#performancereview

What are they for nowadays? To belittle us some more and then give us no raises? It’s basically what they did. Everything is urgent in this bank except employee recognition and salary increases.

Honestly thought they would have dropped the axe months ago at this point. My IM rating was out of nowhere. I knew they basically cut everyone who wasn’t doing anything at all at this point and now have to find others to slash. Haven’t heard any concerns from my boss about performance since the year end review but am still expecting another bad rating based on what thier new process is. I’m guessing I have until September at the latest until they finally pull the trigger but just curious about everyone’s thoughts. Can’t wait until they finally do it and I never come back to this board again.

How do managers sleep at night when they have to downgrade someone who clearly earned a better performance rating?

Heard from the India team that Muhi Majzoub was in India last week. In a meeting with employees and presence of HR, he basically dropped hints that layoffs are coming down the pipeline soon.

Sounds like salary hikes are definitely getting delayed or might not even happen at all. On top of that, they're fast-tracking performance reviews right now to flag low performers before making the cuts.

Anyone got more details on this?

Message from my M5 NA squash friend is that they will be pushing lower rankings to all in reviews and employees will be stack ranked. There will be reviews across each GBUs. M5 suspects another round of cuts coming. For those with manager hate here - cuts will also be coming in for M level. The initial step per M5 was getting those with few reports to IC in FY 26. Many long term managers are understandably struggling in IC roles so cutting them on performance criteria in FY 27 will create no legal issues. Exact timeline not clear at the moment per M5 and he said he is prepping to be let go and hopes he at least lasts untill his RSUs/options vest. The RSU/options vest at M5 NA are 500K-1M - WOW - I don't think it was a lie. My Senior Developer RSU is 7.5 percent of that like WTF.

These co-worker feedbacks really make no sense. I chose people I thought liked me. I gave everyone 5’s regardless of how I felt because I’m not doing BNY’s dirty work. But dang this thing has really made hostile feelings amongst the group and lots of gossip about who we think said what. My reviews were above average in total. I don’t like a couple things that were said, but now I’m thinking if I get the person who I’m suspecting said certain things, I need to be a little more honest for the next round. The top says “anytime feedback.” Can I add gripes all year long?

So now, instead of mid years, we can all expect two required check-in meetings both to occur in june and july.

No feedback is solicited from the employee for this, and your manager can only rate you as 'meets' or 'does not meet.' There will be a dashboard about how you are trending based on no metrics available for the general population to see.

In the stacked ranking world that we all still live in they have removed exceeds and consistently exceeds because those don't exist anymore. As for consistently does not meet, you're just sh--e out of luck and fired. Instead you either fail, or you're acceptable.

No path to improvement, no mention of coaching or development. Just a very easy way to get rid of people not liked. It does not help. The article is written like sh--e and probably using m dash prompts because its incoherent, just like me. Fu-k you, WF.

BNY Used RTO, Performance Reviews to Cut Jobs: Ex-Staffers

The firm has consistently reduced its headcount for the last six quarters, regulatory filings show. Former employees told Ignites how they were pushed out due to unexpected poor performance reviews and forced relocations without benefits.

What’s your aggregate score vs. firm avg?

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.

How concerned would you be about RIF of your role, if your team received a request from your AVP for individual mid-year accomplishments to be sent to them in a doc, 2-3 weeks before the official Mid-Year Accomplishments submission portal is open?
To me, it signals more of a 'why should we keep you' than an official performance appraisal, but maybe I'm paranoid.

Make sure you do some research on the team before making a switch. I’ve heard of teams with ongoing management concerns, including one where the manager has been out on maternity leave for extended periods almost every year for the last 3-4 years and then returned to take credit for the team’s work. There’s also another team where employees were reassigned primarily so they could be given poor performance reviews and eventually laid off. You definitely want to avoid ending up in an environment like that.

Thoughts on yearly self review. Is it pointless? We have been told no raises again, so is it to continue to weed employees out. Not new to Oracle 13 years some great, some awful. Just trying to pay my bills while looking for something new.. Peace and love.

Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how

As of this week I have a new manager. Will they be conducting my mid year review or will it be my old manager?

Oh well, two previous managers said the same then happened a reorg, then the next manager said the same, then another reorg, now the new manager says the same. No Focal for a 6 years in a row.

Needs Improvement's raised: 0
Meeting Expectations raises 2 - 4
High Performer raise 5 - 10

Not sure how accurate these numbers are but here a video for insight
https://youtu.be/mqsPJqDOKT0?si=EmZjAZZwYRhAUqla

Any word on merit increases for this round of year-end reviews?

Just curious

I’m considering giving notice of retirement but not sure what would happen after I do. In other words, if I were to give notice that I wanted to retire on October 1, would they fire me right away because I’ve had some poor performance evaluations but today we’re not talking about me leaving the bank. Just didn’t know if by giving retirement notice it might force somebody’s hand. Does anybody have any experience with this issue?

Have you opened ER case before regarding your manager or team lead or performance rating？
What was your experience like?

How honest are we being this year with regards to feedback at BNY?
I'm usually extra generous when it comes to ratings but this year i find myself being brutally honest and people don't seem to be getting good scores at all (i'm blaming menopause)!!

I've watched hardworking, competent people get lower ratings than they deserved, then get laid off as soon as possible. It's not about your value. It's about cutting costs.

Word is a lot of employees are getting surprise off track reviews for Q1. Any truth?

Thought it was just another troll post on this board but it's mid-May and there's no mentions of mid-years on Teamworks. Are they really not happening?

Actually, a few: (1) What is the time that one is contacted to be told they are being let go – – or fired? (2) Are they still sticking to every other Tuesday or is it any day of the week? (3) with the mid year evaluations coming up, are they holding on the firings and layoffs until after the midyear reviews are presented?

FA managers got the email this morning - start FY26 Performance Evaluations as part of the alignment effort. Manager ratings to be review by leadership. Not stated, but expect a “rack and stack” of employees to be part of the process. Evaluations to be completed by June 26. Is this preparation for the next round of layoffs?

Engineers rolling up to a Supv who rolls up to a Sr Mgr who also has engineers as direct reports. If leaders get one “5” to hand out, who does it go to? Does the Supervisor even get a shot at giving them to their direct reports, or will Sr Mgr get one and hog it for themselves?

do guidelines on responsibilities handled by each gsr even mean anything? ive been gsr 7 for four years and my responsibility, scope, and importance of work dramatically increased but im still gr7 all the same. Exceeded on all reviews with the exception of met on my second year.

is this my direct management holding their cards close to their chest or is Ford not a place that cares about fairly compensating employees for workload

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

At the risk of the endless comments of, 'There is no merit', 'get back to work', etc. etc.

Does anyone know when merit will be announced this year? Two years ago was for June 1, last year I think it was end of June....any insight?

Been at WF for almost 1.5 years and want to switch groups. Problem is, my first year end PR was an IM. Although if any hiring manager read it, they would see the review commentary doesn’t match the rating.

Anyways, how does this affect internal transfers? Do I need to have a “meets” on my most recent review to be considered?

Heard rumors that professional services team would be impacted. Also, people not meeting expectations (NME) after performance review meeting. Any insights?

Everyone is going to sound so smart this year!

Hello, so I was Pipped beginning of march from a bad performance review, (4/4/4/3)
And it took them till march to do so. Then I was told they don’t have a notice period for how long

Right now I’m on medical leave, I’m thinking of asking for a separation package? Is this a good move? I plan on framing it very professionally and want to know if since I got such a poor review and a PIP if severance is off the table?

I’m based in Tampa and a AVP

Thoughts on recent all hands and VS future with hopefully F2 and F3 operational?

Are there any specific performance review for leadership? Rooting for RIFing Girish?

A friend of mine was let go in massive layoff 2-3 years ago. He wants to join back. He was given 4-3 rating. Pure politics. Can he rejoin ?