#performanceexpectations

Anyone that did not complete a key project deliverable so far in 2026 can expect an off track message next month, the bar has been raised.

Hearing PFUS leadership is saying privately that they will miss plan in 2026 and 2027. What will be higher, the team score or percentage of people who are still around by 2028?

They’ve now published 2 customer PRs this week, must be desperate to have something positive to talk about on the call. If they think Gyro hut is going to move the needle with investors, things must be even worse than they appear.

Dear John,
Oh behalf of the COR retail sales team, we are informing you that you “failed” your side by side observation! Your failed to do your mid check in as well as loosing money for the Company with your failed sales techniques! Your inability to sale and represent the companies values are lacking!

Pip process moved to 30 days. 1 month of not hitting 80 and bam your on a pip. No room for error. Oh and don’t forget if you don’t hit 50% of your INSANE phone quota you go straight to a written. Oh and theres more! 30 days to get on a pip BUT 90 days to work yourself off. Idk but seems like they want us all out for some reason. Make it make sense.

Anyone know the IBP% yet?

Does anyone know how bonus amounts are decided? Is it true managers are told how many people must receive a certain rating. For example; on a team with 10 people there can be no more than 2 people rated at “Exceeds” and there must be at least 2 people to receive “Inconsistently Meets”.

Leaderboard shows how outlandish quotas are right now. 60+% of the company is struggling to hit. What’s next?

If you take on 50 tasks and do 49 of them exceedingly well but do a so-so job on the 50th one, that is what you get judged on.
Better to take on limited tasks but do very well on all of them. If you think you might fail on a task, best to pass that on to someone else.

Simply put, translation: if you’re not meeting your goals, you’re going to be let go.
Read between the lines. He’s basically saying, no goals, not meeting goals….no job.

Since when does ‘meets expectations’ require significant achievement? To me this sounds like giving management the green card to start PIP-ing those still left. Anyone on the bottom 10% of who is left after 40% have been cut. Anyone with a real performance issue would not have survived all the recent mass layoffs.

All,
Please reserve this time for our last senior leadership meeting of 2025. We’ll discuss performance acceleration and Reimagining Work, as well as any questions/topics you raise.

Many underperforming or overlapping doors will close or be converted to authorized retailer locations, especially in mid-tier markets. The company has already quietly stopped renewing certain leases and is testing smaller “express” formats.

Shifting to Indirect Channels:
Expect a heavier reliance on indirect resellers and national retail partners (Best Buy, Walmart, etc.) to handle standard transactions while corporate locations focus more on high-value accounts and business support.

Assistant Manager Role Consolidation:
Assistant Manager positions are likely to be merged or reduced, The “one manager, one lead” model (similar to what T-Mobile adopted years ago) is being piloted in select districts to streamline payroll.

R2B / SMB In-Store Teams Realignment:
R2B staff may be centralized or reassigned to district level coverage instead of sitting in stores. The focus is shifting to digital appointment-based engagement and outside acquisition rather than walk-in small business.

Performance Pressure on Remaining Staff:
Those who remain in corporate retail should expect higher individual metrics, less admin support, and more tech-driven monitoring

Our teams work so hard even being short staffed. Last week we had a great visit from our regional! Then this week our market manager came in and ripped us! The club looks the same as last week! So if a sign is a little crooked, or a pallet not on the line, we fail. Is it like that everywhere?

Here's a revised version of your message with a different wording while retaining the essential details:

"How many stores have had to prepare for these visits, and how many have been given additional support for this spectacle? We know which locations are selected; it’s always the Regional Pets that will stand there and agree to everything presented. Remember, you’ve been operating with minimal hours, yet there’s an expectation to achieve everything with insufficient resources. Let’s be honest about the situation. Corporate likely understands the reality, but they seem to prefer orchestrating things while many are left to bear the burden."

With management now openly changing the role of SEs on the field and expecting them to perform tasks and duties that are outside their typical role and certainly not inline with their original job description, it is now more clear then ever what the intentions are. The expectation to line up 6-9 customer meetings every week between existing customers would mean that you would be meeting with each customer every month. Most customers dont want to meet every month... specially if they are not buying anything new. Management knows this already and is using this to decide who they can put on PIP and ultimately "fire" for poor performance without having to pay them a package. Lets face it, we are in revenue decline because of mismanagement and now the employees are expected to pay the price. Many of which have been with the company for a long time and have contributed a lot over the years and now are being given the short end of the stick. If the headcount is in need of adjustment, why not at least do the noble thing and pay people their package? I am willing to bet that if they asked employees to volunteer for a layoff and still get a package the majority of employees would take the offer. This would show the reality of how low the employee morel is and how poor the company is being managed. Perhaps, this would make it difficult for KKR to sell Omnissa to a potential buyer once it became evident how things are running in here.

Is there even a small chance that this will be performance based? Or are they going to focus on numbers once again and lay off people who are higher earners?

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.

It's total nonsense. My manager reviewed my workload yesterday, and I've received 40 percent more work since we lost five members of our team. But he indicated I need to close my SR faster since we are under more secruinite and my metric doesn't match his standard. Wtf

I don’t see the point in working harder to improve our team metrics just so my manager can look better to his director.

I’m not putting in extra effort; where’s my pay raise? What’s the point when this company is laying off people? I’m just here to collect a paycheck until I find a new job.

My friends were let go despite being high performers, and I have no desire to go above and beyond for this organization. It really feels like a terrible company. Is the moral low in other team?

I told my manager I can only do what I can and there is nothing else for me to improve. He was not happy but who caresssss…

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.

Yearend self evals are usually due early October.

they've taken away all of my onshore colleague's work and now are telling us if we don't hit certain performance metrics we will be fired. they told us we aren't to produce any work; that's for offshore to do. and now they're tracking our productivity. couldn't be more transparent that this is their way to fire us without severance or unemployment. my team is made up of smart people. people with degrees. they were told if they studied and got degrees in valuable knowledge work the US needs they could find decent jobs. these people have families they're support.

now we have been replaced by an administrative caste one rung above us who isn't accountable to anyone in this country. many of them have false credentials. all of the money paid to employees of this company that would have circulated in the US system is being removed and sent overseas. you have been replaced. this country is a fu--ing joke and we'll just sit here and take it. honestly if that's how we're going to respond we deserve it. we all deserve health insurance tied to employment. we deserve to be replaced and have our position in society given away. we won't fight for it and of course nobody is going to fight for you. we'll su-k it up and take it like little bi--hes and kiss the feet of our new administrative overlords from overseas, send them our money and thank them for it. fu--ing pathetic