#performancereview

It’s already mid March, did anyone hear about the year end bonuses and merit increase? Are we having this year?

If I got “Met” for overall and a decent bonus and raise, but inconsistent in a couple of the smaller categories does that matter?

Quick show of hands how many of you are seeing higher earnings under the new comp structure, and how many are seeing less?

Been with the company for 13 years. All previous reviews were good and even got top achiever before.

Full background is that my child was born in September (dad here) and so I took the bulk of my leave at the beginning of this CY (after my wife returned to her work). So I was on leave most of Jan-Feb

My overall PR was inconsistent with the reasons being completely bogus and I can literally go line by line and provide concrete evidence of where I did do that or was raising the issue and because I should have been switched to HW my job responsibilities don’t align with SW so they don’t really care (don’t get help from management). We got re orged to a new manager director in October and me switching has been in the works since then.

Now the most d-mbfounding part is that on the “how” section I got 4/6 exceeds with the other two being “met” with an overall of exceeds.

As mentioned I’m in the process of being moved over.

So was this just a way to easily give the short straw to someone who was already on their way to a different group? Some punishment for the timing of my leave?

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

Hi,

Back in 2024, I wrote @OP+1tugivWq where I shared information on PIP changes at Google (as opposed to Alphabet). I felt it was appropriate to write an update for 2026.

First, let me be clear: This past GRAD results season appears to have been a massacre. In 2026, you got your bonus if you were still employed on March 1, 2026. Anecdotally, it seems February 2026 saw a surge of Googlers abruptly leave the company.

This is a continued trend from earlier. At one point, Google used to be more tolerant of employees who plausibly just had a poor performance review period. It is becoming more and more obvious that such tolerance is a thing of the past.

Okay, so you manage to get an S rating. In early March, you learn what your merit increase, bonus and equity refresh are. Based on pay comparison results and personally speaking with colleagues, it seems that the changes described in @OP+1jts0j95y (and kudos to that OP!) have been implemented: T got fantastic raises, O got good raises, S far smaller raises. Depending on where your old salary is in relation to the 2026 salary band for your level, your raise likely didn't beat inflation, if you got a raise at all. Yes, Virginia, there are definitely reports of Googlers who received $0 in base salary increases.

One thing I am trying to wrap my head around is the actual new PIP process. For those who went through it, can you reply with what you were offered? Were you even offered a chance to take a PIP? Did you get 60 days of garden leave? Can anyone say that my belief that those PIPed in 2026 didn't get a bonus is wrong?

When was the last time you had a 1:1 with your manager? Do you have yearly goals you commit to? Do you receive a year end review?

This company gives 0 f’s about any employee other than their bottom line my whole department laid off in February and they spew redeployment BS. Two decades working for them relocating many times across the country. Apply for 15 internal jobs and not one interview. Always had strong performance reviews. Landed a job quickly outside the firm so I guess take the severance and run.

2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.

PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M

$132M among 6 people. Unreal.

Don’t panic, usual perf reviews are on, there is no layoff, people are just paranoid and want to create drama

For old timers forced ranking used to be done in November and then the paperwork/PR would follow in either December or January. Just curious when are the ratings finalized now? We got our ratings this week, but the question is when were they finalized behind the scenes / negotiated who get what rating ?

The layoffs are finally happening. They are in line with the perf reviews.
For those of you about to be laid off, we salute you!!!

so be ready for the big layoff starting Monday 9-16-26.

it should be generally 1st week of march, but no info yet

Store managers, District Leaders, and Regional Directors, please remember this:

When a dedicated, loyal, hardworking employee gets the same "3" rating (and same cr-ppy raise) as a slacker employee who skates by doing bare minimum nothing, all motivation for hard work is lost when said dedicated employee realizes that hard work is no longer rewarded. STOP lumping everyone together as average and start viewing everyone individually. Every team has those people who go above and beyond and do more than others. They deserve to be rated 4 or 5, not cut down to 3 because everything needs to "balance out". Fight for your people, because that's what a good leader does.

What documents required:

1. Employment records, Performance review
2. Aria pages of you and H-1B reporting to same manager
   Evidence that you and H-1B candidate are in same or similar position
3. Git commits screenshots showing you both worked on same code.
4. Proof that the H-1B person is still in Job when you are laid off.

How to file a case :
You have to file a pre-compliant inquiry with your civil rights department

Under Federal law it is illegal to prefer foreign workers over U.S. citizens based purely on citizenship status (like visa) if both are able to perform same duties.

Those who have had their pay rose discussions, how are the %s?

What's with some people getting 3% and others getting 3.5% for same grade ?

I’ve just completed my PDR review, and my manager mentioned that I need to increase my visibility with the SLT. This feedback seems to come up almost every year. It makes me wonder whether the issue is really about my visibility, or if there’s a lack of clarity or alignment in how SLT evaluates contributions.

I got a 4, and no PIP. But was any one pip-ed after year-end reviews in order for them to deny?

Any effect with performance reviews?
Is elevate sap it worth for t4 or t5?

I know it's early in the week, but has anyone found out what their AIP and merit is yet? Was hoping that manager would communicate today.

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

got exemplary :)

My direct either has a fetish for Victorian English or they are using weird prompts in AI. I kid you now, it feels like it was written as if he were going to be laid off anyway, It was great! Stupid and great. Though I guarantee he had no clue what half the words meant.

They're mostly just tools to push people out. Rarely do they reflect someone’s real performance, or the value in terms of skills, experience, or productivity. And let's be honest, the higherups aren’t exactly brilliant either. Hard to see much of a difference, and that really says something.

They want our business as customers but treated us like piece of sh-t this performance review period. My middle finger never been this strong.

What is a Targeted Review?

Curious if anyone received an Above and Beyond rating and what % raise you received? I know of one colleague who did and their raise was 4%, which only equates to a couple thousand dollars more per year than if they had received a Meets rating and 2% raise. Doesn't seem worth it to put in extra effort and go "Above and Beyond".

What about those that received a Meets rating. What % raise did you receive?

Let’s break even more stuff by depending on AI for coding and everything else. Nothing like wrong answers.

Can’t wait for the first level apocalypse that’s surely coming this year.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

Officially reached my breaking point after my performance review.

Context: S&T L10, 4/5 on my performance review, and only a 0.6% raise but “the company is so excited for my growth this year!!!”

I know the situation here and have treated it as a transactional relationship. But for me to bust my a$$, deliver above my expectations, and get a fraction of a percent raise?

They’ve officially lost me, quiet quitting begins now. This company and its “leaders”
incompetence combined with Indian nepotism culture has ruined the employee experience.

I feel disrespected beyond belief, fu-k this place

if yes, do you feel it was justified or just a game to push you out. i am in the second camp. all was rosy and all of the sudden NI

Here’s where it goes wrong:

1. It ki-ls specificity

Good reviews are specific.
Bad reviews say: “Consistently demonstrates strong teamwork and leadership.”

That’s filler. That’s what AI defaults to if you don’t feed it real input. And vague praise or criticism helps no one grow.

If a manager can’t point to:
• A project
• A missed deadline
• A tough conversation handled well
…then the review is noise.

1. It removes accountability

A performance review is leadership. If you outsource your judgment, you’re outsourcing responsibility. That’s weak management.

Employees can tell when feedback is generic. It erodes trust fast.

1. It avoids hard conversations

The real value of a review isn’t the document. It’s the conversation.

AI makes it tempting to soften, blur, or “corporate-speak” real issues instead of saying:

“You’re strong technically, but you’re not stepping up in meetings.”

Growth requires clarity. Not polish.

1. It creates legal and ethical risk

AI can unintentionally:
• Introduce biased language
• Overstandardize nuance
• Use phrasing that sounds formulaic and defensible instead of human and accurate

That’s risky in performance documentation.

How can an individual contributor ever hope for an exceeds expectations rating when they are being calibrated against managers? The visibility, opportunities, and important meetings that managers are privy to isn't an option for individual contributors -- at least not on my team. It is not a level playing field. The managers should be calibrated against other managers, and individual contributors against other individual contributors. This would require more of a general pool approach with milestones adjusted per level-- not so much role. Managers should be expected to perform at a higher level, but the way it's set up now, the bar is same for managers and individual contributors, yet the opportunities to exceed the bar is not. With the "rationing" of exceeds expectations -- it is even more important that at least the playing field is as fair as possible. There is also too much of an opportunity for nepotism and favortism the way it is set up now. Where are the checks and balances? How do you keep someone from saving a favorite who is barely performing at all by stealing from the kitty to under rate a top performer?

Take it from me....JUST go to work each day (virtually that is) and "come home." Meet metrics and percentages. DON'T do what I did. I went above and beyond for the SNP department. I did all the stretch assignments....SME.....instructed the new hire classes....did the precepting. I pretty much did my manager's job (but that is another story to tell.) I STILL got a 3. Do not let it break your spirit like it did mine. Leadership DOESN'T care and you shouldn't either. I got confirmation from management that if you do your job and meet your numbers, you will get a 3 each year. Don't be a fool like I was.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here