#performance

No new ideas so let's just keep flip-doing back and forth on things that don't matter.

I'm sure there are gonna be a bunch of 2s given out, though, to send the message that Bill Brown thinks you su-k but we're not ready to fire you just yet.

is it by performance or bcuz of location, or just pure hatred?

There are enough locations that IF Hertz allowed scheduling based on performance 100% rather than longevity having any merit to a schedule, then you would have your money driven top performers taking the most transactions lately resulting in a revenue surplus.
What grocery store has their oldest cashier who is not efficient just because they’ve been with the company for a long time?
Or do we continue paying these over paid hourly employees to resolve little to no revenue which the company is scraping to attain to pay the positions that are duplicated, tripled, top heavy…

What can we do about it?

EH can evangelize “we’re all about sport” all day long. Duh.

Wall St street and former shareholders like me are over it.

Tired of the excuses. Just Innovate! Without it Nike is uncool in this era.

1 Year Return:
Valero 19%
HF Sinclair 17%
Marathon 15%
Phillips 66 (0.4%)

2 Year Return:
Marathon 19%
Valero 17.5%
Phillips 66 14.3%
HF Sinclair 4.5%

Since Mark L. Became CEO (July 2022)
Marathon 32%
Phillips 66 19%
Valero 17%
HF Sinclair 8%

some might say that he has not been back enough time to make any changes and show results.
Whereas some might say he is not working out.

I would like to know what most of you think of his performance and about Nike's future?
Comment is greatly appreciated to build consensus of EH administration in this site.

My take is that his administration is failure.

If I was worried about losing my job. I would make sure I was doing what I was supposed to be doing, and where I am supposed to be. If you leave the building and don’t clock out or lie about it that’s time card fraud. You will be put on a PIP and volunteering yourself if there is a next layoff. Also, time fraud will get you the boot so fast you won’t know what hit you. So, if you’re super worried about your job I would do your job.

Manager got promoted for the work I did. I took on more scope due to colleagues being CPM’ed. Manager already dismissing my work, likely I will get successful rating with pay increase not even covering inflation. How to expose manager ?

less than 2 billion for the multiple year in a row??

don’t be scared !

Right... PTO is for taking time off. BUT BUT.... when you start measuring 15 minute increments to adhere to the new rules....sounds like clocking in to me! Give me a break people - those of you who have not yet experienced the wrath of the RTO.... yep you just wait. Sounds like Chicken Little syndrome.

OK then. Call later when you are dinged at review time for stupid infractions that are measured by.....UH HUH....the key card.

"Gosh Blake....you didn't meet your in-office requirements on 10/30/25. Its in Workday. As your manager, I'm REQUIRED to drop your rating. Before you did everything we expected and I had you as a MEETS. But by HR requirements I have to drop you to a "INCONSISTENT MEETS". I'm sorry Blake, I like you, I really do. But I have no choice in this matter."

"But Sir, Sir! I've done everything! Even when my first born was coming out, I was working an issue for the bank!"

"Blake, it doesn't matter. I'm sorry. There is nothing I can do. You should have clocked in earlier or came in for another day for a longer period."

"In fact, we are on a bell curve. This means I have to rate everyone, and you, because you missed 15 minutes on a 3 day period, you are now summarily dismissed".

"But Sir!! I've done everything you've asked! I stayed late! I didn't bottle feed my kid because you needed me! My wife (bless her soul) had to stand in!

"Isn't my sacrifice worth anything? Anything at all?"

"No Blake, I have no choice in this matter, I'm sorry. Pack your stuff, you are done"

Fade to black....yep. That's it folks.

IMHO

Seems like there’s a much bigger emphasis this year on explaining how you’ve met your goals and objectives that were submitted at the beginning of the year. Still need to work on day-to-day tasks and can’t always be expected to meet every goal. Seems like they’re looking for reasons to get rid of people.

YTD, 5 year, 10 year returns in abolute percentage.

Fds. -40. -12. +77
Msci - 7 +60. +840
SPGI. -2. +32. +450
SP500. +14. +100. +250

Lots of full time employees that are Leads don't know how to code, only thing they know is to take credit from the work the contractors do.

C'mon ATT. You've sent plenty of good people packing, yet somehow missed a significant number of freeloaders who haven't worked an honest day in years. Those Detractors bring down the performance of everyone around them, always complaining about a policy or a meeting or Visa workers or the current leadership. Profitability would increase by reducing the distraction of employees who clearly don't want to be here. We aren't short on headcount. We are short on employees who are willing to work. Build a better workforce.

MG is coming for your pension. Total comp is also going to be based more on “performance.” Aka, your mgr will have even more impact on your comp.

Why is BP trading treated like royalty when there returns on trading are abysmal. Can AI and a pack of Indians improve profit margins? The majority of trading staff appear to have a superiority complex that is not warranted. Could leadership pressure staff with performance results tied to salary?

My management structure has not allowed me to move forward. I've had top performance awards.....but it doesn't matter. My current manager has put in bogus evaluations on my mid-year that I didn't even work on in 2025!
I filed with HR and they basically found that my claims were "unsubstantiated misconduct". Oh boy, do I have a ton of info on that one!!! To be sure, HR, is not your friend and they'll say "I'm sorry but due to confidentiality reasons, we can't say" to ever question you might have.
My advise? HR will not help you. As the victim, I've not even heard what they did, who they talked to, and what came of it. And yet, here I am.

Not happy, not mad either

How much does it have to underperform the S&P before Cartwrong is fired? I guess the board is watching a different stock market to the rest of us.

Hopefully those that have been instrumental in the decline of Teradata through derelict of duty to those at TD and their customers have run out of runway. They have been living a cat’s life for the duration of the decline at the company. Let’s face it..the barking will be more muted as there is no more or should I say no one left to hide behind or push forward as the sacrificial lamb. No more runway left, no more layers of gullibly management to hide behind. The layers have been removed and the spotlight is firmly on one specific service sales person to deliver. If you create a persona that you are the best, there comes a time when your bark will be seen through and you can no longer hide. The time has come..the end is near.

Simple. How’s Apache doing today?

CEOs Are Less Likely to Be Scored Below Target

In addition to higher average annual incentive scores, individual CEO outcomes were much less likely to be scored below target and performance modifiers were less likely to decrease CEO outcomes.

As shown in the figure below, 31% of the aforementioned U.S. companies had below-target corporate scores vs. only 13% of individual CEO scores. Additionally, performance modifiers were four times more likely among S&P 500 companies to increase than decrease CEO annual incentive outcomes.

Meanwhile, 39% of S&P/TSX 60 corporate scorecards were below target, but only 26% of CEOs received below-target scores on their weighted component. No Canadian company used a modifier to decrease the annual bonus.

https://worldatwork.org/publications/workspan-daily/comparing-individual-ceo-performance-against-corporate-results

Looks like Rarhul is dust, came in when yhe share price was $24 and left 2 years after leaving the Share price at $13

Absence of organic revenue growth over the past two years suggests it may have to lean into acquisitions to drive its expansion
Earnings per share have contracted by 3.6% annually over the last five years, a headwind for returns as stock prices often echo long-term EPS performance
Underwhelming 1.2% return on capital reflects management’s difficulties in finding profitable growth opportunities, and its falling returns suggest its earlier profit pools are drying up

I’ve been placed on a PIP in my very first performance cycle as an experienced hire. It’s been almost a month since the program started, and I’m now considering resigning. If I opt for PIL (pay in lieu of notice), will I still receive the remaining salary amount? Also, if I leave before completing the PIP, would I be eligible to be considered for future roles at ExxonMobil?

Look out everyone, orgs are now monitoring everyone's AI usage to fit with our glorious leadership's new decrees that we are now an AI-first company. If you aren't shoehorning AI into every part of your daily workflow, you are considered a bad employee and will soon be replaced by someone who is better at kissing a-s and BS'ing about how much they've multiplied their productivity by using the custom cr-p tools from the Copilot suite. Dadlani's posts asking everyone about how AI has improved their work experience are always met by shameless a--kissing from offshore managers about how their team is 3x faster than before and getting head pats for it while level headed managers who are pointing out how AI is not a magic one-size-fits-all panacea to this company's tech debt and other core issues are being completely ignored.

You've been warned, this company's headless leadership pivoting towards AI and making it a priority is not an idle threat. They genuinely believe that if everyone, even the janitors, are not using AI, then they are replaceable. Absolutely clueless and out of touch people forcing managers to choose who to fire based on unrelated criteria to their work.

I used to feel confident but now I doubt myself every single day because of the favoritism and gaslighting here. Even as a top performer I’ve never felt so low about my work. It’s utterly exhausting trying to hold it together and I don’t know how much longer I can.

PIP here is more about intimidation or saving money than actually helping anyone improve. Most of the people put on one are not even low performers. I’ve seen good people stressed to the point of burnout just because management wants to assert control. It's all bullcr-p.

I honestly can’t remember. It’s always been about cost, nothing else. We’ve been shedding talent like crazy for years, and no amount of reorganization will ever redeem that.

There is no point working in sales here at the moment . Unnecessary trainings meetings and demodifer make it close to impossible to hit your number. Not to mention 30% increase in your number when the company is not doing well. They just want to find way to get rid of people ..dells out of money for packages so now it's performance based termination...bring it on my laters ready with all details on how you have sc--wed many people . About time a class action lawsuit is done to get back to leaders who keep filling their pockets.

Five year return for TFC is just over 18%. Compare that to JPM at over 202%. I realize we are not exactly comparing apples and apples but at this sort of return for Truist why hasn’t the Board of Directors got rid of Billy Boy. ?

Fireside chat “I am more confident in our strategy than I have ever been”
The man is deluded.
Future performance is normally determined by previous performance and all that has happened under SB tenure is chaos, confusion, reducing results, reducing stock price

It’s exhausting watching people coast while the rest of us scramble to get things done. Every project ends up feeling like a fight, not just against the actual work, but against all the nonsense that comes with covering for others. And then to see them survive a layoff round after a layoffs round? No. Just, no.

From what i'm hearing, there will be minimal if any promotions this cycle. In December the ELT said that performance / merit based reward. Doesn't seem to be the case does it?

Given that the lay off selection didn't consider a person's performance rating, how on earth does Oracle think they can motivate the employees who remain ?

Well, apart from maintaining a culture of fear and simply telling them that "youre lucky you still have a job".

Thank you for your service .... sorry, no focal again.

Source: https://www.thestreet.com/investing/stocks/shark-tanks-kevin-oleary-sends-harsh-message-on-intel-stock

"The U.S. government just announced it’s taking a stake in Intel, and let me be clear: I abhor this idea. America has thrived for over 200 years because the government stayed in its lane."

• Kevin O'Leary

"We let dead old companies die. I have no interest in taking my tax dollars and giving it to a company that has performed so miserably."

• Kevin O'Leary

"Intel should have been sold for car parts three years ago. I do not want to invest in it. Why would anyone want to own this thing. Take it behind the barn and shoot it"

• Kevin O'Leary

Would love to know if any REAL managers have insight as to how/why employees are let go versus others.

This is MY opinion so take that as you will. It's worked out for me in every job I've had and, Dell being a company that is on a 24/7/365 layoff frenzy, I'm still sitting pretty good.

If you don't want to be laid off then just be a middle ground employee. Try to border the "top performing" employees area but don't go much further than that. Be easy going, easy to get along with everyone and don't start arguments/conflicts; and don't voice any strong opinions or cause controversy. Basically, just stay as neutral as possible because the more you are "known" - for good or bad - the bigger the target is on your back during layoffs.

Managers always say "they had no choice in who to let go" - That is 100% BS unless HR/execs are simply wanting to get rid of high earners to save money. HR and execs have NO idea who you are, what you do and how well you do your job. Your direct manager does, though.

It's more beneficial to get rid of 5 people making 150-200k/year versus letting go 10 people making 50-70k/year. The math doesn't math up but you get my point I hope.

Strategically speaking, you get rid of the highest salaried low performers first, then the bottom performers overall, then if necessary, low performers in between.

Managers/directors have a checklist for layoffs that determine who they have to let go/who stays. It's more of a 1-10 type of check box but to keep it simple... Kinda how Tell Dell surveys work.

Does he perform well in his job? yes/no (1-10)
Is he easy to work with? yes/no (1-10)
Is he liked by his coworkers/others? yes/no (1-10)
Does he go above and beyond? yes/no (1-10)
Does he call in sick often? yes/no (1-10)
Does or has he had complaints against him? yes/no (1-10)
Do they volunteer to take on tasks/projects? yes/no (1-10)
Are they habitually late? yes/no (1-10)
Are they reliable? yes/no (1-10)
Have they had any write ups/coaching plans/PIPS?: yes/no - this will do it right here if you have and many/most of the answers are "no/indifferent" in the above questions.
Any HR tickets filed against them? yes/no (1-10)
Have they willfully broken any company policy? yes/no (1-10)
Have they attempted to steal confidential information? yes/no (1-10)

I made all of this up as I have NO clue but these are my guesses as to what some of the criteria would be. My dad was a sr. manager at Motorolla, Freescale and AMD for 20 years and he told me that when he did have to do layoffs, he had a "matrix" type sheet in which he'd rate employees on based on a bunch of questions; similar to the above. I'm sure Dell does it similarly.

I don't think most people are laid off at random though.

Quiet quitting drags everyone down. If you’re checked out, just leave instead of coasting and dumping work on the rest of us. The whole team pays the price when people stop pulling their weight, and it’s getting old fast.