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?
It appears this website is just an echo chamber of negativity. You need a hobby.
@17j Well said. You are 100% right. People need to speak up or nothing will change. Remember people that if you don’t fight or advocate for yourself who will?
@w7 If no one speaks up, then nothing changes. I understand people need to keep their job. But if you don't comment or counteract any statements that are false or bring to light issues then nothing will ever be resolved. You have to be careful in how you document it and where you are in your life. One thing I have noticed and again, this is management, they write about things that happened this year 2026. Remember that the performance review is your review , raise and bonus, based on last year. I am stating here, you need to speak up, have comments, it might not change for you but it can mean the difference in the future and help somebody else. Of course, you are the number one priority and you would know what is best for you. Change doesn't happen unless it's spoken about or brought to light.
@12p+1kkqbv969 : ..... the condition is clear said "as long as you still need to stay for some time before you can get a new job"
If your rating was a 2 then you probably deserved it. Typically a 2 rating is a way to slow walk you out the door. If you have consultant in your title you are ever more prone to being let go.
@w7 so enabke them to continue doing what theyre doing? I think that attitude is why theres no change.
It's just a way for this shady company not to give raises/bonus.
The real issue is this: People need to be rated, and reviewed individually, not lumped together in a group. CVS likes to lump everyone together into a one size fits all group, and judge everyone the same. Everyone is not the same and corporate needs to stop pushing this everyone gets a 3 cr-p. It’s disgusting that hard work and dedication is no longer rewarded. Because everyone knows that if you give out a 4 or 5 it requires a justification with the higher-ups and no one wants to have that conversation with their boss who will only cut down your rating/raise anyway. Where’s the incentive to work hard anymore if it’s not being rewarded? CVS doesn’t understand that.
you can curse the garbage from the manager/director 1000 times internally but as long as you still need to stay for some time before you can get a new job, do the acknowledgement and avoid tensions and act like you are working hard and learning from previous lessons, meanwhile searching for new job. That is the only workable way of surviving long enough in the current position after a bad rating.
Accept the cr-ap written in the Performance Evaluation. If you don't accept, "they" will interpret that you are not cooperating and difficult to work with. "They" could take you a ride and cut you lose in the next layoff.
Accept the Cr-ap. Do your current job the way you did before, be nice to everybody, finish up all outstanding work. You know who you are what your performance is. Take online courses to improve your skills. Update your Resume, LinkedIn, and apply for External jobs. When you leave for a better position "Do Not" tell "them" where you are going or what company. Do not update your LinkedIn until you pass for 6-months in your new job. Best of luck.
You’re acknowledging it was delivered, not that you agree with it. You can’t be forced to, but you gain nothing by refusing to acknowledge it. If anything, it’ll just create (more) tension.
@ha Question, I saw that acknowledgement when I went to print my performance. I did not acknowledge, and I was not told to acknowledge. I'm curious what happens if you don't acknowledge? I was going to write some comments back, but I've decided to hold off, because I'm not acknowledging what was written.
@ha this happened to me. I ended up leaving. Its a shady game they play. Good luck.
Two weeks prior to my Performance Evaluation Discussion, my director suggested me to apply for "Leave of Absence (LOA)" for two months. Then she sent me the HR URL how to apply for LOA.
Two weeks later, she conducted "Performance Evaluation Discussion" and gave me Rating of "2" and stated she cannot and will not be considering giving me Rating of 3. Then she shared my current salary and NO Merit increase or Bonus sheet. Then she told me to submit my acknowledgement on or before 03/10/2026.
I have consulted a legal advisor and learned that my director was conspiring my "Possible Termination/Layoff" by setting a "Leave of Absence TRAP"
#ShameonyouAetnaCVSHealth #unprofessional #TerminateStupidDirectors
What were your ratings in other years? I had multiple years over a 3, so when a particularly particular and new manager gave me a 2, it got laughed off by experienced HRBP’s recruiters, and hiring managers……
Only being on a pip or having a 1 (which means you should be on a pip) means you have limited mobility.
A 2 isn’t the end of the world. A lot of your top leaders got a 2.
Performance and comp haven’t impacted layoffs in recent history. It really comes down to how useful you are in future plans. We keep tossing a dwindling pool of institutional knowledge to the point where we have abandoned the entire concept maintaining any institutional knowledge. That all went out the window in 2021 when the retainer agreements expired and KL started multiplying Larry’s history if silly mergers.
My ratings were never a 2 and I was laid off, but yes typically 2s and below plus salary are the factors.
Internal transfer will be hard. Even if there is explicit policy blocking the transfer. The new manager probably will not trust someone who just got a bad rating. Current manager will not say nice words about you if you try to transfer out with a bad rating. Best approach is to extend your time as long as possible by "pretending" to work hard as a nice / tamed employee and meanwhile prepare job interviews. If possible you may consider medical leave if you really feel your manager wants to sc--w you
I left aetna voluntary six months for a new job after i got a bad rating. Here is my lesson: How to interact with manager who gave you bad rating: keep a poker face. Never mention the bad rating. If the manager talks about it. Say something like "i have been working hard to achieve better performance based on feedback and will keep doing that". Meanwhile search for other opportunities externally especially if you feel you do not have space to develop/grow any more. Again keep poker face and do not let emotion to leak out if you still need time before you can exit.
Not sure about layoff. Past Performance rating is a factor but not the only one . Depend on team budget and company earnings. But yes. Even if there is no layoff and somehow you get a rating of 3 in the next cycle. The well has been poisoned and that is permanent stain for ever. It is going to be hard to get promoted ever after. So regardless of layoff. If you have a bad rating. Do not have any illusion of "work hard next time to get a better rating and everything will be fine"