#performance

I have it on good authority that those with the new forced lowest ranking will be fired at the end of the year.

The genius move, is that this isn’t considered a layoff. So no severance is needed.

May the odds be ever in your favor

For those given this with no prior performance issues, curious to know what they claim was the reason? Im hearing a couple bs explanations which we all know are just that

Yikes

What is everyone’s expectations on merit increases in the new fiscal? Mine, next to nothing.

Looks like getting beaten down

Any news for the departments under clinical performance/excellence? Most of this work relates more with cost avoidance vs direct income.

one google search of forced distribution and differentiated performance gives you thousands of articles about why it doesn’t work and why it’s terrible for morale and collaboration. yet now we’re forcing people to be ranked and PIPed just to fill a quota. its nonsensical. why am i coming into the office four days a week to “collaborate” with my peers and help them outshine me? why would i bother trying to meet my goals when a percentage of my team has to be ranked low just because it’s required? if you want to let people go just let them go. why do they put us through these humiliation rituals?

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….

Been doing twice the work and without support from management. Was so overwhelmed and irritated about questionable business/sales/ compliance issues I pushed back about workload and lack of support. As I predicted and most of you suggested per similar messaging on here they gave me an inconsistently meets for my performance review. Said I wasn't open to new additional work and a team player.

I already considered quitting or retiring or whatever we want to call it. I am contemplating pushing back and putting the information for leadership and HR to get involved. I know not a big threat or care to them as they will fire me in the next 12 months for something concocted.

My thought is they are sc--wing me to line their pocket or give major increases to their yes men. The group currently has a shortage of workers with too much work to go around. I already knew the stress wasn't worth it with a full raise and bonus (bonus 20 to 25% of gross pay). I do need to leave imo.

Has anyone recently (last year or year before) got an IM and then a raisebor bonus still? If so how much less than prior years?

This place plans to get rid of you for any reason they can find now. Make it hard on them. Keep key notes out of reach, dont give all details and important bits of pertinent info when training, dont save anything where they can access what you created while here. Make it difficult . Stick it in on them every way you can think of. Why should your hard work be used after they cut the cord for made up reasons. They dont want to give merit so give them the performance they claim you earned. This is all going to burn them big time and im not sad about it. I hope we get too witness it or read about it in the news

This is going to be amazing to watch unfold. What you all need to keep in mind is that if your state is at will, trash like bny can terminate without reason. However what they legally cannot do is mark you below or terminate for performance if you were on track at mid year and had no issues leading up to that. I know several with lawyers on standby the minute they say terminated due to poor performance . They can also be sued for other reasons you need proof of like discriminatory actions so you have to document everything for proof

Not your performance or dedication. Worse, actually. Being both skilled and experienced pushes you towards the top of the list, because quality is costly. Don't bother trying to prove yourself in the coming weeks, or doing extra work in an attempt to save your job. Definitely don't take being laid off personally. In this stage of corporate greed and extreme short-term thinking, it's more likely a badge of honor than a statement on your worth as an employee.

The training program is a total mess. The new people end up confused and unable to do the basics, which means the experienced staff has to cover for them. It just feels like a huge waste of everyone's time and makes the initial problem worse. What's even the point of it?

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.

2025 net income $7 billion
$16.59 diluted EPS
2024 Q4 net income $2 billion and $4.88 diluted EPS

By virtually all measures 2025 was a successful year. Strong execution across all business lines resulted in record revenue.

Don't be fooled by Bill's remarks that we are lacking in performance. His RTO announcement is nothing more than a fear mongering power trip. We have proven quarter after quarter, year after year, that remote work - WORKS! Its 2026 for f**ks sake. Maybe if we follow Bill's logic we should eliminate PNC Online Banking (something we delivered during the pandemic) because "we work best together in person" (Bill's words). So eliminate Online Banking and have everyone use a physical branch. Oh you live an hour away from a branch? Sorry you must use your nearest branch.

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?

So if you’re above 110% of midpoint of salary no merit increase?

Anyone else get this? Review was good. I usually get the standard 2% ish. This year, "overridden" by upper management (whomever that is), down to zero percent. No PIP or anything. Just no raise.

Genuinely curious

My apologies if this already been posted....

How does Optum decide who gets laid off? I've heard most people say it's random but I've also gotten the idea that it's based on your QA.

We were told that there's a major announcement coming up next week and a bigger cuts to be announced at the end of January.

Focus will be on colocation again,
if you were an Exceptional performer last year you're on the chopping block if you're not in the same location as the rest of your team.

Can we please hire some good sales managers. Why are we paying 4-10m a year in GP payouts for a job that we could get for 300k. They would actually have the skills to do the job other than being "a nice guy". Where is enterprise reimagine when you need it? They are the low hanging fruit.

Phillips 66 presents itself as an integrated downstream energy company—one designed to balance cycles, allocate capital across segments, and deliver more durable returns than simpler peers. On paper, that strategy is sensible. The challenge is that the benefits of integration remain difficult to see in either operating results or market valuation.

Under Mark Lashier, integration is frequently cited as a core advantage. But integration is not defined by asset mix or corporate structure. It is defined by whether complexity earns its keep.

So far, the evidence is mixed at best.

If integration were working as intended, it would show up in at least one of three ways:

1) Meaningfully lower earnings volatility than pure-play refiners

2) Superior capital efficiency driven by portfolio-level optimization

3) Consistently stronger shareholder returns than simpler competitors

Phillips 66 has not reliably delivered any of the three.

Refining continues to dominate quarterly performance and investor sentiment. Volatility in one segment regularly overwhelms stability elsewhere in the portfolio. The diversification benefit that is central to the integration story often feels theoretical rather than observable. When one business sets the tone for the entire enterprise, the portfolio is diversified in name only.

This is not an asset-quality issue. Phillips 66 owns strong positions across refining, midstream, and chemicals. Nor is it an employee issue—teams across the company execute in difficult, cyclical markets. The problem is structural: complexity has not translated into resilience or premium valuation.

Markets tend to be blunt about this. Companies that combine multiple businesses without producing clear cross-segment advantages are typically valued at a discount, not because investors misunderstand them, but because the burden of complexity outweighs the benefits. Phillips 66 continues to be priced like a company where scale and breadth dilute focus rather than amplify it.

Leadership compensation underscores this tension.

Lashier’s most recently disclosed compensation, at approximately $22.6 million, places him near the top of the energy peer group. That level of pay implicitly signals confidence that Phillips 66 is being run at a leadership premium—that integration is working, that capital is being optimally allocated, and that complexity is being actively converted into value.

Shareholder outcomes tell a more restrained story.

Over the past year, Phillips 66 delivered solid but not standout returns—better than the broader energy sector, but trailing several refining-focused peers operating with far simpler portfolios and fewer internal trade-offs. For a company that argues its structure creates advantage, delivering merely “good” performance relative to best-in-class peers raises an uncomfortable question: what is the complexity buying?

There is also a less quantifiable—but critical—dimension of integration: leadership proximity to execution.

Integration is not forged in earnings calls or strategy decks. It is built where trade-offs are resolved—between segments competing for capital, between systems that don’t fully align, and between teams asked to move in sync without shared incentives. Sustained senior leadership presence in those environments matters. When that presence is limited, integration remains conceptual rather than operational.

None of this diminishes the effort of employees. Phillips 66 has capable people doing hard work in volatile conditions. The gap lies between strategy and operating reality.

Until integration demonstrably reduces volatility, improves capital outcomes, or delivers consistently superior returns, it will remain a promise rather than a proven advantage—and markets will continue to treat it accordingly.

Hey all, Are having these certifcates helping you with your job. Or advancing to elsewhere in the company? Can't seem to advance where having them and using the concept is helping..

Our network is our product. Schulman maximizing profitability at the expense of our product will quickly drive customers away in mass.

He doesn’t understand how the network really works, and everyone in the room with him is telling him want he wants to hear to stay off the chopping block.

Dangerous game we’re playing here

https://www.businessinsider.com/citi-jane-fraser-memo-old-habits-performance-job-cuts-transformation-2026-1

https://www.insidermonkey.com/blog/phoenix-education-partners-inc-nysepxed-q1-2026-earnings-call-transcript-1674744/?utm_medium=referral&utm_source=msn-news#q-and-a-session

My manager told me directly today that the entire company is forcing managers to give employees low ratings.
Time to leave, guys. They’re trying to get rid of everyone in the U.S. Leave this sh*thole, and for anyone considering coming here—please don’t.

Usually happens in January. I am thinking at least 100 million with bonus and stock award. He cut jobs. That is what his p1mps on Wall Street care about.

I see at least 50 for Krabanaugh. He got his wish. IBM over 300 a share.

With those great numbers that BM just shared, the bonuses and raises are going to be up significantly. Right?

Here we go. No more just doing your work. “Raising bar on performance”. A lot of people are going to get targeted pips and fired this year with this new framework and that’s why it’s replacing SMART goals.

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

Sound familiar?

For anyone not aware, it is mandatory that 5% of your bonus will be awarded in shares. Team members will only get told during their meeting. You get a minimum of 2 shares if you can't afford more.

Can anyone explain how this is calculated? E.g. if 5% of your bonus is taken for shares, but that is only enough for say 2.5 shares, how does it work? (What happens to the residual?)

Does anyone actually care about people with POT 34? What does this even mean? Feels like it’s a bait to keep the slave treadmill going. My sup. Just gave me few generic next assignments and said it will eventually depend on availability and performance. Then what are YOU doing for me?In the last 5 yrs I have one E, 3O and one OWD. How much more do I need to perform! Am I f*** and should I leave immediately?

The cuts in VBG definitely had to be performance based. I’ve been looking up VBG jobs that have been posted in Jan in various states on Verizon careers website and there are several openings for client executives, senior account manager/account executive roles and the retail smb positions. Some of the cities I selected recently had people riffed in that area/territory last month and now the job is open and there was NOT additional headcount last quarter so the q4 hiring freeze is not the reason the job is open now. essentially they just axed some people to get rid of them and hopefully bring on better talent in Q1. At least that’s how it appears to me, what do you folks think? 🤷‍♂️

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.

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

Do managers have to do the calibration according to the scale or can they actually just put more people in meets instead of rating them as exceeds, etc?

If using this to track our every move why aren’t all bands (3 and 4 specifically) required to use it if not directly tied to production? Seems to me if they are looking to cut people this would be where to start - if your Verient consistently shows you are more idle than not maybe you are disposable more than others.
I am not talking the downtime because of reading an email and gathering your thoughts or listening to a recorded team meeting you missed. I am talking about the people who WAH and log in early in the morning then go about the morning getting breakfast, showering, walking the dog - THEN actually starting work or napping during the day. We all know installing Webex on your phone can help it “appear” as if you haven’t stepped away from your desk but if Big Brother can actually TRACK you are not at your desk why not leverage it as needed? I HATE Verient but if it is for some it should be for all and used the same across the board.