#performance

Really feels like Polaris is where you get moved if there is no position for you and you weren’t PiP. So after Polaris project ends, I’m guessing that means you’re cut. If you are average performer I’d be worried.

Cisco should have dominated Collaboration. Back in 2004 they bought Dynamicsoft, which had the best VoIP engineers in the world, bar none. So where did all of that go? Only very poor leadership could waste an advantage like that.

Cisco could have doubled its stock price during the pandemic, but it gave the market away to Zoom after years of constant layoffs. The ELT seems unable to do much else. Even when a team is performing well, they still reorganize it to the point of damage, as if success itself is something they do not trust.

The company is fundamentally obstructing its own progress. It continues to retain individuals in critical roles because of an ineffectual HR department that lacks even a basic command of employment law. Why? Because the organization has placed directors and senior-level personnel whose academic backgrounds are in fields such as exercise management, and “senior HR” leaders whose primary experience consists of processing payroll at Lowe’s—professionals who are profoundly underqualified for the responsibilities they hold.

If leadership wants to understand why revenue continues to decline, it must look directly at the root cause: an HR infrastructure that is too weak, too inexperienced, and too uninformed to stop the organizational hemorrhaging. Meanwhile, employees with decades of rental-car experience remain in sales roles where they contribute little beyond drawing an hourly paycheck, draining the company while offering no measurable value.

And, remarkably, the company even elevates individuals to director-level operational roles despite behaviors as unprofessional as vaping inside fleet vehicles.

As part of the reorg, we have this new sales enablement function. I still have not seen the value of this function as none of the leads are not really doing much. What is this supposed to be? Can we get some competent people to enable this?

I am a TPM and I work my as@ off in OCI... Late hours, weekends, etc. Now I am going to my 3th year without any raise and my boss keeping using excuses. I would like to know if this is only for TPM or if engineers and other managers faces the same issue.

Hot off the presses: If you don’t hit your quota AND you aren’t hitting 80% metrics with the “modern selling tools” (namely SalesChat), you are put on a “coaching plan”…. AKA PIP.

So dystopian. I’ve hit my number every quarter over the past four years, but I guess that doesn’t matter. I guess I am being paid to use the $hitty half baked AI tools instead of to close business & spend time with customers.

I’m no fool. Dell will unrealistically quadruple my quota and then rejoice as it opens up a means to cut me w/o severance. Yay for OPEX reduction!

I will admit: these AI tools are great for less experienced folks, but more tenured individuals don’t need to use the tools as much as the metrics they are setting. They do not replace experience. Dell is definitely going to overrate here and expect a freshie out of college to have the same production as me with glorious sAlEsChAT at their side.

This place is going down quicker than the titanic, and I’m enjoying watching while I quite quit and manipulate the metrics.

I would like to begin by confirming that I am not a director, executive, or line manager. I am simply an employee. I am not highly paid, nor do I receive bonuses, but my salary is sufficient to cover my bills and support my family. I am also very realistic and fully aware that DXC is not a company known for offering high salaries or for awarding annual pay increases to all employees.

I have been with the company for five years and have received one pay increase during that time, which was small. Nonetheless, I genuinely enjoy my role. The work can certainly be stressful at times, but I do my best, and value both my colleagues and my direct line manager immensely.

If at any point my pay become untenable for what I need, then I would look for an alternative role, either within DXC or elsewhere. What truly baffles me is the constant stream of complaints, negativity, and, at times, disrespectful behaviour from individuals who believe they are owed more. Life is surely too short to carry such negativity. If someone feels their role is no longer fulfilling or financially viable, there are alternatives. Why poison yourself and those around you with such pessimism when that energy could be directed far more productively?

DXC does award pay increases, albeit not annually, and promotions are given when they are genuinely necessary. These decisions are not withheld out of reluctance, but because the company is simply not in a financial position to offer more. Whenever I receive a corporate message I disagree with, I pause to consider the reasoning behind it. There is always a context, whether or not I personally agree with the outcome.

Ultimately, I weigh the positives against the negatives, and if the balance ever tips unfavourably, I will take action and seek a change. I may view things differently from many others who post on this site, but I like to think that I am realistic and pragmatic in my approach.

I have been with the company for decades and discovered that ranking is more about your role than anything else. I would love it if the corp would post ranking data in the data lake. The bias would be very easy to spot using data analytics tools.

When are they coming out? What % do you expect by performance group?

Is it working to bring the best out of you?

Do you have a fair shot at getting a top rating if you are not FNF?

Do most people feel they are rated fairly?

Our entire team failed at hitting their numbers for November, same as October so it doesn’t look like the quarter is gonna be any better. Time to call it quits for DSD.

Ford Sales in China
2017: 1.2 million
2020: 602K
Jim Farley took over as CEO of Ford on October 2020
2022: 490K
2023: 455K
2024: 175K
2025: 115K (forecasted)

How will those of us that have been displaced (October) be remembered for incentive allocations that are happening now (finalized in January)? Will leaders just need to remember us that have been displaced or is there an organized process perhaps led by HR to advise managers so they don't forget us?? I was a top performer.

The outcome of this situation is truly shameful. In retail, we were pushed relentlessly to drive the leaderboard, only to find out that leaderboard performance had no bearing on job security. It is baffling that stores, SDs, Directors, store leaders, and sales reps consistently at the lower end of performance rankings throughout the year remain employed.

In the Atlantic South market, we were subjected to endless calls and passive-aggressive behavior from leadership. NONE of that pressure mattered. The market president was the worst of them all. Her and her cronies would talk out both sides of their mouth and leave it up to everyone to decipher what they meant all while screaming how important integrity is. The leaders would go on and on about performance but if performance mattered, we’d have a different market president.

The customers are DISCONNECTING because the leadership at the top is DISCONNECTED to what drives true customer loyalty and satisfaction. In the end, our individual contributions and struggles were irrelevant; we are merely casualties in the company's efforts to manipulate the stock price. Happy Holidays to everyone and I wish you all the very best. We deserved better.

So how come some stores that performed well on the leaderboard were closed? Because they didn't do enough volume? Well everyone in retail knows that they higher ups scold you for volume. They only want "quality" Some stores dug their own grave by gaming the system on leaderboard to be higher on the ranker.

IMO it's always been one of the worst parts about this job and part of the reason that they company loses out on so much. They would rather you walk a sale that retains a customer but whom isn't buying insurance, an add a line and 3 perks on premium.

whats the use of spending hours and filling performance reviews..All we get is 2-3 % raise.
stock is already down , dunno y and how they motivate people to come in and work in the office 5 days, 9 hours.ppl who spent long time here lost even more..for me its the 3 erd year, but the worst company I worked for so far in 20 plus years.

Citi should not block someone to move out when a 4 rating is intentional.

Chevron has delivered the worst stock performance of the year among all major oil companies. It’s obvious that Wall Street simply isn’t buying the story. No matter how desperate the ELT appears when communicating their strategy, they clearly no longer understand what it actually takes to win. They think they’re delivering what Wall Street wants, and maybe they can convince themselves of that — but they can’t convince anyone else. They can’t even convince their own employees. And the result is exactly what we’re seeing today: the worst-performing stock of the year.

I continue to hear that all remote, even those with a medical accommodation will be laid off. No longer giving the ultimatum of, either go in, or accept your 60 day notice. I only know one medical accommodation this happened to recently, but I have to hope, that they are pointing to something performance?? Can they do that? Are they offering a chance of RTO first? Or just cleaning house on all remote?

Inside Sales Representative – Dell Technologies

Empowering execution through operational excellence.

Role Summary

The Inside Sales position is designed for high-performing professionals capable of navigating a highly structured environment with precision. This role focuses on administrative readiness, cross-functional coordination, and seamless support of front-line field teams.

Primary Responsibilities

Deliver timely and accurate customer quotations across diverse product portfolios

Complete Goal File documentation in alignment with quarterly planning expectations

Manage evaluation units and try-and-buy processes with strict procedural compliance

Maintain comprehensive and up-to-date Salesforce (SFDC) records

Execute a wide range of internal forms, submissions, and approval workflows

Monitor and communicate order status, logistics updates, and lead-time expectations to customers

Sales & Strategy Expectations

Minimal direct selling activity required; emphasis is on internal alignment and mundane administrative accuracy

Strategic decision-making is primarily centralized; role focuses on operational follow-through

Performance metrics are based on standardized numerical objectives that may shift quarterly

Collaboration Requirements

Attend and support extended Teams calls, often in a listen only or note-taking capacity while Account Executives lead customer discussions

Participate in all mandatory training programs, averaging 40 hours per quarter, to maintain internal compliance

Conduct mock sales pitches for internal development, despite limited practical selling opportunities due to administrative workload

Quota Alignment

Expected to deliver 50% storage attainment despite data-center outreach being handled by other specialized teams

Must demonstrate resilience working within a matrixed quota system with shared responsibilities

Workplace Expectations

On-site presence required: 5 days per week, minimum 40 hours

Free amenities may be limited; on-site beverage options vary by location (buy your own coffee on the way to work)

Compensation Structure

Base salary aligned with internal leveling

Annual compensation growth is limited; raises are typically reserved for new graduate hires entering the organization.

Variable compensation is performance-based (wink-wink) and may fluctuate significantly depending on attainment

Ideal Candidate Profile

Will support continuous automation initiatives, including providing feedback and training data to enhance AI systems that may eventually replace your job

Must maintain a positive attitude while working toward quarterly targets that are (let’s be honest) mathematically impossible

Highly organized, detail-oriented, and able to thrive in a process-driven environment where grunt work is 90% of the job.

Demonstrated ability to perform high-volume, repeatable tasks consistently and accurately on a daily basis.

Comfortable with high administrative volume and frequent context switching

Adept at maintaining professionalism under shifting priorities and ambiguous targets

Why Dell?

Join a team committed to operational rigor, structured workflows, and consistent process execution where your mastery of internal systems becomes your most valuable asset.

Candidates should be aware that the role’s highly specialized internal processes may not directly translate to external skill sets if held for extended durations.

Dell is committed to supporting you as a valued number in the system, until such time as that number is no longer required.

Candidates are expected to go all-in with full commitment and gratitude for the opportunity.

Heard there have to be 4s on the team. This might be the new strategy to get rid of some serious headcount without any severances. Track your work and have enough evidence to contest the 4s. If they want you out they want you out.

G2 is accountable for this security fiasco . Is he really good for the company or just a great PR machine ?

It is truly amazing how fast the market may have gone from:
Yay, greatly reduced costs from layoffs of aging workers and huge new CAPEX to enter the shiny new field of AI

to:
Wow, you released many loyal and very knowledgeable workers because you thought AI would capably take up their workload? Who do you think generates the knowledge where AI extracts it supposed intelligence from?
Also, dilution and especially debt is favorable, and oh my, a lot of debt is very bad. If that debt is going to generate low margin revenue, you really have to wonder what management was thinking.

Don't even get me started discussing whether Open AI is going to generate enough revenue to fulfill their contractual obligations.

ORCL was last in double digits in Dec 2023, but we could be headed back there very soon in my opinion.

Is there any theory or knowledge as to how victims are selected. Presumably a role has to become redundant and then individuals in that role are selected based on length of service, performance and so forth.

If AT&T wants to push AI so hard, all they need to do is run a basic Google search for “AT&T Su-ks.” Then they can use agents to run sentiment analysis on everything from all the interwebs. There’s even a Facebook page some built called AT&T Su-ks.

In a matter of seconds, John Stankey will be able to see, even without using AI, that Customers are most frustrated with network speed, stability, lack of being able to reach a US-based human agent to resolve billing issues and broken promotion promises, among others.

Go ahead, give it a whirl - especially if you work for J.D. Power & Associates.

With the new performance framework being introduced they’re removing any incentive for high performers to go above and beyond, as their peers who perform below average will receive the same bonuses.

Meanwhile they keep repeating ad nauseam that our ambition is to be the #1 sports brand in the world.

It’s clear they want more people to leave.

Jan 31 @ 237. Apr 17 @ 172. Oct 17 @ $213. Nov 3 @ $254. Nov 20 @ $217.

LAYOFFS!

Everything hinges on quarterly performance. If Q4 results disappoint, we could see another major round of cuts, especially since last year's Q4 was exceptional and Dan needs to show he's delivering results. Q1 has historically been Verizon's weakest period, so management will probably announce significant reductions to satisfy Wall Street if the numbers fall short. I'd anticipate roughly 5% workforce reductions each quarter over the next year, plus at least one new offshore headquarters. The message from leadership is clear: ongoing job cuts in the U.S. paired with overseas expansion will be the standard operating procedure going forward.

Oh, look at that. The stock price went down. Again. Color me surprised.

A company which RIFs its staff for non-personal performance reasons is a company which has failed. A company which RIFs its staff to increase the stock price is even worse - and they’ve even failed at that!

And a company which RIFs its staff for the personal enrichment of its upper levels is something beyond failure.

I know many people in CX team that are good for nothing. There are multiple teams in that group that have not delivered a single feature in the entire year.
They are always confrontation if you ask them. Love to finger point on everyone under the sun .. UX , GTS , legal etc for their massive delays.

All of them survived.. How ? Many great people were let go..

Dan should audit their 2025 performance .. Budget spent vs feature ( code) delivered in Prod.

Hans can fu-k up and he gets a nice bonus. In comes Dan, lies with a sh---y PR statement. Communication company with sh-t communication, gets rid of productive workers with great track records, but the bosses fu-k it up.

I was on Maternity Leave and STD and it was determined that my performance was the reason I had been affected. Is this even legal? I thought that is protected by FMLA? Has anyone else who was on a LOA affected, too?

Any word on the specifics of these emails and timelines? I’m hearing names drop all around me at neighboring locations but don’t understand how these decisions are being made.

Create a mess for the 4th quarter and see how results are later.

Bootlickers, go lick a boot.

We’d easily have enough FCF to pay employee bonuses if:

1. C-suite didn’t burn unquantifiable amounts of money on RTO
2. Legg didn’t donate our cash to Amdocs and TechM
3. We fired the worst performing employee at the company that makes 30 million a year

If they have not reduce from that cr-ppy team.. expect lousy bad web and app experience

Interesting they mentioned the possibility of promotions in January, but nothing about merit increases… unless I missed that?

Performance based reductions to take place in February! Bottom 8-10% will be cut after the holidays. This will not fall under the RIF numbers and will categorized differently to avoid Federal regulations and penalties. Its going to be Hunger Games Verizon style. Truely unfair to hold people hostage for the holidays and then discard. Makes me sick.

until such time that the primary corporate emphasis of financial revenue quantity has changed to product quality.

WMT’s comparable sales up 4.5%, TJX comparable sales up 5%, TGT comparable sales down 2.7%.

How is Fiddelke going to spin this?