#review

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?

What does that mean? What can I expect? New to Citi and workday

Am I the only one who feels we have too many reviews in Dell? Weekly reviews, monthly reviews, adhoc reviews, quarterly reviews....we seem to review more than actually do the work that can be reviewed.

I get the feeling that too many SVPs and VPs schedule reviews because they want something to fill up they're time with when in reality they are completely clueless about what to do. Not to mention that those who have been in Dell for a long time have developed an allergy to actually doing any real work or taking decisions. they keep reviewing the same sh---y dashboards and metrics and asking the same inane questions in every review.

i Cannot recall the last time a VP or above even facilitated idea generation and discussion, much less provide fresh ideas by themselves. At best, they drop gems like "we should sell more to meet our numbers. we need to discount less to get the margin up"... SMH. Whatever else may change in 2026, i know this review nonsense will only continue.

I posted this over on BBB NY about my customer service experience. For the life of me, I don't understand who in your customer service and operations area is doing anything, but Mutual of America needs to automate withdrawals and extinguish paper !!! Come on people !!!

12/10/25 BBB

Mutual of America Financial Group has been the single most frustrating financial company Ive ever dealt with. Their systems are outdated, their processes are unnecessarily complicated, and their customer service is absolutely not up to modern standardsyet they claim to manage billions of dollars.I was forced to jump through endless hoops just to roll over my account. They required notarized forms, constant back-and-forth, and then refused to accept my documents simply because they were emailed from a different address than the one created years ago by a former employer. They wont allow me to update my email, even though I no longer work at that location. How is a financial company in 2025 incapable of handling a simple email update?Their technology is embarrassingly behind, their procedures make no sense, and theyve dragged out a simple rollover so long that it feels intentional. After this experience, I will never use Mutual of America for anything again. If this is how they treat customers, I genuinely dont understand how theyre trusted with anyones retirement funds.Absolutely terrible experience from start to finish.

My manager has put review comments I am not agreed upon. We had almost 2 hours discussion with no conclusions. What are my options?

Can’t wait to see the hypocratic face of VZ by sending the pulse review in a few months?!?!?

I numbly smiled through my meeting. Mixed bag of ratings from eh to excellent so I guess that means average. I knew they would have to find something in this climate. Curious if same for any others?

Don’t think that hard work, good reviews, or even being chummy with your manager will save you. You’re a number on a spreadsheet. If you make more than your coworkers, well, bye bye. If you don’t want to be caught with your pants down, you better accept this as reality.

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

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

Wrapped up my PMP review before submitting and the writing is on the wall: no promotions, and “exceeds” ratings are being restricted so tightly they’re basically unattainable. Add in the latest S&T message from the tantrum-thrower/demotivator himself, DM, and it’s pretty clear that career mobility at Chevron is dead for the foreseeable future.

Here’s the part that really gets me:
The people now sitting comfortably in higher roles and PSG levels are the same ones who climbed paths they’ve now completely demolished for everyone coming after them. The folks being lined up as “next in line” are being chosen based on experience tied to work that doesn’t even exist in the U.S. anymore. And the ones at the very top — secure in their ivory towers, swimming in cash like Scrooge McDuck — look down and tell everyone else to “work harder” while setting performance bars miles above anything they themselves ever met.

And before anyone says it: yes, I know — “If you don’t like it, leave.”
I’m working on it. I have interviews lined up. Chevron might still want me, but I’m not sure I want Chevron anymore

Don’t be. Or at least, don’t take them to heart. They aren’t genuine assessments. They’re just a convenient cover for cuts and reorgs. A bad review might increase the odds of being let go, but it says nothing about your real performance, and definitely nothing about your actual value. Leadership is focused on finding the easiest and cheapest ways to push people out, whether it’s through reviews or some other pretext. The whole thing is just theatrics.

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.

What's the hold up? I hear Managers have been asked to wait until January to have performance discussions.

I will start. What do you want to know/hear? Engine? CIP? Next cull?

Yep. And it was a significant one too. Like almost a year's worth. Why? Because the Atty's reviewing the documents and the facts of the severance.....said nope! Way more $$ by fighting it out. Turns out, there is a line of business which has been doing "funny business" as it were. And soon, the truth will be coming out.
For my friend's sake, I sure do hope so. That was a brave act, IMHO.

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.

Lets post our reviews on Verizon in Glassdoor to warn folks joining in the future!

I’m concerned that the current CIO may not have the depth of experience required for a large semiconductor manufacturing company. His background at PagerDuty, while relevant in a different context, does not clearly demonstrate the capability to lead in this type of environment. I would encourage a review of this appointment and the criteria used in making it.

Is it safe to assume the lists have been distributed and that the VPs are reviewing them?

One of your best opportunities to voice displeasure with Trane is to leave a negative review on company review sites like Glassdoor or Indeed before you sign any severance agreement (or even after, if it allows). There is power in numbers, and it's time for the company to feel some pain related to its recent poor decisions.

This is an opportunity for you to warn other good people and hard workers about this company and its executive leadership team. Nothing brings about change like public pressure and a dose of shame. You can make a difference!

How has everyones reviews gone? Seems a blanket no pay rise/promo/share situation even though its one of the best years we have had which is just disrespectful in my opinion.

As we all know, Thomson Reuters does massive layoffs every year in November. If you got a really good review on your midyear review, can you assume that you’re safe this year? Has anyone ever heard of someone getting a great review during their mid year review but still finding themselves in the lay off list that year?

I have been reading all of the posts and can't believe how much everyone sees what is going on in the same way. After reading your posts and including my experiences, here is my report card for US Foods.

HR- The CHRO gets an F for making his team be unethical. I have gotten to know most of his team members through the years and I give them a B+.

Security- How could you select this man to be a security VP. He confessed to being inappropriate and lying. And he betrayed his company or agency or what ever and confessed to telling the media info he wasn't suppose to. And we hired him? Big F

Ops- Some are unethical but some are too flirty. But most are good. C.

Legal- I only know this group and Food Safety is good and so are the contracts people. B. The ethic & compliance is really poor, always has been.

Safety- What safety? D

Sales- We need more tools and we have some lazy people here. C

Workplace Violence - D-

Communications: A

Facilities- Things work and they fix it when there is a maintenance problem in the office. I don't go in much but things are always good and kept working. A

Travel and Events- No clue

Marketing: You all got it right. D-

Finance and Procurement: B

IT: Nothing ever works for a long time and it sc--ws us in sales: D-

Business & Crisis Continuity- They are new but very good and they help us and our customers during crazy times. A

Chefs- A

Transportation- If these are our delivery drivers A

Payroll and Benefits: The benefits and out of pocket are too expensive but they do a god job on our pay. C

Executives: I don't fault Mr. Flitman for hiring his son. He is trying to be a good father and there are many relatives here. I have a problem with our CHRO after some of the things I read here and what he made his team do. Despicable. And now he is leading the most despicable man in the company instead of firing him. So I will take the A- I was going to give and make it a C-.

Let’s all compare. Heard many of my colleagues got an inconsistent in performance even if they were remotely involved with FNV4.

I got told I don’t respond enough on Teams so my collaboration is an inconsistent. Unreal.

Don't forget to go to Glassdoor or other sites that potential talent might use to peek behind the curtain before interviewing and light them up. Be sure people know what a toxic place they've become.

I was told that you get severance if you at least had “meets” on your review(s) and you were laid off. I was also told you do not get severance if you had a bad review and/or were fired with cause. Is this true?

Psychology Today has translated our "catch phrases" into plain English.

75 Corporate Buzzwords and Phrases That Drive Us Crazy

A "buzzwords warning" for bosses who value sincerity and trust.
Posted March 23, 2016 | Reviewed by Ekua Hagan

Not all employees will have this take on corporate babblespeak, but user beware! Those who’ve been overworked or unappreciated can develop an untrusting ear. Here are some of their interpretations.

Babble speak Buzz Phrases with Double Meaning

1. At the end of the day… – I don’t care about the rest of this discussion other than what’s coming after this sentence.

2. Emily will take the lead on this – Emily’s in charge, not you … but nice try.

3. Make it disruptive – It better be BIG, and make us money, fast.

4. Chuck will be having a 360 review – Chuck will be having a bad day. Everyone who’s ever spoken with Chuck will now happily vent.

5. We need a Best Practices program – Your work is “under par.” Immediately start copying what bigger players do and produce reams of “Best Practices” manuals. Tic tock!

6. As we speak – Your boss knows something that’s going on real-time, but no one told you about it and you really wish they had.

7. Ecosystem – A fancy word that means “works together” – but if you use it, it’ll seem like you’re part of the technorati or work for a Unicorn (oh, no, another!). Also, it is highly irritating.

8. Start building consensus – Someone around you is not happy that you didn’t include them in your idea, which, unfortunately, is going nowhere. But this is a gentle way of saying, “Hey, ask around – and good luck with that!”

9. We’re working in silos here – You're working in a silo here; play nicely with others, because they’re not happy that your silo is ki-ling it (oh, did it again!)

10. They’re early adopters – Someone beat your department or company to the punch. Do NOT speak highly of the early adopter around a Terrible Office Tyrant (TOT) boss, unless you already have a job offer.

11. We're sticking to our core competency – We poked around and have proven ourselves incompetent in other areas.

12. Give you a heads up – Your colleague is going to give you a warning of something big and nasty.

13. You’ll be able to focus on a critical area for us – You’ve being demoted, but in the most flattering manner possible!

14. Take that off-line – Please shut up; you’ve embarrassed me, in public, and will pay later, in private.

15. There’s low-hanging fruit – Someone is getting lax and not paying attention to obvious opportunities … Ahem!

16. We must move the needle – Keep your ears peeled for bad revenues and expect to be needled.

17. They were first-to-market – Which your company wasn’t; and your boss can’t change. By the way, get to work!

18. Customer-centric – A popular term because it makes people sound smart and caring. Plus, there’s alliteration in there.

19. Our lines were crossed – You didn’t listen and I’m right.

Babble speak Terms with Double Meaning

1. The enterprise – Coined long ago by geeks, this term makes your colleagues feel “tech-savvy,” and a little like Captain Kirk.

2. Sweet spot – A special target market of the company, for which you’re now expected to live for.

3. Multi-tasking – Produce more work and faster!

4. Matrix structure – You work for multiple bosses, but will act as if each one is your only boss – and please everyone at the same time. “Easily” doable.

5. One-off – A rare, one-time event, like a “Good job!” scribble from your manager.

6. Revisit – A politically correct way of saying. “Wonderful … let’s put this off … like forever! Next subject?”

7. Next generation – A way to sound hip about the future of your industry and appear that you're on the cutting edge, even though you could fall off.

8. Mission critical – Focus on this now, because everything else that was said moments ago is now completely meaningless.

9. Results-driven – Senior management wants you to work harder.

10. Thought leader – What you should consider calling your boss if you’re preparing to ask for a raise.

11. Push-back – The instant gratification that former employees got by saying “no” to a boss.

12. Take-away – What you learned from your unforgettable mistake, so you will never mess up again.

13. We - You

14. Ping – A way your colleague can feel cool, instead of the nearly extinct term, “contact.”

15. Insourcing – You have a better than 50 percent chance for a promotion.

16. Co-sourcing – You have a 50/50 chance for a future promotion.

17. Outsourcing – Start looking for a job.

18. Negative growth – Oxymoron meaning “losing money,” but which sounds so much better in annual reports and presentations, because it does have the word “growth” in it.

19. Bandwidth – What your boss thinks you have enough of to complete a new project and they don’t.

20. Leverage synergies – Downsizing on its way after a planned merger. Update your resume.

21. Risk averse – A term that means you’re too chicken, occasionally used by managers who are the only ones allowed to be chicken.

22. Strategic fit – Your firm was failing at something, and the hope is that the new corporate partner will save the company from collapse.

23. Paradigm shift – Your firm may be closing a division.

24. Core competency – Your firm may be closing several divisions.

25. We need to be lean and mean – Do NOT ask for vacation time!

26. Downsizing – Firing people.

27. Rightsizing – Firing people with a strategic ring to it.

28. Plate’s full – Someone else’s work is coming your way. Deep breathing.

These are double-meaning Babble Speak phrases without any coolness to them

1. First, let me say, you do a great job … – Your boss is about to chastise you. Brace yourself!

2. Jack thinks you need to … – I think you need to ...

3. My nephew’s looking for a job, can you help him? – Please hire him because if I do, it will look really bad.

4. If you really think it’s a good idea… – Red alert! Do not fall for this classic preemptive blame strategy.

5. You did such a good job at xyz, that I … – You'll soon be working double hours.

6. Here are some resumes, just for your files – Just a friendly reminder that you’re not indispensable. This generally occurs around bonus time.

7. You’re real good with people, so … – This is the last exchange on the planet your manager wants to have with the colleague from he-l. You’re on.

8. Business is really slow this year – You’re not getting a raise.

9. Who’s budget is this coming out of? – Your proposal is dead on arrival.

10. Be patient – A way for colleagues to put you off until you believe you are an impatient person.

11. We’ll discuss it after the New Year – Your TOT didn’t read it, won’t read it, and has trouble reading in general. He’s hoping that by January 1, you’ll forget about your report. “After the New Year” means “when the world caves in,” but sounds way more upbeat and definitive. Plus, after the New Year, we all know we're onto new things.

12. I think my idea solves the problem – You’re not losing it; it was your idea, but from now on, it’s your boss’s idea.

13. Keep up the good work – Nice job, but I’ll be watching to see if you become a slacker again.

14. I saw your e-mail to John – So now you’re omitting me from distribution? I am on to you…

15. I thought you were handling this – The boss messed up, and you completely forgot about your e-mail trail. Consider online CYA certification.

16. Employee of the Year – Someone who knows how to flatter your senior managers and offend the least amount of them.

17. Your subordinate doesn’t like you – Your manager has displaced anger and wants you to stop feeling so darn good about yourself. Also, avoid saying, “I guess me and Sam have more in common that I thought!”

18. Hope you’re well-rested from your vacation! – You will regret all the fun and frolicking you had while I slaved here without you. Be prepared for a “To Do” email that temporarily crashes the corporate server.

19. Just be happy you have a job here – Visit your job bookmarks at once. Click tock!

20. We’re taking you off this project for more important projects – Do stay open to more projects ... like job searching.

21. How can I make this job more interesting for you? – Low unemployment performance review comment, with one- to two-year shelf life.

22. Your performance is slipping – High unemployment performance review comment, with less than one-year shelf life.

23. Will you be in all week? - Bo-m economy question to make conversation.

24. What are you doing Saturday morning? – Bad economy question, never meant to make conversation.

25. My door is always open – What your new boss says the day you’re “onboarded” (oops!).

26. Send me an email on that – What your new boss says starting 30 days after onboarding (translation: my door is actually closed).

27. Open spaces will encourage interactivity – Now we’ll be saving a boatload of money, and the executive suite can be completely remodeled.

28. I’ll run it up the flagpole – I will brown-nose appropriately, see where it goes and if I get approval, I’ll let you know “my idea” was accepted.

So next time you catch yourself using one of these cringe-worthy phrases or terms, just say “No!” Be original and watch how sincerity and originality breeds trust. If you’re the recipient of Babble speak, ask for clarification; that will force others to be specific.

As Oscar Wilde once said, “Be yourself; everybody else is taken.”

Reposted from @2may+1tnRc7QY.

For a skilled senior manager within BofA, firing someone is a pretty straightforward exercise. It just takes a bit of patience and an ability to game the system of documenting alleged shortcomings by the chosen employee. I witnessed a well-orchestrated hit on a Band 3 work to perfection starting with a coordinated assault using the 360 review process followed up by interim reviews with negative business partner input (pre-arranged) that led to a DNM on the How. Follow that up with an impossible to meet Corrective Action Plan, and your decision to fire can be bullet proof. In an environment like we have today where managers have every incentive to cut staff, the task gets easier. You just need to force rank someone as a weak "Meets/Meets" and when the next round of layoffs arrives you have his/her head on a platter. This is not and never has been about fairness or doing the right thing. It is realpolitik BofAML style.

Am I the only one that notices that our "360" review process means everyone above me reviews me, but I get to give no feedback on them? That's not 360, is it?