#performancereview

Last 3 yrs 3/3 , same bonus same increament 1.5%.doesnt even meet inflation. More commute , different managers to adopt, constant priority changes.
I dont understand what else to do to lift to 2 rating.

For those given this with no prior performance issues, curious to know what they claim was the reason? Im hearing a couple bs explanations which we all know are just that

They are due by the end of the week and I have not heard a thing, is that normal?

Was displaced during Q4 and currently in the 60 days non-working. I can't seem to get a straight answer, but wondering if I will still receive a performance review for 2025?

More of a cover, really, giving higher-ups maneuvering room when deciding on layoffs or firings. They rarely reflect an employee's actual performance, skills, or value to the team. When your number's up, it doesn't matter that your role is critical or that you've excelled for years and know your corner inside out. Nobody's safe. The main guide is profits, and pretty much nothing else matters.

Big wave coming after annual review, no matter what’s your rating or where you are

At this point it’s been 1 week since rest of VSPs left. Company is complete disarray. Comments on CF social media posts show members frustration and lack of any response from CF. How has this mess not made it to at a minimum WBAL? CF leaders have sc--wed the employees and the downstream is a place members lack any confidence in. If bonuses go away, only offshore support will exist, and we all know they care about the income not the fix. Any word when reviews come out or what bonuses are looking like?

I got partially meets expectations at year end. I have just got £4.5k in bonus. This company is an absolute joke even to the well treated analysts but it is hard to find reasons to leave when analysts can expect these bonuses for sub par work. The atmopshere in office is tense as we can sense the hatred as the rumours spread. Other analysts have reported managers and supervisors being overly critical or leaving them out of work out of spite. Worst of all, most analysts considering leaving after the 2 year program.

A consultant with attorneys would gain traction if they were able to determine how many “needs improvements” were handed out in prior years vs 2025 reviews. If the number increased dramatically, then can’t an argument be made that this is their attempt to term employees for they don’t have to pay out severance? I know a person who has been with the company over 20 years and never received an NI before until this year.

I can't wait to see what my rating is, and I really look forward to waiting till July to get my increase. It is fun waiting and getting another opportunity to have a second touch point with my boss instead of getting my raise at the beginning of the year.

Anyone else get this? Review was good. I usually get the standard 2% ish. This year, "overridden" by upper management (whomever that is), down to zero percent. No PIP or anything. Just no raise.

Every year around November, managers ask for a list of names for "feedback." I have no issues coming up with names who will give a solid review but like, what purpose does this even serve? I give names of those whom I have a good relationship with and work with often so it's easy for me - I had 3 managers and 3 sr advisors on my list this past year.

But then I get requests for feedback on someone whom I literally NEVER talk to nor work with more than once/year at the very most. Not to mention I got one from my director/manager whom I also barely know lol.

I always give amazing reviews to everyone but, wtf is the purpose of these? I feel like the majority of people will always give good reviews, even for those who don't deserve them.

My manager set my performance review for Jan 23.

That Jan 23 is also the last date for performance review.
Should I be worried.

What do you think? Better system than ExxonMobil?

Outstanding (~20%): 200% individual multiplier, for "outsized impact" above expectations
Excellent (~70%): 115% individual multiplier, described as the "high-performance culture baseline"
Needs improvement (~7%): 50% individual multiplier, for employees with performance gaps who are expected to improve
Not Meeting Expectations (~3%): 0% individual multiplier, for those who "do not meet" Meta's standards
Additionally, Meta says it's introducing a new Meta Award, a 300% individual multiplier for a small number of top performers who deliver "truly exceptional impact."

Wait…so we’re going back to a single performance category with “5” differentiated ratings? Like 1, 2+, 2, 2-, and 3?

Sound familiar?

what is the difference - which is worst in ranking.

NI. - needs improvement.
IM - inconsistent meets.
NM - not meets.

Has anyone seen or been in a similar situation before? What have you done?

The situation: I got “meets” rating for mid-year review and was told: “you’re at the border of exceeds. Keep doing what you doing”. Started parental leave late August, came back to work mid December. To my shock and disbelief received “needs improvement” for year-end with some made up excuses to justify it. No prior warnings or coaching about what I could be possibly doing wrong that would lead to this rating. And the fact that I was absent four month out of 6. Is it all so I don’t get the bonus?

Does anyone actually care about people with POT 34? What does this even mean? Feels like it’s a bait to keep the slave treadmill going. My sup. Just gave me few generic next assignments and said it will eventually depend on availability and performance. Then what are YOU doing for me?In the last 5 yrs I have one E, 3O and one OWD. How much more do I need to perform! Am I f*** and should I leave immediately?

Context: hired 9 months ago and had a meets rating during my mid-year review (~3 months after starting). Today I had my year-end review and received an IM rating, specifically for "communication".

Is this common for new hires to receive an IM rating on their first year-end review? Not only that, but for something so general as communication?

Details: my review did not mention any specific instance of lack of communication. Just a general statement of how some of my superiors felt I lacked communication that led to delays. So of course my review states an action plan on how to improve my communication, obivously without knowing what the problem even is.

What's even more confusing, my review has a glowing summary and notes from my manager for an array of things. From actively leading young talent to preparing me for a promotion by mid-2026. Not to mention assist in leading a new segment in for my group that will lead to massive growth for our market.

I don't even know what I'm asking, just needed to rant and put this out there. Anyone been through something similar or at least let me know wtf is going on with my IM rating?

Just ask the simple question is it still 120% of budget.. is it tho... the decisions being made are just absolutely absurd at this point and that's saying a lot over the past 3-4yrs let alone the last 15. Sad for all of those who put in the time and effort to hit your # you will get a BS excuse as to why it has now changed... last minute things that make you go hmmm

Do managers have to do the calibration according to the scale or can they actually just put more people in meets instead of rating them as exceeds, etc?

If you get all 3s, do you think you will get a raise? How does that work?

End of year reviews coming up. What's everyone expecting to see and is this supposed need to label some employees as needs improvement actually been enforced.

Any dept rumors of layoffs yet?

Has anyone not had their year end review yet?

I had a call with my manager who mentioned that the stakeholders are not happy with my knowledge and that got me a 4 and he's going to 'help' me with that in this year with that..but now how to know whether there's a pip or not? Nothing was mentioned in the call, but in the comment it's mentioned he would help me with a development plan ..does that mean it's a pip?

Hi, anyone know the course of action I can take in the below situation -

1. I applied and cleared an interview in October 25
2. The hiring manager confirmed and reached out to my manager and I am not sure what exactly the conversation was but after a week when I followed up I got the answer due to some 'unavoidable' reason they're not considering me. (Hiring manager told "from my side I gave it a 'Go' and reached out to your manager too but there are other factors involved in it and sorry can't disclose it")
3. I have been given a 4 (mid year was good)
   While I can gauge what would have happened in October my question is how to prevent it going forward (if seeing my 4 and those false comments anyone approached me) anything I could do? [I am trying out too]

HR guidance is not to peanut butter - rate to a curve but still everyone gets a 3. Extra effort be damned.

I unfortunately am one of the people who received a completely unexpected (and imo undeserved) NI on my recent performance review. I was shocked to say the least as my manager had never brought up concerns in my weekly one on ones, I’d received many positive feedback from peers (even two silver shield awards this year), and had met all work goals. When I expressed my frustration with my manager, she claimed she had brought it up. All that leads up to today when I try to have a meeting with my manager and turn co-pilot on so we can start actually documenting our conversations. She immediately signed off and said we can’t have any meetings with co-pilot or recording enabled. Are you hearing that from your managers too ?

Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?

I see some people getting promoted rapidly within 1-2 years max and others still have the same title after 4-5 years.

Hey there!

Just got my miserable rating of 3 and another 4 rating. Does it mean I gotta an overall rating of 4?

I also suppose there goes my chance to even transfer to another team even if the promise of no PIP?

No need to say about incre or pathetic bonus, just looking survival at this point of time

Horrible the way those making the most
Money are targeted with bad performance reviews without discussion until time reviews are shared. If your not supported during the review discussion your targeted as the one who is put on a Coaching or Performance Plan that you are unable to be successful to achieve. There are soo many unhappy people who work there an stay because they need a job. Very sneaky and arbitrary!

Wells Fargo Technology was once a good place to work, but recent leadership changes have brought a cultural shift that has significantly altered the environment. The new mindset, especially the pressure placed on managers to deliver “inconsistently meets” ratings, has made the organization far less attractive to current and prospective employees.

My direct manager got promoted with zero training and no real leadership skills. I was micromanaged on minor tasks, while big project decisions went unchecked. Communication always felt passive-aggressive, and any mistake I made got used against me in performance reviews. Favoritism ran rampant. People who constantly flattered the manager got all the praise, while those actually performing well were ignored. And he's now in an even higher position. Make it make sense.

A recently displaced HR manager at HY told me in a 1:1 that CS no longer wants to continue paying severance. Instead, he has instructed his directs to relay to all managers to rely heavily on performance reviews to justify terminations. He also mentioned that there is a plan to cut 30,000 employees in 2026.

Yearly raise and promotions what’s the percent typically?

I was on a meeting earlier where open revolt over the performance review process broke out due to the Director on the Spectrum's inability to not irritate nearly everyone on his team due to his inability to think big picture versus dot I's and cross t's just so he can say it's done while trying to claim that TB reviews 1500 performance reviews personally and that's why we all needed to rush. Way to try to pass blame for his own control freak issues A lot of people are suggesting they are looking to exit or switch roles internally, resulting in a likely derailment of the initiatives underway.