#performancereview

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.

4 got exceeds 5 got meets
What does that translate to in yearly increment in usa nj?

The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.

Does any one when the company scorecard is shared for performance year

Does anyone know if the reviews being leveled to everyone being rated as “on track” something across the firm, or just in specific areas?

Lately, it seems that every project that goes off track is suddenly my fault. I was just following the plans and deadlines THEY approved. It’s frustrating to get a bad review for problems I clearly didn’t create. This pattern is getting really old, really fast.

When can we actually have our performance reviews?

When will these rumors start to get announced? Can’t wait to do performance review next week just to then tell my remote team their pay band changed…ugh.

I'm in my mid-30s, at around L9-L11 level, working in the field (sales/operations). Throughout my career, I've mostly received 3s and 4s on performance reviews and have relocated a few times for the company. I'm recently married and planning to start a family soon.

With the recent news of excellent people leaving this week amid the restructuring, I'm really worried. Is it still realistic to feel secure raising a family here at PepsiCo long-term, without constant fear of instability?

Do you trust the company's direction right now? I'm scared and seriously thinking it's time to start exploring backup plans.

Any advice or similar experiences from others in the field?

I'm new to HP, and it's been a year. Did you hear about your raise and bonus ?

For now, no new assignment—just a new manager. I've had a great few years here, consistently handling the workload of multiple people day in and day out. With the next review round coming up soon, I guess I need to really sell myself to have a shot at a promotion this time. Or maybe if I start doing the jobs of eight people, they'll finally notice.

Supervisors in CTC have been told that under no account should they ever give 2x EE. If they want to they need approval from JK

How's that for motivation?

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.

Anyone ever contested a year end performance rating and succeeded or it’s impossible? Eg u get IP and u think it should be an sp or sp when it should be ep

My manager just told me they had Copilot write the year end reviews for all of their employees.. Is this the glorious future we've all been waiting for? Our performance and raise dependent on AI?

They give all these teams a deadline of 12/15 to get their MBO score in order. Many teams in our org had releases scheduled to address various vulnerabilities prior to this deadline. Now that date has magically shifted to 12/10 and the "MBO Score" which determines our year end review and RRP eligibility is frozen.

Who the he-l decided that giving these id--ts this much influence in the company was a good idea? Half the time their scanners aren't even working and they don't know why, so your MBO score will fluctuate between two wildly different numbers weekly, making planning not an option.

Curious if anyone got their performance review yet and if you noticed any differences this year? Also hearing they are changing our comp.

Way to change the rules and reward at the end of the game

In Tampa, It is wild how managers suddenly disappear right before review time. They ghost you for weeks, then magically reappear with some cooked-up rating. This place doesn’t have a performance problem — it has a leadership problem. Especially with Indian managers who support people who speak their own native language. If an outsider comes to your team they are done unless the manager has a foreign degree, there is no respect. Some people sit in the same office space for years simply because they’re scared, comfortable, and stuck — no ambition, no growth, no risk-taking, just repeating the same tasks every day until they become part of the furniture.

No difference between SP and EP really. Got EP this year and received same number of shares, bonus is an extra 1k and pay increase extra 1 %. Cr-p!

I’ve never been nervous about a review before but this year I really am. Afraid to be marked below for some made up thing no one has ever mentioned before. How is that right to mark a person below when the manager has not said anything all year? I’ve always had good reviews and feel I’ve really been doing a good job but this place has eroded my confidence. Review is Monday, don’t know if first day of week is good or bad. It’s wrong for any of us to be apprehensive over this. Oh well, best wishes to everyone.

Had my PMP this morning, and my supervisor confided that he felt I deserved 2 EEs, but that he’s discouraged from giving 2. When I asked what i could do next year to improve my odds, he said nothing, that’s it’s essentially not allowed. Welcome to the new Chevron everyone!

When it comes to forced ratings of performance reviews people say document everything. Is this a personal document I print? In my case I am being targeted.
Going to HR will do nothing except make the situation worse. No retaliation is a blanket statement that does not hold any real value. Unless you are reporting something fraudulent.

Another question… my manager uses the “F” word in meetings. Yes I am one of the few that finds this offensive. How to handle this? I do not feel comfortable sharing that with him.

The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.

Oompa Loompa doompadee doo
I've got another puzzle for you
Oompa Loompa doompadee dee
If you are wise you will listen to me
What do you get if your manager lies on EOYs like a rat?
Pampered and spoiled like a Siamese cat?
Blaming the employees is a lie and a shame
You know exactly who's to blame:
The Chairman Robby and the HR Shannie!
Oompa Loompa doompadee dah
If you're not greedy & spoiled then you will go far
You will live in happiness too…
Get out of BNY Like the ….
Oompa Loompa doompitty do

Does anyone know if maintaining a 3 day average in 2025 will impact bonus/ratings this cycle? If I had to guess I was at a 2.8 for several months. Not sure how this will play out end of year. Any insight?

Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

Were you a high performer that got laid off?

Is it just the year end rating you get? Or something else too?

Did anyone else get bad year end review score (5) despite be producing and contribute worker? Is I target for the fireing on next layoffs?
Who can help me transferred visa to other company sponsor?

Its more than likely not your fault, its a cr-ppy tactic of using the bell curve and even if you have 15 members on a team all of which are good performers, management is forced by leadership to pick a handful to give 2's to. Then you are placed on a PIP, and put under even more scrutiny and stress. In the past a PIP mean you if you showed improvement you would be taken off PIP and put back to a 3 next review, now its a death sentence and only a tactic to RIF you, its despicable. If you are not a favorite of management you will be given a 2. I know the job market su-ks but I would seriously start looking elsewhere, layoffs wont stop.

whats the use of spending hours and filling performance reviews..All we get is 2-3 % raise.
stock is already down , dunno y and how they motivate people to come in and work in the office 5 days, 9 hours.ppl who spent long time here lost even more..for me its the 3 erd year, but the worst company I worked for so far in 20 plus years.

Any leaders who can confirm a rumor? I heard that there is a requirement that at a certain level (team, department, or other) where a % of associates must be given a 1 rating. No other info and hoping it’s just a rumor. Looking for someone with more info.

does it mean layoff? if someone gets a ‘below expected impact’ rating, does taking FMLA or PTO offer any temporary protection, or could HR still move forward with actions while the person is on leave?”

I understand the calibration and stuff.
But are the ratings finalized, or is it going to be finalized end of January , close to bonus day.

What are all the end of year ratings used in Fid? Is it just Successful performance and unsuccessful performance?

I guess the LL5 hates me? This was after I requested to go part time. A setup to put me on a PIP?

What exactly are you putting in your reflection this time? Is this a new V2MOM?