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.
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@13t They're definitely looking at the info, though. I was on vacation for a few weeks and HR contacted my management to see why I (along with people on sabbatical and bereavement) were at work < 2 days through that month (I work CWW so I showed 3 days of work on the month). My manager had to explain why my numbers were low to them. So id--tic.
@13t They saw that and are scrambling to redo everything. They were so sure they had a non-compliance cause. More Dilbert ish everyday.
@rc The RTO theory can't happen because OOPs/sick days/comp days aren't accounted for in their tracking dashboard. It shows around 66% compliance for most engs I know.
@jd
1 - I heard the same thing Friday, even though the internal site states that these were guidelines.
2 - Anybody who doesn't think this is looked at is a fool. It absolutely will be an integral rating. If for some reason they don't use it for BE ratings (very unlikely) you can bet it will be part of the rewards calculation. "We saw you missed a day every few weeks - we will dock your raise by 25% to compensate"
@at this week HR told managers there is distribution required.
1 - exception could be requested if your team already did PIP for CPM (doesn't mean you'll get pass but you can ask)
2 - HR pulling data on RTO. They'll be examining who is marked BE relative to RTO compliance. Your team's scored had better match.
It's nothing more than the Squid Game at this point. One keeps their head down and crosses one's fingers.
I don't believe OP isn't the 5%.
@eg its Intel. So Autism is given. This seems like they think they are being cute and will catch on. Nobody cares. And I notice they always get 1 upvote which I am sure its the same poster upvoting their comment
@dv Why do you spam this exact comment on random threads? Is it autism?
After spending decades working in tech (then retiring), I'm starting to think maybe tech is no longer the place to be.
Fu-k your performance reviews. 1999: "Pick a job function and offshore it". 2025: "Pick an executive and cancel them on social media".
So you're telling me there might be a chance?
@d6 Moral Injury is now recognized in DSM. A toxic workplace leading to constructive discharge can trigger moral injury. Intel talks about psychological safety but they don’t implement it.
Those in leadership positions are not true leaders. Waiting for the last shoe to drop and then for LBT to disappear.
Anybody in the top 10% actually working on real projects will get cut as well. Management hates competent people and feel threatened by them.
Constructive dismissal?
Looks like they're focusing to reach their HC target as a top priority.
The ones doing their job are getting nothing but more tasks to do, and leaders remain untouchable
@cz this is too clear and logical. It requires accountability from leadership.
Seems better to just be clear and transparent with what the goals are. Why do managers get to play favorites?
Just define what’s needed, if that’s met it’s meets expectations. If it’s beyond that, it’s exceeds expectations.
There’s no need for silly favoritism games. Unless you don’t want to ply fair.
@ay and Intel is not going to get sued for constructive dismissal? How is that cost savings
How did you hear about this? What else you know? Share with us please?
They need more HC reduction but don’t want to spook investors or annoy Trump. Directive from ELT to middle management will be to push out as many people as possible through constructive dismissal “performance management”. Saves money as severance package is not needed if people leave on their own.
If you still think the performance review is done on a fair, objective, merit-based basis, you are exactly the type of naive fresh young goat that they hire to bully and slave.
RTO is also factoring in to insights, not complaint with 4 day requirement is not a meets expectation at insights and or some sort of coffee badging is not meets expectation but they need to leverage 360 feedback for that.
Yep it’s a forced distribution, they won’t say that but it’s 5% required BE. I suspect all that gets BE as part of final insights will be let go early in 2026. I also suspect budget will be lower to force teams to meet greater than 5% BE to have enough dollars for others (Meets and above)
They need more HC reduction but don’t want to spook investors or annoy Trump. Directive from ELT to middle management will be to push out as many people as possible through constructive dismissal “performance management”. Saves money as severance package is not needed if people leave on their own.
Correction to my previous post.
"those that were overdue would get meets expectations whether they deserved it or not."
I meant those that were overdue would get exceeds expectations whether they deserved it or not.
This might be slightly off topic, but there were some years where I excelled and received meets expectations and no pay increase, and other years where I struggled and received exceeded expectations and significant pay increases.
It's my understanding that there was only so much $$$ in the bucket for pay raises each year, and those that were overdue would get meets expectations whether they deserved it or not.
It's a rigged game.
Hey OP, you worried about your performance?
They don't care about performance. It's you get eaten no matter what situation.
Know two people with multiple write ups with written documention in insights who are still on here, their teammates on the other hand got laid off..
Beloved company is long gone. If you notice, they took away soda again.