#metrics

This top 5 goal is a major change, easily categorized as transformative if anything close to that is achieved. Has anyone seen any metrics / reporting of progress on this? I don't think achieving progress on this goal is realistic without senior leaders leading the way and taking work out (reporting overload being 1). Haven't been here long, this seems like a pipe dream...generally interested in your thoughts?

Playing the fiddle while Rome burns.

For code contributors, there’s metrics involved now. Even within tiers of needs improvement, meets, or exceeds, they have top, middle, and low rankings. Basically tracking commits from forked branches of mainstream repos. I’m sure they used this as part of the layoff decisions.

I really value being managed to modern seller metrics, it gives me a clear sense of accomplishment and keeps me motivated. The structured performance coaching plans also make me feel invested in and supported as a seller, which ultimately drives me to perform at a higher level.

Cutting bonuses drastically by raising metrics incrementally every year, until they're just out of reach. Q1 2026 quarterly bonus dropped $1500 for me compared to other quarters and my performance increased this year. The base isn't the best, so you have to rely on bonuses to make up for it. All that makes people want to do it put in less effort, which I'll be doing.

AI usage and other metrics are being analyzed to identify low-performing employees. Watch your back! There will be another round of layoffs happening in July or August. Good luck and happy hunting

It says over the next 2 years but still. How are you supposed to have any job security like this? I'd been expecting it given how strongly they've recently been pushing metrics leadership can see. And still I'm frustrated and annoyed. It's almost worse that it's "over the next two years" because now I have to start applying elsewhere because I just don't even know if I'm safe or not.

Following up on a previous post about Directors being required to list what they do to earn their paychecks. Anyone heard anything new on this? "Was asked to put in four bullets what my role is with metrics supporting it? Can’t say “Oversees” or anything high level. Is Director level being hit next?"

https://hrexecutive.com/remote-work-doesnt-break-company-culture-poor-measurement-does/

Enough said.

This feels like an Elon Musk moment. Was asked to put in four bullets what my role is with metrics supporting it? Can’t say “Oversees” or anything high level. Is Director level being hit next?

I have a hard time believing this is just about managing real estate.

Just informed on an East market call that engineers will now be graded based on the time it takes to get tasks completed in Canvas…. Most of the delays are out of our hands with the tool not working 1/2 the time or vendors not getting their related tasks completed…. The people making these decisions have NO concept of what it takes to keep a network running and just want to stare at dashboards… I’m assuming this will now be used against us for reviews and future RIFs

Carrot + stick + fear + metrics” = control-based management Transparency = trust-based management

Measure employee performance/success by a metric of number of hours they are seated in the chair at office and report this monthly in the "Talent and Performance"?

A Joke at a Fortune 500 Company.

Engage Gunjan Kedia to implement a performance metric that requires employees to remain stationary at their desks, focusing solely on monitor interaction. Her approach has been met with derision from peers across various departments, including HR, Legal, Tech, and Payments. Her methodology has been criticized for promoting an outdated cultural perspective within a major U.S. Bank.

What happens when you go on these plans? Metrics are ridiculous. Being faulted over something that is not in your control.

We are measured on metrics that don’t fully capture the work being done. You can be doing meaningful work and still look like you’re underperforming on paper. There’s a clear disconnect between effort and evaluation. I've seen people who were among our best get on the list of "underperformers" when nothing could be further from the truth. It’s honestly pretty frustrating.

FCRM/FCM remote OR employees were told by executive team, they would be displaced in October 2025, 4th quarter. That came around and they changed the date to the 1st quarter of 2026. Now into the 2nd quarter of 2026 with more empty promises and no displacement in sight. Prevent Ai not working as planned 😂 buggy program and they need to keep senior staff around to balance out the cascading CPH metrics. Also changed to IPH and lowered metrics because Fraud Agents are underperforming with a rushed Ai product.

So it's pretty clear with this big AI push theyll be measuring usage soon as part of performance, does anyone know what metrics they are using?

Weekly calls are always the same, managers focused on whatever bullsh-t "metric" has been identified as needing improvement. When "Improvement" is made, it isn't based on any actual changes in the way buisness is done, only how the field is instructed to report thier time. Middle management lives and cultivates this fantasy world, and feeds this "data" to upper management who makes decisions based on phony metrics. What a clown show.

Here in Pennsylvania from the western part of the state to the east we are discouraged everyday from going into the customer accounts due to green checks. Green checks mean the customer qualifies for internet air or fiber. The focus seems to be the AIA ratio. Hitting your goals or being close to your goal doesn’t matter. What’s your ratio? They are gonna beat it over your head and make your job not fun and the customer experience cr-ppy. Between corporate retail and authorized we are just sending the customers on one big circlej--kDon’t sign in and check and scrub an account. God forbid you do what used to be our job and sign into a customers account and sell something other than Internet. Stores send customers out and about for trade ins and any other option that doesn’t cede Internet. WHAT A HORRIBLE CUSTOMER EXPERIENCE. AT&T doesn’t care about the employee, we know that, but they don’t care about the customer. Take it from me. Upper management outside of the stores encourages store managers to do all of this. The store managers are put into a horrible position. Instead of selling everyone is walking on egg shells. AT&T seems to breed the worst of the worst when it comes to Director and Associate Directors. Even some VP GM’s. These people are clueless.

Tracking participants count #general Slack channel in Oracle One workspace, as the fastest available proxy indication of ongoing layoffs.

• mar01-mar23: 573 layoffs, and 715 additions (based on Slack regular tracking)
• feb01-feb28: 943 layoffs, and 1143 additions (based on Slack regular tracking)
• jan01-jan31: 1604 layoffs, and 1834 additions (based on Slack regular tracking)
• dec01-dec31: 1031 layoffs, and 844 additions (based on Slack regular tracking)
• nov01-nov30: 1614 layoffs, and 1327 additions (based on Slack regular tracking)
• oct01-oct31: 2504 layoffs, 1762 additions (based on Slack regular tracking)
• sep02-sep30: 6275 layoffs, 861 additions (based on Slack regular tracking)
• aug14-sep01: 733 layoffs (based on Slack very few data points)
• aug01-aug14: ?2900 layoffs in IDC (based on media reports)

Regions outside IDC and NA usually have a significant delay when laid off people are disconnected from Slack (e.g. 1 month in Pacific regions, perhaps longer in some EU countries), so this is a floor estimate with additions reflected immediately, but reductions lagging behind on average.

Layoff estimates are partially part of normal attrition, but the other part of normal attrition is already hidden due to additions and removals compensate each other when they happen at the same period of time.

I will post daily in comments (if admin stops deleting my posts and comments) on the count change and running current month total while this post is still on the first page.

One year ago I quit Fiserv, and I am constantly grateful to have made it out, thankfully to a much better position elsewhere. 
There were many things not to like, but my #1 complaint about Fiserv was that I was implementing "products" that were either not fully developed or didn't work as advertised, and I had to face clients on a daily basis and try to tapdance these services to work.  Basically I was set up to fail by Fiserv, which was an absolute waste of my time, and I quickly knew it wasn't going to be a long-term fit for me.
I was complimented on my work and well-liked by my team members, but not once did I have a week where I hit any metric goal during my time at Fiserv (not in-office hours, not sapience hours, not delivery goals...which were supposed to be 98% success rate and thus impossible to achieve, especially with sh-t products).  Early on, I just freed myself from caring about metrics and that was the only way my mental health did not suffer, and I do not regret that choice at all.  They were paying me the same whether I hit metrics or not, and I could not be stressed out by the infantilizing concern that I wasn't at my desk for 7 hours a day or whatever it was at that time.  The weekly "dashboards" that management would send me on metrics would go straight to my trash folder, unopened.  
I survived a couple big rounds of layoffs somehow, but while I was already deep into my job search, I unsurprisingly received a "Needs Improvement" on my yearly review (because of metrics).  It was about a month later I finally got a great job offer, and put in my two weeks notice.  
Sharing my story in case it resonates with anyone who thinks they should leave but aren't sure they can - you should, and you definitely can. You can all do better than Fiserv, you got this.

Capital One is frequently described in employee reviews as having a high-pressure, "toxic" environment characterized by intense micromanagement, strict metrics, and a "hire-to-fire" culture, particularly in customer service and tech roles.

Please keep looking do not work for this company as they do not care about you as a person or employee. They only care about the members who call in and speak to you like trash and doesn't really care about your mental health it's all about metrics, metrics, and metrics! This was a mistake working here! Not what I expected!

Does anyone know how many VPs, SDs, and Ds there are in Tech? If layoffs are announced, how many do you think Nike would need in that organization, assuming they are good‑quality leaders?

From 168,783 10am est to 166,465 as of 5pm est time

Year Net Income* ROCE**
2015 $16,150 7.9
2016 $7,840 3.9
2017 $19,710 9.0
2018 $20,840 9.2
2019 $14,340 6.5
2020 ($22,440) (9.3)
2021 $23,040 10.9
2022 $55,740 24.9
2023 $36,010 15.0
2024 $33,680 12.7
2025 $28,884 9.3

• Reported As Millions Of Dollars
  ** Rate of Return on Capital Employed

Year Regular Employees At End of Year
1999 123,000
2000 99,600
2001 97,900
2002 92,500
2003 88,300
2004 85,900
2005 83,700
2006 82,100
2007 80,800
2008 79,900
2009 80,700
2010 83,600
2011 82,100
2012 76,900
2013 75,000
2014 75,300
2015 73,500
2016 71,100
2017 69,600
2018 71,000
2019 74,900
2020 72,000
2021 63,000
2022 62,300
2023 61,500
2024 60,900
2025 58,000

3 Rating = 0%
4 Rating = 1%
5 Rating = 2%

It's every day it is something! They are fully aware it needs to be fixed. It effects our Metrics when we lose calls or can't run a wizard due to the pink banner we all get!

How far out are your county assignments being assigned? Mine are until the end of March. Nothing for April.

This is making it difficult to reschedule members since I am in 3 counties and certain ones are filled up through March. I have to status a member as “member request reschedule” yesterday which I am assuming will affect my metrics? I’m guessing this is also a sign that I’ll be getting fired at the end of March? (After 14 years with Housecalls!)

Layoffs and restructuring are happening this month. Also, Teamworks metrics will start being actively reported to upper management and used as part of the justification for additional layoffs in 2026.

Post 9s, time offsite without PTO, total time onsite will all be monitored. Those of you waiting for a sign... I think this is it.

Our clinical appeals dept just received notice our metrics are increasing again for the nurses. So over this place and the horrendous management!

I’ve looked at the financial goals for 2025 STIP from the last proxy report and have been tracking them all year. It seems likely that the year should exceed 100% of all 4 financial goals. But of course with the new regime who knows what will happen. Thoughts?

STIP 2025 annual metrics as of 3Q25

Adjusted OIBDA $3.1b now 2.46b
1Q $688m
2Q $824m
3Q $952m

Free cash flow $250m now 255m
1Q $123m
2Q $117m
3Q $15m

DTC OIBDA ($837m) now 388m
1Q ($109m)
2Q $157m
3Q $340m

DTC revenue $7.8b now 7.06b
1Q $2.74b
2Q $2.16b
3Q $2.16b

Go Go claims that BT has reduced the cost of refining 1 barrel of crude by $1.
Any price reduction at all was due to the price of natural gas being at a low price.
Now that the price has gone back up there is very little or no cost reduction. BT hasn’t lowered the cost per barrel any at all.

Some of these je-ks can’t even allow us to breath as we await our fate. It’s nonstop with the metrics, quotas, and sales meetings. F U

Curious on everyone's thoughts on the new metric requirements for UM. Just not sure how to break that new barrier.

I am truly sorry for anyone that lost their job yesterday, that really su-ks! But all of us that are still here it should be a wake up call, we are all replaceable and cannot depend on this company. With the metrics changes and daily changes and do it this way today and this way tomorrow, we’re all at risk. These off shore teams are making this job harder for the people that know what to do. But it’s cheap labor so who cares they are not giving out correct information. In the end they will have our jobs and there’s nothing we can do about it

So far, I've spent 2 hours going through my inbox. I've only gotten 1/3 of the non-filtered emails I received in the past three days cleared.

Now I've got a teams call that will eat up 30–60 minutes, then I can get back to reading and deleting emails.

This is what it takes to avoid the downtime I, as a technology worker, regularly have due to the nature of my work being reactive. I'm not getting anything of value done, but at least I'm not gonna show up on a non-activity report, since I've been working non-stop for over 2 hours. Just think of how good my metrics will look.

It's amazing how productive I feel!