#midyearreview

Just curious…

I don’t think there will be additional “layoffs” like the ones Monday until later in the year. Correct me if I am wrong, but the Monday layoffs were probably part of the 81 cited in the WARN earlier this year.

What Capital One will probably look to do is leverage the mid-year stack reviews to cull more people from the herd. I don’t believe they need to file a WARN for those since it is technically based on “performance”.

My bet is once they’ve axed the mid year people they will begin to evaluate for the final round or two of integration layoffs.

Anyone that did not complete a key project deliverable so far in 2026 can expect an off track message next month, the bar has been raised.

How concerned would you be about RIF of your role, if your team received a request from your AVP for individual mid-year accomplishments to be sent to them in a doc, 2-3 weeks before the official Mid-Year Accomplishments submission portal is open?
To me, it signals more of a 'why should we keep you' than an official performance appraisal, but maybe I'm paranoid.

After the massive layoffs, they are still looking for 5% IPs for the year end during the mid year reviews. More layoffs coming year end?

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.

As of this week I have a new manager. Will they be conducting my mid year review or will it be my old manager?

Are we doing title realignment again? Does anyone have more info on what is it and why it is coming our way?
I understand that they are trying to set as much people as possible. Is this exercise being performed instead of mid year reviews?

Are these happening? Saw a post recently that said they were not. It’s May 1 and my manager has not said anything about my team’s mid year review either. Nothing to document in workday either. No one on my team knows what’s going on.

Another tool in the layoff toolkit? Get hammered in May, rated off track in June, find yourself on the list by year-end…Does this resonate with you or am I reading too much into it?

M2 here, I had a needs Improvement at mid-year and at my end of year. I knew that was going to be the case because I'm also on the map program.

I was told during my end of your meeting that this was in the past. But, we all know that if you're trending , that's not a good thing . Has anybody recently survived two inconsistently meets or needs Improvement?

For anyone with Humana that is held to certain metrics (which I'd imagine is all roles but I don't know), how many of you weren't even told of them until March-April (which has been typical for many years), then you have your mid year review a couple months later of course. Makes no sense. It's not been right for Humana to do that and ultimately grade us on the entire year when we do not even know the metrics we'll be held to until 2nd quarter. This has affected a lot of people's bonuses year to year, and has caused undue stress and pressure on people. I cannot even count how many of my peers have had stress, depression, nervous breakdowns etc. Now they are grading us differently for end of year this year, and I wonder how that will go. To be held to 95% and greater on metrics for the YEAR and not even know what they will be until 2nd quarter sure sounds like a calculated move. Class action?

Are separation packages still being used within the bank?
For the first time I got a dos-not-meet rating during my mid-year review, thinking they are preparing for a layoff without the package - what do oyu think?
Is that true that when you get DOES-NOT-MEET - you are not eligible for a PACKAGE...

How did they go?

I was meets expectations for last year end review and now this. I feel im unfairly being given this.

I didn't get a PIP or anything but unsure what to do or if there is any hope