#review

It should be all about the athletes, and the amazing action sequences, then you got that fat lipped prost---te standing there doing nothing, and they had to repeat her name a bunch of times at the start. She literally made the entire thing into cheap garbage.

Why do I have to talk to multitudes of people and teams across Member Protection and Risk to update my control? Why does every change go through “review” by people who don’t have anything to do with my process? Why does it take me longer to educate 383, 829 people I’m required to talk to about a change I need than it takes for me to make the change and update the control? I have a risk partner why can’t they make the change like they do everywhere else in the Bank? Are we protecting the members or are we creating made up roles to make an executive feel good? What happened to simplifying and streamlining? How much money is spent on salaries for every change and how is that justified when there are many real, impactful changes that money can be spent on instead?

No mid year self evaluation but Managers will still evaluate their staffs in June. List of layoffs might come in Aug after the recalibration in July.

Those who got laid off, pick up the damn phone and call the employment lawyer. Those who were managed out by your sickening managers who gave you fake IM performance review, pick up the damn phone and call the EEOC and labor department. Fight back!

The northeast is back to the unnecessary, make the managers super uncomfortable and feel like cr*p market reviews aka “ops review”. Make them stand up in front of people like they’re back in middle school doing a project and go over all their numbers and missed opportunities . Absolutely asinine and I see how much my store manager is stressed now about it and it’s 2 months away. My manager is asking “can store managers join the union.” Better yet maybe me and my fellow reps should to cause the uppers who are bringing back this stupid practice of market reviews upset and put some heat on them.. hmm..

Yay!

Kinda useless. We should be trying to improve the company but instead we are doing this

2 years in, transfer agency. Mass exodus last year, still not recovered. Division feels held together with tape.
No raises year one across the board. Carried the team year two, trained every new hire, de facto team lead. Review came back as a 2/5, no raise, no promotion, nothing. Actively crafting my escape plan.
How is anyone actually surviving this place?

For the November cycle, it happened on September.
When will it happen for the may cycle

Has anyone had a review yet, I still have not been spoken to from a manager and curious if they’re delayed this year?

For the year. Was this to rub my face in it or were they trying to be nice? Confused. Learned a long time ago to trust no one at Ford. All reviews before had been great and previous merit raises much better. Just figured if you get placed on pip then you would not get a merit raise. Did they do this as an insult since they want to fire me, they would not be paying the merit raise anyway?

Why is ESC engaging MARS consultant review this time round? Heard they are reviewing for the BSC teams? potential rationalization again??

How are your reviews going? Have you been told that you need to increase your productivity? With less people. With no one to make decisions. With product owners not working with the team to guide decisions, not attending meetings, or responding to questions. With a loose roadmap that changes as often as the leadership changes.

And the recommendation by management is to work more hours including nights and weekends. Assume that AI will be the solution to all your problems. Do more in less time with less resources. That is not a request. That is a command. And no, you will not be incentivized to do more.

Don't forget, we expect this from you with no real support from us. We (mgt) are too busy trying to save ourselves with the new executives on the merry-go-round. Our theory is if we can last a year, we are likely to outlive their terms here at Teradata given their work histories.

So hang on. Work like you are fighting for your life, because you are. Do not sleep. Do not have a family. Just do what we tell you, until we change our minds. And if you do all that, you may - or may not- still have a job tomorrow.

Over 800 calls in a month 3 reviews and they want to review only the bad parts as they need to remove people they made slaves do very little pay CEO makes millions ! Cap one isn’t going to wear me out

I've been averaging 38-40 badges every quarter. Especially in this one it's been tougher with snowstorms.

I just finished my yearly review and got overwhelmingly positive feedback but that doesn't really matter right.

I got inconsistent mid year and seem to have been doing okay since. I got some feedback that I need to improve in the later part of the year and since then I have not heard anything negative

I seem to have a meeting for performance review soon where they are saying they will discuss performance and bonus compensation ; not sure what to make of it

https://x.com/TrumpsTrucker/status/2027406562759938331

It’s a complete joke. My boss is doing the exact same thing. I genuinely don’t think he’s read anything longer than a text message in his life. At this point, it’s no surprise that intellectual laziness has become a full-blown pandemic in America.

It looks like there are a lot of new, fake reviews (probably coming from corp) like "5.0 - Great Company, this place is the best, everything good in the organisation!" If you want the truth out there, please post your reality.

Some posts are referencing a RIF. Who knows what? I know there’s the rocket selloff and missile solutions ipo. There’s been rifs around yearly reviews last three years so could fit the trend but put what you know below

Breakthru Beverage Group has undergone a “strategic review” of the company’s “overall business,” according to a memo sent to employees by CEO Tom Bené on Tuesday, leading to layoffs of approximately 500 people, sources confirmed to Brewbound.

https://www.brewbound.com/news/breakthru-beverage-lays-off-500-workers-amid-industry-shakeup

Some of the WFH bosses don't even have fingers. I wouldn't sweat it. Just milk them dry. Just a bunch of old washed up hussies on an ego trip. The experience is more complimentary on a resume then a .50 raise.

I got a low rating. When my manager sends the review to me should I add employee comments? Once entered who reviews them? Thanks in advance!

Shell reviews pay against the market we compete in for talent, generally targeting upper quartile pay. Has anyone ever seen who Shell benchmarks against?

Would be curious to see company wide numbers on this. Certain divisions have suffered under the low morale. There is little incentive to perform. It's only a matter of time for the rest. The C Suite does not care at all. When will their customers wake the f up?

Give it a month or two.

My team is tired of writing quarterly check- ins and monthly practice reviews. They work hard and spending all this time is getting to them. I had a few just not submit one this quarter despite my weekly reminders. Can’t say I really blame them.

I see a lot of people talk about 50 or 60-plus hours, and it always surprises me because I’ve never worked more than the standard 40. My reviews have always been great, so I’m genuinely confused about the disconnect.

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?

Has anyone had their review yet?

Are more layoffs expected to come post annual reviews in February?

If leadership can dictate NO ONE can get a 5.
If leadership can mandate EVERYONE gets a 3.
If leadership can wholesale change merit increases.
Why have a review process?

Are CTMs still emailing to schedule the review in February?

I got my review. It was a 4 out of 5 and Ive been here about 4 years. I feel great, but does anybody have experience knowing how much more I can expect to get in my incentive/yearly bonus vs the historical 3s I usually get? I know this is up to corporate goals as well but it appears we are on target for all of them. On average, I think Ive been getting a shade under my full bonus, so hoping that I get my full with this 4 and the effort I put into it this year.

Employee reviews have been already approved and managers will start discussing them with their employees this week.

Reviews locked, then comp locks, then MIP memo, then bonuses pay out and then the big shuffle… who’s ready to dance?

Genuinely curious

I keep seeing Glassdoor reviews for Allstate calling it a great place to work…so who has written those? They seem fake to me!

Anyone get a 2025 review? Did anyone set up 2026 goals?