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What do we expect Post AI world. Post any hype and quick rush to put stuff out some only working for AI World. So what do we think is next? Reorgs? Yet more new KPI goals or what ever they are called or the grime reaper just I. Time for the holiday season?
P.s h1b related posts can F off
I spoke with a senior director who I’m also friends with. He advised me to make sure all Activity Sync entries are accurate because they’re planning to have an AI agent review the data next year to identify potentially fraudulent or fabricated entries. They’re already aware that some people are logging meetings that never actually happened, while the expected results aren’t showing up.
They have something similar being used for ISRs already, although it apparently isn’t working correctly yet (which is hardly surprising). Once they get it working properly, they’ll start identifying teams that need improvement. The ISM or RSD will then be responsible for addressing individuals who are abusing or manipulating the metrics.
Personally, I think all of this is part of a broader effort to enforce PIPs across the organization. My concern is that the company would rather push people out through performance management than provide severance.
Source: C. Simpson
These 4 KPIs matter more.
The way most people measure their leadership doesn't tell them much.
Years in the role, size of the team, how many people report to you...
None of these tells you whether anyone would follow you if they didn't have to.
So here's a better set of KPIs to measure your leadership against. Not Key Performance Indicators, but:
✅ Keep People Included
✅ Keep People Intentional
✅ Keep People Invested
✅ Keep People Inspired
Managing people is obvious when it's happening to you.
You can feel when someone is directing you vs when someone is developing you.
And you can feel the difference between a team that's compliant and a team that's committed.
So instead of asking "how many people report to me?", try asking these instead:
👥 Keep People Included
↳ Are they part of the conversation before decisions are made?
↳ Do they have a genuine standing in the room, or just a seat in it?
📝 Keep People Intentional
↳ Do they know what matters most right now, or are they guessing?
↳ Are their daily choices aligned with the bigger goal, or scattered across too many priorities?
📈 Keep People Invested
↳ Do they understand how their work connects to the bigger picture?
↳ Do they have a stake in where this is going?
💭 Keep People Inspired
↳ Do they leave conversations with you feeling more capable, or less?
↳ Do they bring you their best work, or just enough to get by?
These questions will tell you far more than a title or a headcount ever will.
Leadership has to be a habit you build, not a position you hold.
Management knows what’s coming in Q4.
Complete the training. Hit the KPIs. Spend the budget. Build the pipeline. Check every box.
Because the game is already rigged.
The goal isn’t necessarily to offer severance. It’s to build the paper trail, stack the performance issues, and performance-manage employees right out the door.
10, 20, 30+ years of service?
Thanks for your contributions. Now feck off.
No severance. No payout. No real recognition.
Just a carefully documented performance process designed to get you out the door as cheaply as possible.
And then we’re expected to believe that a demoralised, exhausted workforce can somehow deliver record profits.
How does that work?
Q1
Q2
Q3
Q4
Anything else worth adding to the list?
Hit 92% of my target, generated 700k with of revenue for this company, but I owe 2k back???? And MD wants to walk around RR3 asking about kpis and sh-t? go to he-l
This fu-k a-s company picked two people over me for RTMs that have worse metrics across thee board. Busting my a-s for nothing
laying off sales staff or putting them on a PIP for not using Dell's AI Sales Chat enough but outperforming their sales quotas is not....well it's not a sales position, it's a KPI position...I smell bean counters and Icahnists...they reduced payouts every quarter this year, were awarded a #10 Billion.... with a "B" no bid contract from the "government" and the day they reduced commission payouts.....was the same day the VP of sales was given a $123 million dollar bonus....'Merica....I've been with Dell since 2005 and have NEVER seen this level of disloyalty from leadership. Leadership gets paid on orders that are booked.....Managers and sales staff get paid on orders that are shipped...there is a difference..
An Open Letter to Shane O'Kelly, the Executive Leadership Team, and the Board of Directors of Advance Auto Parts
From one of the thousands of leaders in the field.
Today, another respected leader is gone in RVA.
Whether you agree with the decision or not, field leaders across the company are asking the same question:
Have we reached the point where a Vice President's, DMs', GM's, TM's career can be defined by Project Pack sales?
If that perception is true, then we have lost sight of what is actually wrong with this company.
I honestly don't know what's more disappointing.
The previous leadership team that many employees believed focused on corporate initiatives while the business continued to deteriorate...
Or the current leadership team that appears to believe Advance Auto Parts can fight its way back by demanding more Project Packs, more attachments, more scorecards, and more pressure.
This isn't a turnaround strategy.
It's a distraction.
Selling more Project Packs will not fix years of declining market share, inconsistent inventory, operational challenges, technology issues, staffing shortages, customer frustration, or decades of strategic mistakes made far above the store level.
Those problems weren't created by Store Managers.
They weren't created by General Managers.
They weren't created by District Managers.
They weren't created by Vice Presidents.
Yet somehow, the people closest to the customer continue to carry the burden.
Every quarter there's another initiative.
Another metric.
Another conference call.
Another dashboard.
Another leader gone.
Meanwhile, the fundamental questions remain unanswered.
Why do we continue to lose experienced leaders?
Why do we continue to replace homegrown talent with outsiders who don't understand our culture?
Why does it feel like accountability flows only downward?
And where is the Board of Directors in all of this?
At what point does the Board stop measuring PowerPoint presentations and start asking why so many dedicated field leaders have lost confidence in the direction of this company?
The people in the stores are not asking for miracles.
We're asking for leadership.
Real leadership.
Leadership that listens before it mandates.
Leadership that fixes broken systems instead of creating new scorecards.
Leadership that values people more than weekly KPI reports.
Most of us have dedicated years—some, decades—of our lives to Advance Auto Parts.
We have missed birthdays.
Worked hurricanes.
Opened stores before sunrise.
Closed them after dark.
Worked weekends.
Covered vacancies.
Helped struggling stores.
Trained future leaders.
We stayed because we believed in this company.
We still do.
But belief alone cannot carry a company forward.
If today's events have taught us anything, it's this:
Fear does not inspire performance.
Pressure does not create loyalty.
And no company has ever KPI'd its way back to greatness.
Advance Auto Parts deserves better.
Its customers deserve better.
Its shareholders deserve better.
And most importantly...
Its people deserve better.
A Concerned Advance Auto Parts Leader
In the cold light of day, how can employing green employees with no experience in another part of the world, add layers of management, kpis, traffic lights, scorecards, layered fu--ing engagement , QC by expats etc etc , ever be better than recruiting and developing talent at manufacturing sites.
Never.
Fu--ing id--ts.
Over 10 years they've been nothing but an overhead.
this is the way
Since someone asked and this alone is one of the best KPI to unlock the hidden potential of the entire vteam I thought we should raise it to a topic of its own. Here is the answer:
Number of times you like, comment and repost the post-it note. JOMO Everyone!
Enjoy the week of notifications ya’ll
ISR’s now make quotes for the channel, on top of all the KPI’s they increased on us.
“You’ll get paid sh-t, be happy, or you can go suffer the job market that’s had the highest layoffs since 2009.”
That's one of this years IT KPIs.
Be careful out there folks they’re tracking everyone’s KPI for RTO tracker and that data will be used as an input for the upcoming layoffs by VPs and HR
I keep reading about KPIs. Who exactly has been told by their manager?
We've been told to use the AI chat and it's being monitored, but no target.
No one I know has been given a KPI or weekly target.
How do we know it's 25 per week?
I've only read it this forum, is it fake news?