#performance

QIPL employees, especially in IT, are doing little to no work and taking credit for work they’re obviously not doing and they’re being promoted! How is that justified? There is no accountability for mistakes from QIPL team members and there seems to be bias/discrimination against non-Indian employees in this AR cycle.

NY/NJ region will be letting go of underperforming and non compliant RTO employees early in Q1

They give all these teams a deadline of 12/15 to get their MBO score in order. Many teams in our org had releases scheduled to address various vulnerabilities prior to this deadline. Now that date has magically shifted to 12/10 and the "MBO Score" which determines our year end review and RRP eligibility is frozen.

Who the he-l decided that giving these id--ts this much influence in the company was a good idea? Half the time their scanners aren't even working and they don't know why, so your MBO score will fluctuate between two wildly different numbers weekly, making planning not an option.

My boss told me his manager put me on a IP. It started as SP-L but got downgraded to a full IP. The result is no raise and half the bonus. He doesn't have any specific critique, but said his boss wants me to be more visible and on camera in meetings.

Any thoughts on what the payout will be for 2025?
I can imagine that the targets are made more difficult for 2026 to save money
Also can foresee the end of the LTI and other non contractual benefits

Follow up from my post yesterday. Today my team was destroyed, as were many.

Years of building, growth, and success right down the drain. Top performing reps sent to unemployment right before Christmas. Meanwhile, mo--ns and failures keep their jobs. It's not about layoffs, it's about making horrible decisions and then executing poorly on those decisions.

This company has become an utter disappointment. We immediately bankrupted our culture, integrity, and brand as soon as we win the war. T-Mobile is showing their true colors, and it's as disgusting as it is disappointing.

0.5% raise AFTER being an exceptional performer????

I got much higher raise when I was SP last year.

Yes the higher bonus was something I expected.

But negligible increment seems like a strategy to keep employee on their toes and live in uncertainty about their future bonus.

My manager seems to be the biggest snake, how the he-l does base pay raise work????

We just had a TDC Townhall and everyone was saying kudos to everyone. While recognition is good, we also received word from our TDC leaders that there is a 20% cap on the number of TDC associates who can receive a rating of for 2025. If things were so great, why impose a cap? This is so frustrating.

We don’t expect significant layoffs before end of financial year (Jan 31st). 3Q was good, stock is up and the holiday event seems to be going fine.

Evaluations continue on where AI can be implemented, although progress is slow due to backlog and inability of the tech side to implement and put into production old projects that have languished. Some will be canceled.

Evaluation time is coming up for salary associates so we’ll see the normal reductions based on performance starting March/April.

Probably no significant workforce reductions until the May time frame. Once the new CEO is installed, it’s likely we’ll see some tech leadership turnover to increase focus on project delivery and stability.

We believe several areas are probably safe from the potential 2Q reductions, such as transportation, vision and store staffing. Expect a focus on market management and merchant areas with potential AI solutions to streamline the business side and a renewed emphasis on first to market activities.

We think the biggest resource impact could still be in tech but not until 2Q.

How much is the average connection award for top 30%?

At this point I would like to say nuke all the workforce and start from fresh, coz I've seen some particular orgs being rotten for decades with politics and performance is no way factored into firing and less competent folks are prevailing, yoo eh, this is the golden opportunity, create a business continuity plan and then nuke all the work force and hire / rehire need as you go basis - twitter did the same, why not Nike...iykyk

Why is it that at Nike, career progress seems to depend more on playing office politics than actual work? I've noticed that merit has very little influence, while understanding how to navigate relationships and kiss the right butts is critical for anyone looking to move up. How can that be considered a good thing?

Dell continues to keep employees who barely contribute, and I can't figure out why for the life of me. People coast through their jobs and still get the same pay and benefits as those of us working hard. Getting rid of actual low performers and keeping capable staff would improve both morale and productivity instantly.

Or more importantly, how?? Do so many people truly think she's doing a good job? I'm just as shocked at the 4.1 overall stars. I didn't think I was the minority in my opinion of this place, but looks like I was wrong.

How did we get the worst CIO in not only out industry, but in the country? A used car salesman would do a better job. At least he might have a shot at convincing us of the lies being told. He must have wrecked GM IT. He makes BB look like a super hero.

Since we benchmark everything else, why don’t we benchmark our leaders as well? If we had, we likely wouldn’t be in the situation we’re in today.

I am beginning to hear rumblings of some of the front line sales reps who were laid off being backfilled as early Q1. Primarily the VBG client execs, public sector and sled CEs, SAMs, and the SMB reps who were just laid off. It’s sounding like they laid off who they perceive as low performers only to be backfilling their positions for the same or similar territory come Q1.

This Forum reflects the need for significant headcount reductions in 2026. We struggle with any decision for increased investment while AT&T continues to retain these bad seeds. They tarnish the value of your Product. AT&T could have a bright future if the tougher decisions are made to prevent further decline.

https://www.phoronix.com/news/Brendan-Gregg-Leaves-Intel

One day after quarterly earnings call, stock hits the low point for the year. Can Wiley dig itself out of this ongoing mess?

Last year I got a bigger raise compared to this year even though my rating was MUCH MUCH BETTER.

Does anyone know how the raise works here?

What's the point of being a high performer if it doesn't translate to money??

When will Fido realize "recognition email" doesn't pay my bills ....

How poor are personnel and career management at Shell, really? That’s a question, not a statement.
Doge fires 1,000s on bogus poor performance allegations; many having to sue to get their jobs back.
Ford warns employees they risk firing for not complying with RTO orders.
Meta and GM terminate by impersonal, surprise emails and/or texts, after blocking intranet access.
Many staffers at lots of companies agonize over cutbacks and layoffs.
Is Shell actually so much worse? By comparison, how different can Shell be at personnel management and career offerings? Is the grass really greener elsewhere?

What's the hold up? I hear Managers have been asked to wait until January to have performance discussions.

Does anyone know if maintaining a 3 day average in 2025 will impact bonus/ratings this cycle? If I had to guess I was at a 2.8 for several months. Not sure how this will play out end of year. Any insight?

Why does everyone at Lexmark and now the legacy- Xerox SLT think that everything that Lexmark do is fantastic. They lost $600 million last year so I do not understand???

I know that Verizon’s future success is the last thing on the mind of the people who have been laid off, but someone commented that layoffs and AI will help Verizon bounce back and become more competitive. I cannot let that go without an answer. That’s not the case at all. Layoffs are just short term financial engineering so the leadership can report lower labor costs during quarterly earnings.

VZ had voluntary and involuntary layoffs every year for the last 10 years. If layoffs made companies grow, VZ would be growing like crazy and the share price would reflect it.

Jeffrey Pfeffer, a professor at Stanford Business School, had studied the available data and came to the conclusion that frequent layoffs hurt in the long run.

https://www.careerusa.org/jobs/179-resources/168-career-files/158-16-must-read-articles/372-lay-off-the-layoffs.html

Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.

given we have lifted the asset cap and are extremely profitable, one would think this years comp would be one of the best in a while, but from what I hear it's going to be one of the worst. Guess they need more money for severance and stock buy backs.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

You’re seeing more and more AEs talking about PIPs on the rise. Not because performance suddenly tanked, but because targets quietly drifted into fantasy-land and Dell doesn’t want to pay severance.

Anyone know what the criteria was to determine the automatic lists of people eligible for promotions this year?

https://fortune.com/2025/11/30/cisco-chief-product-officer-jeetu-patel-work-life-balance-not-equal-two-exceptions-for-success/

Maybe someone should inform him that you get a "E" for Effort and an "A" for Achievement. No one cares how long you work! At his level, results matter, not time on the clock.

Of how well BFCM went / how JC & MD manned the phones to help out. YOY increases and the usual BS that it was the best year ever ?

My manager has confirmed that “performance layoffs” will be implemented if the launch of Goosehead’s new AI Lily is successful. That’s why everyone in service was written up for something, to set the scene for firings that are designed to cut costs. That’s also why RTO is slated for February, to cut more staff. Charl Lombard and his McKinsey ilk are behind this nonsense, thinking that hold times will be improved by Lily and then they can cull the flock. Yeah, we’ll see

Trying sh---y AI into performance is a new low.