off.

• Verizon

Seriously, GN&T employees, you need to pay better attention to what dear leader is saying!

what is something out of the norm that they’ve never done before that you’re noticing that’s happeningy? Is this something out of the norm for you and this time of the year?

Were you honest with the latest Glint Survey that came out today for the all staff meeting next week?

I was, and will it impact me future? If it does then I know for sure this company is not the last place I will ever work.

Thoughts on the townhall with Pete?

I’ve been at Honeywell 10 years(multiple SBGs). This is BY FAR the craziest and most chaotic time I’ve had a HON. By far. Really trying to see the light at the end of the tunnel for IA, but the light is dim. Leaders present the pretty slides and visions but nothing ever trickles down. The climb has to be so massive to really turn the IA ship. Every function has a different priority. No one has resources.(and more RIFs are coming) No one has funding. Light at the end of the tunnel is dim.

Trying to stay positive but it’s tough.

Will I get "rewards" for going to HR for re-evaluation ? (Did not hear back from them)

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

Sound familiar?

The tone deafness is staggering. Come one, come all, even though 1 in 4 of you are on borrowed time. But no worries, you can retire on your 10 shares of Burger King stock. Come and hear our overlords drone on about P-M, AI, the analysts who will be running the company as we kick you to the curb.

Never knew this existed. I think it’s a great way to let them know about their layoff practices.
https://www.bny.com/corporate/global/en/about-us/sustainability-report-strategy/contact-ethics.html

Is Houston completely unassigned seating now in both towers? If so, brutal to absorb that and RTO 4 days all at once. How is it going for everyone? Strong reactions?

Reps are done.

Thoughts?

Many have commented on the change in culture and how the company has changed for the worse. Does a lot of this have to do with the newer hires over the past few years?

The company has hired a lot of new people and to be fair some have been good. However in many cases it looks like the company’s hired a lot of mediocre employees. It feels like the company used to hire the best of the best. Recently it feels like the scraps are getting picked up.

What does everyone think?

Every year towards the end, we have to give our manager a list of names so they can request feedback, right?

Im saying director/manager because this person was not my manager until they did the whole mid level management flattening bs last February. My manager is a director, basically.

I would say my total "talk time" with this person over the course of 11 months was in the ballpark of 90 minutes TOTAL.

Well, I got a "feedback request" email this morning requesting feedback on MY DIRECTOR/manager from our VP - it is his boss so, that's typical.. Which I thought was odd because I honestly barely know my director/manager. Why would they give my name to give feedback lol? I'm a lowly i6 so like, I would have assumed they'd choose people who are a bit higher than me and/or those who they actually work WITH?

I feel a bit "flattered" and in some ways safer from layoffs considering this, as generally speaking people don't submit names for feedback unless you like them and think they will speak highly of you. I've also never had to give feedback for a manager before unless it's Tell Dell.

My director/manager has 24 direct reports and the only time I talk to them is during our monthly 1x1's which are always less than like 12 minutes at best lol. It's a running joke between a lot of us in how fast they do 1x1's lol. My director doesn't waste time. Tells me what/if anything he needs to tell me, then asks whats up with me. I say xyz and that's literally it.

I always try to get personable though because I'm very personable and it's just how I am. Maybe they like that, idk lol? Is this normal to be requested to give feedback to your manager for EOY feedback requests?

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?

If you got a 4 in only one area. The "how" . How does it really impact you ? I know people thag have had 4s stick around for years. But this was before the aggresive cuts and bora bora

Its out and followed by “more people in fewer places”

What a fu--ing mess this is

The lack of transparency on this is outrageous. The amount of people that need to approve just one review is excessive and adds weeks of unnecessary delay to an already slow process.

Why do you need 3 people to approve 1 review when there is limited salary increase, lack of promotions and no morale?

Has anyone been officially notified yet about the possibility of an upcoming WFR?

I wanted to check because recently my manager has become noticeably less communicative and doesn’t acknowledge my presence the way they used to. There hasn’t been any direct feedback or conversation, so I’m unsure how to interpret the change.

Does this kind of behavior typically indicate that someone may be on the list for a potential WFR, or am I reading too much into it? I’d appreciate hearing from others who may have experienced something similar or have insights into how these situations usually unfold.

Thanks in advance.

I checked Outlook instead of worday and I literally have no T-Mobile scheduled events for the next few months, but when I go back, I see events on every single month like the stupid a-s powwow, and the all hand meetings. none of that sh-t is scheduled in my Outlook calendar for the next few months. I think this means I’m gonna get laid off. Thoughts? I am regular non loyalty care rep. PLEASE LIST IF YOU ARE LOYALTY OR NON-LOYALTY CARE REP WHEN REPORTING IF YOU see future calendar events.

There should have just been layoffs for underperformance. Hiring someone from McDonald’s, during the pandemic, and sending them back because they never break 30% kpis… just layoff people who don’t work. Why do I have to pay for it?!

Go on…be honest

Hey everyone! Tell us about the new grades.