#performance

Wayfair really turns a blind eye on some. Im in another team but my friend heard that one of the CSO agents does work avoidance and nothing has been done. Keeps easy tickets and updates them every two days just to meet metrics when it should have been closed but goes on weeks with it open. Out of the blue the ticket metric sky rocketed.

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?

Verizon DJIA DOGS: Dividends Over Growth Stock!!!

Verizon shares identified amongst the 2025 worst stock performer and the 2026 candidate for the top pick for the Dogs of the Dow investment strategy.

Noting for 2026 Verizon will not have any share price appreciation but plausibly a 6%+ quarterly corporate dividend if sustainable??

Oh, you thought they were going to choose the most capable and knowledgeable people? Not a chance. They’re picking the ones who excel at kissing up and delivering polished slide decks to upper management. These are the folks who coast by using the work and expertise of the very people the company isn’t keeping.

They’re selecting the “yes‑at‑all‑costs” crowd—people who are just trying to hang on until the back half of 2028. Some of them even said they couldn’t relocate because of their spouse or personal situation… yet suddenly they’re taking the job?

Honestly, I hope it blows up in their faces when the yes‑people eventually leave, and the company realizes they let go of the people who actually knew the work and kept things running. At that point, they won’t even be able to operate properly.

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?!

Capital Management Employees are vastly overpaid $$$ compared to almost every other division in the company+

out of the 35+ people, almost all are EVPs, SVPs, or VPs+Raking in $250K-$400K per year or much more+All the extra employee comp & bonus money is being funneled over to Capital Management+They get quarterly bonuses unlike other employees in the company+That is not fair+Their jobs are easy with them relying on AI computer stock picks as they mimic those recommendations along with the analysts+It's time to rein in this area+Company could save $10M w/o Capital Management+Company would make more $$$ by having better performing outside funds with lower expense ratios but tacking on additional fees to drive revenue++too much bloat w/ Capital Management++Hardly anyone is investing in their institutional funds outside of retirement plans & they have spent a ton to get on various platforms+Assets are down over $1B YOY which is 7% of portfolio+Meanwhile, there are no layoffs & employees of that division keep getting new titles and big big salaries and raises.

this year, the vast majority of the funds are near the bottom of their peer rankings & only three funds are in the top 50%. So, 3 funds out of 28--off to a very rocky start in 2026--looks like it will be a down yr+time to cut salaries, perks, & jobs in that division+lots of favoritism going on there--------

Lipper awards were excellent but company couldn't find a way to get news out & more plans & money keeps leaving. WTF is going on ?

$$$$$
Morningstar
Total Return Rank in Category
YTD (1 is best & 100 is worst)
MoA Core Bond Fund 98
MoA Clear Passage 2020 97
MoA Retirement Income 94
MoA Clear Passage 2045 92
MoA Clear Passage 2050 92
MoA Small Cap Growth Fund 92
MoA Clear Passage 2055 91
MoA Clear Passage 2060 91
MoA Clear Passage 2035 91
MoA Clear Passage 2025 89
MoA Clear Passage 2040 86
MoA Clear Passage 2065 85
MoA International 84
MoA Clear Passage 2030 83
MoA Mid Cap Growth Fund 81
MoA Conservative Allocatio.. 76
MoA Small Cap Equity Indx 76
MoA Clear Passage 2070 71

Well, well, well, we told you JC that consumers hate "AI" in Dell laptops, after a year you finally admitted it. I wonder if this will be just an excuse for stock market why Dell is not performing as expected.

Hey everyone! Tell us about the new grades.

Then force them to enroll in night school to take Communicating 101 for Dummies

The left overs are ki-ling it!

$1.37 a share, maybe time to lower that cost average?

Can you f&cks get to working.

If you look at performance metrics over the last 5 years, we haven’t been number one in any of them compared with the other LTIPs. In most instances we’re in the middle or at the bottom. Can’t help but chuckle when MW, MN, and the other ELT members who have been here forever talk about delivering results and being accountable when they’ll never do either. Dead last in ROCE and EPB?? Have another raise! Bunch of clowns.

Eliza™—the AI mascot of workforce reduction—just completed her annual performance review, and the results are shocking to absolutely no one.

Despite eliminating 400 jobs before lunch and auto‑generating three “We value our people” emails, she was rated BELOW EXPECTATIONS.

Why? Leadership cited her “need for constant supervision,” “poor teamwork with humans who still exist,” and “unacceptable integration costs,” which is rich coming from managers who can’t integrate a calendar invite with a coherent thought. Her accuracy and reliability were also flagged, mostly because she occasionally deletes the wrong department or callously schedules layoffs during Christmas holidays.

But the best part? Eliza™ isn’t even PIP‑eligible. HR confirmed she cannot receive a severance package, a farewell lunch, or even a sad little badge‑deactivation ceremony. She’ll simply continue roaming the digital halls, glitching ominously like a haunted Roomba vacuum, waiting to “optimize” the next unsuspecting team.

A true icon of corporate underperformance—yet somehow still praised for her “limitless potential.”

GM and Stellantis have already reported 2025 sales. Ford is waiting another day so we can include a new line item for all the subscription sales.

Buckle up, it’s coming. And the chosen few will get lower ratings to destroy their bonus amounts too.

Don't you all have your SIX SIGMA Black Belts!!!! Don't you all know how to code after 2020!!!! c'mon each initiative by Executive management have really delivered!!! You all can go into the ring with ANY color SIX SIGMA belt I am sure of it!!

Why is it that the people that complain tend to be the worst performing?
Why is it the people that bash the company they work for are also adding the least value?

Honeywell success starts with each one of you. Be happy. Move the needle. Love the game. Rewire your mind.

And also - people in this forum need to stop being racially charged.

Lets use a system that slows down the entire sales process. Lets use outdated software that a monkey manages. We now know the reason why we use salesforce. To slow you down. To create failure - where it did not exist. If you want to hinder a sales channel and further failure - introduce an operating system that runs like cr-p. Salesforce. Look, I get it, you want COR to fail, so you can turn it into AR. That's fine, it is what it is. Comp plan, bend over, promo's here today , gone tomorrow, brought back a month later, then gone again, oh wait bring it back again. Really. Really. Why in the world would you do that, unless you want failure. This was all thought out, tin hat and all. Just top it off with some HTP and sugar on top.

With BS out, another org shake-up to cut spans and layers is unavoidable. A wave of senior exits is being politely labeled retirement, but it’s really a reset.

And while leadership churns, IDC’s forecast is inflating expectations.. numbers will spike whether execution is ready or not.

Less patience. Less cover. Bigger pressure.
The next phase won’t reward tenure.. it will expose performance.

Heard that Chevron might be going Exxon way and implement Stack Ranking. How does it work? Does it mean bottom 10% or people they don't like are let go every year?

Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?

I came across this article this morning that leads with, "Why Is CDW Not Exciting?
Despite the more favorable entry price, we don't have much confidence in CDW."

They cite three reasons: 1) Sales growth over the last 3 years; 2) Sales growth projections are slim; and 3) EPS growth has stalled.

Over the last two years, the stock price is down over $85 per share, with $48 of that over the last 6 months.

While certainly the market is tough, but CDW was always able outperform the market. That ended in early '23 when our run of 8-10 declining quarters started.

We've laid off about 1,500 people over the last 2+ years and the decline in coworker count has had no positive impact on our trajectory.

There has to be a new plan implemented and soon, because what we are doing is clearly not working.

If you were asked, what would be your recommendation to get things back on track?

https://stockstory.org/us/stocks/nasdaq/cdw/news/buy-or-sell/3-reasons-to-sell-cdw-and-1-stock-to-buy-instead-2

Chris: “we’ve had another stellar year. Recording breaking. Our strategy is firing on all cylinders.

Merit increases thus year will be 2.5%. Inflation is 6%. Yes, I know that your standard of living decreases every year you stay at TransUnion. But I’m not the chump. You are. Because you stay.

Sorry about that. All these first class airfares to fly around the world for dubious business benefit sure do add up. “

Does any manager know the bonus numbers this year? More or less the same as last year?

Now that 2025 is officially over, here is how investors will measure us and how Elliott will be viewing the performance of PSX management relative to others and the S&P:

VLO: +36.1%
MPC: +19.9%
S&P 500: +17.3%
PSX: +15.2%

Hey there!

Just got my miserable rating of 3 and another 4 rating. Does it mean I gotta an overall rating of 4?

I also suppose there goes my chance to even transfer to another team even if the promise of no PIP?

No need to say about incre or pathetic bonus, just looking survival at this point of time

What were the ratings exceeds, meets and what else?

I have hit all my goals and performance metrics, and still receive a partial meets. Which put me on a PIP. Is a PIP just a way for the company to let someone go without giving them a package, like they did in the past when it was a layoff?

Has anyone used a lawyer in Florida to fight this when it has happened?

Hey Mr. Schulman, what you doing about the VZ stock price, clearly nothing much for now? More upside to come?? Or else is it business as usual, ouch!

Our IT manager let it slip today saying Leadership wants to cut 20% of low performers in Seattle. The performance improvement plans were created by HR to make them extremely difficult to pass.

This is an open secret. It's not a new thing Citi is doing, it has done same in past with Kathleen Martin Whistleblower and many others and now it's doing in mass. Should do a class action lawsuit it's wrong.

I’ve heard from a few people that PSGs are being suppressed and advancing to 25 and higher will be much less common than before. I feel long overdue for a promotion (both in performance, % CO, expanded role, and time) but am not getting much support for even consideration. Am I capped out?

all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?

If you missed the 3 days in office average for 2025- you are about to get an “Inconsistently Meets” rating for the year. We had managers in our area that had to downgrade team members from “Exceeds” to I/M. It was escalated up to legal and management was told no exceptions.

Best managed companies listing:

https://drucker.institute/annual-data/annual-ranking-data-2025/

IBM at #8.

The press release:
https://www.globenewswire.com/news-release/2025/12/09/3202657/0/en/The-Drucker-Institute-at-Claremont-Graduate-University-Releases-Its-2025-Ranking-of-America-s-Best-Managed-Companies.html

The announcement:
https://www.cgu.edu/news/2025/12/drucker-institute-2025-management-rankings/

The list:
https://drucker.institute/annual-data/annual-ranking-data-2025/

Has anyone heard if we will get raises and what the % is? My boss keeps saying how much she appreciates me.

When are the promotions announced typically? Both with your manager and/or team and then also within your LOB? When is the year end comp (Bonus/Raises) typically announced.

Phil going to die with his company in the gutter.

Shareholders underwater.

Employees underwater.

ESPP hasn’t been relevant for 5 years given sharp decline.

Annual bonus was and will continue to be below 100%.

How embarassing.