#rating

I was one of the 1400 laid off. I was in GT - exceptional ratings, driving critical work - none of that mattered. What mattered was that I was remote and my manager didn't bother asking for an exception for me. But that didn't hurt.

On day of layoffs and after quite a few colleagues reached out - some out of genuine concerns and some out of courtesy. Thank you. I will keep you in my heart forever.

What hurt most was - I worked closely with lot of folks for years, helped them day in and out but they didn't bother to send a single text or make a call. I know we were not family and they proved it. At he end it was just about driving some KPIs for a "for profit company" - nothing more nothing less. I am moving on but had to get this out.

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 ?

Moody's downgraded Conduent to B3, which is the equivalent of junk status. Too much debt - and now difficult to fund its operations given the high borrowing costs. New CEO Harsha Agadi not making any progress.

Heard quite some percentage of people get it

Should I apply for the short term disability? Is it job-protected? I’ve never received an ‘IM’ performance rating. How likely is it that I would fall into the category of being terminated without a severance package?

I have been getting along with my peers and manager well.

I am curios to see the responses. During my career at State Farm I had 6 managers. Honestly, out of 6 managers only 1 of them was a decent human being. The other 5 are horrible people.

I was laid off last month, in my project it's alone me but I know few people on the floor who were laid off before/after me..few things are very common among us, we got 4 last year,all of us raised a case with HR and as we did not hear from HR ,we raised it with Ethics too..anyone else? I know no point but would like to know if that was the pattern ..as I know 2 more people who got 4 and still no laid off

I got bad rating of DNM expectations. Am I gonna get fired with no severance or PIP or silent fire.

I am with the bank for 5 years and do not want to lose severance
Any help will be helpful for looking for jobs elsewhere.

For those who received a rating of 2 like I did at Aetna, are we still eligible to apply for internal positions? Also, how should we continue interacting with our manager after receiving this rating?

Should we be concerned about being terminated or placed on a layoff list first, or are employees with higher salaries typically more likely to be targeted during team reductions?

Fitch Ratings upgraded Avaya's Long-Term Issuer Default Rating (IDR) to 'B-' from 'CCC+' and its first-lien term loan to 'B+' (RR2) in November 2025, driven by a stable outlook, successful post-bankruptcy financial restructuring, improved profitability, and a reduced debt burden

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

Having worked here for a number of years we've all heard of the "restructuring" BS that has people in a constant wave of panic. Even though I am upset at how I was laid off, ultimately I'm glad and think this can help me in the future. Useless MD/D & SVPS that run the boat into the storm and never seem to face any repercussions for their actions. After a fairly tough year getting bad ratings seems to be the reason I loss my job but who can even tell. They claim my role has been eliminated, so here I am at home waiting to hear a call from HR. On another note I cannot reach out to HR it seems like this was a planned move on their part; giving managers a script to read to workers and absolutely no answers I feel like a sitting duck. And to any of the managers reading this that knew their workers were going to get cut but decided to tell them the day of the actual cuts. I hope you enjoy he**.

Citi did extraordinary well in 2025 and made it's position top among global banks and J got a 42 million etc but how did it happen? They are cutting left and right, people are overworking, or not working (like me,got fed up with lowest rating). So it's the FEAR which is working, is it?

Received my annual review, rated a 2 with no concrete examples of why just comments about working partners provided great feedback but leadership felt differently. Was this a surprise? In the sense that I received feedback randomly less than 5 times during the year with no formal feedback during 1:1s (if I had them), yes. In the sense that I expected no less from my leadership team, nope. So definitely thinking I’m a future list as I specifically asked if I was going on a formal CAP and was told no that we’ll talk again in a few days to make a plan for 2026. Sigh. Just needed to “vent”.

Employee with 20+ years
Currently with Optum

Just asking if any managers are willing to shed some light on the layoff rumors. Are you having meetings to rate everyone employee or what?

Anyone know if 3s are getting any sort of raise this year?
My coworkers got a 4 and she only got 1%.

when will bonus for 2025 being distributed? Will bonus being adjusted (up/down) based on refinery performance? what are the benefits of being rated as extraordinary results/role model?

Or do only those that get “ Exceeding” qualify?

If a 3 rating is 20% bonus for band 6, what do 4 and 5 ratings get?

I’ve been at WF almost 10 years and never really heard of anyone getting inconsistently meets until last year, where good and hard working colleagues told me in confidence their managers gave them IM rating. I also noticed that on this site, there appear to be more topics related to this rating. Is this a new thing at WF? I have been an individual contributor so never needed to give rating, but I am finding that the IM’s are coming not because the employees are doing a bad job, but because their managers are micromanaging everything. It makes me want to voluntarily leave as I don’t want to fall victim to this. The ones who I know personally who received IM were shocked when they got it. Some of them had an exceeds rating the year earlier. One of them was only in their role for a few months.

Let's say I got needs improvement. Does that make me any more likely to be let go than someone who got meets/meets

I have heard that HR does not like people who have 2 inconsistent meets in a row, but if 2 year end IMs are separated by a meets at midyear, would that make a difference… And if so, how?

Rated IM for the first time in 8 years. How long do I have.. to look for another job?

Can anyone comment on how ranking panels go. Would like to improve next year.

For the employee performance review, I see a step greyed out labeled “ Review Promotion Nomination- Not required”.

Does this appear for everyone or only for those that may get a promotion? Also, what do the ratings mean? Is “Leading” the highest rating?

Is it a problem? He moderate bonus. Big project he put everyone name in to take credit. Let my demoted old boss take my just assigned work which is half way done. Tolerate any team member misbehavior to keep everyone a job! Rate everyone 3 to tell HR no difference effort when Citi changed to performance base. Switch work assignment to make smart ones to teach dead wood. Should I be nice and cover all deadwood in my team? Is my team overstuffed? But claimed understaffed?

excuse to lay off people

Why can’t I review my manager?

I’m hearing RRP is funded 72%. If someone earns a 3 rating, what percent of the 72% would they get?

Just curious,

1.In which week exactly are promotions communicated and go live in the system?

2.Also at this point are the manager ratings are already locked or the reporting manager still has a chance to update the rating for 2025?

I know plenty who received no merit because of that forced rating

If you got a bs rating from them altering them, did you file a complaint with hr or anywhere else? Just curious if everyone is going to let them get away with it or hang them out to dry

Someone posted this on an earlier thread but I wanted to put it as a main post to show.

This and ANYTHING like this needs to be reported to EEOC. TODAY! Provide these examples and give names of who is doing it!

These loons have gotten so sloppy that I am sure we will have a EASY pattern recognition at this point.

Go to eeoc.gov and report TODAY! Remember there are deadlines to report! So report everything TODAY! And be sure to notate and report ASAP going forward!

“@bf
I received NI rating for the first time in my 10 years here. Part of the justification was my in-office presence. Our designated start was delayed by 3 months from the rest of the city hub because the space wasn’t ready. When it was ready, I had to wait another 2 weeks because my name wasn’t submitted for building access. So my office presence appeared to be really low even though it was out of my control. Even when they took that into account their numbers didn’t match my own record keeping that showed compliance. I’m very concerned now because my manager and I had discussed the instances where I appeared to be short and he agreed that there was legitimate reason to be out. (I.e., we had a 4 day team offsite, and that appears to have counted against my record.) my head is spinning.“

I'm long gone from Nielsen but did enjoy my two decades there as I worked with some great people over the years (and some not so much...lol). The ONE THING I DON'T miss is this!!! As a client facing exec, having to get up every day and defend methodolgy and data was mind numbing...especially when you knew what you were defending was likely garbage. But hey, that's what we got paid to do. Nielsen was quite often literally a thankless job, and the stress could take years off your life. Glad I got out when I did.

https://www.thecurrent.com/tv-networks-historic-ratings-drops-nielsen-big-data-panel-vab-reports

Are the employees really that bad, or does leadership have some accountability?

I thought on 3M's previous 5-point scale, 4's and 5's had a quota (you couldn't give more than they told you, basically some % of your headcount), and 1's and 2's were a corrective action tool (not mandated in a group).

Is there a forced quota on 1's and 2's with Solventum's new 5-point scale?

This 3M post sounds like managers have to hand out low ratings, and they also switched back to 5 points.
https://www.thelayoff.com/t/1kbec0e8c

Share your info, let’s review

CL, rating, hike, salary, experience with the company

How are they lining up discover employee reviews and C1 if the rating systems are different?