#performance

So what we generated more cash than others. This is a meaningless comparison when we are a much bigger company than them. Use a meaningful metric. Show ROCE over time vs competitors. Something that normalizes the performance.

Thinking about working at PepsiCo? Here's the last five years, by the numbers.

No opinions below, just what happened between September 2021 and today.

The stock
Sept 2021: $154. Today: $129. Down 16%, sitting at a 52-week low, roughly 25% below its high of $171.

Coca-Cola over the same five years: about $54 → $88, up more than 60%. Same category, same shelf, same customers.

Procter & Gamble: about $142 → $148. Basically flat, and it still beat PEP.
S&P 500: up around 70% over the same stretch.

With dividends reinvested: Coke returned roughly +84% over five years, P&G about +16%, and PepsiCo roughly zero.

What that did to employee equity
PEP traded somewhere between roughly $130 and $180 at every annual grant window from 2021 through 2026. At $129, every stock option granted in that window is underwater. Five years of option grants, zero value.

RSUs granted in that window are worth 70–85 cents on the dollar. $100K of RSUs granted in Sept 2021 is about $84K today. The same $100K in KO stock would be about $164K.
If you were told "equity is a big part of your comp," you were paid in paper that went down while the market went up 70%.

Headcount and plants
Dec 2022: hundreds of HQ layoffs targeted at Chicago, Plano and Purchase.

2024: the Danville, IL Quaker plant closed permanently after a salmonella recall, with 510 employees laid off. The FDA later said the plant may have been contaminated with salmonella for four years. Bottling plants in Cincinnati, Harrisburg and Atlanta also shut that year, with roughly 300 people let go.

2025: the Liberty, NY Frito-Lay plant closed and all 287 workers were laid off. Two Orlando Frito-Lay facilities followed in November, 454 at the plant and another 46 at a warehouse.

Dec 2025: workers in the New York, Chicago and Texas offices were told to work remotely the week the cuts landed. Over 450 corporate roles were eliminated in that wave, and cuts continued into 2026.

2026: the Rancho Cucamonga distribution center closes by June 6, eliminating 248 jobs, and the corporate restructuring is still running.

Elliott Investment Management took a $4 billion stake in September 2025, and the company responded with a plan to cut 20% of U.S. SKUs and reduce costs starting in 2026. The stated goal is more than $1 billion a year in savings, with the job cuts concentrated in middle corporate layers.

In February 2026 PepsiCo cut prices up to 15% on Lay's, Doritos, Cheetos and Tostitos. Frito-Lay North America volume was still flat in Q2, and beverage volume fell about 4%.

Pepsi-Cola lost sole possession of the #2 U.S. soda spot to Dr Pepper in 2023.
2025 guidance was for core EPS to be roughly unchanged, and advertising spend fell $500 million that year. Management now describes the Frito-Lay recovery as "more gradual".

Bottom line
Coke and P&G lived through the same inflation, the same consumer, the same GLP-1 headlines. One went up 60%+, one held its ground, and PepsiCo went backwards while closing plants, cutting people, and cutting prices that didn't move volume. If you're an employee, your upside was the stock. The stock went the wrong way for five years

G10, 120% IPF, no merit, no RSU this year

Last year, 122% IPF, no merit, but at least gave $20 RSU

are there diff policies on this?

i was just told this morning that we're on ANOTHER DRAW for Q2.
so no settle check.
when am i going to get paid correct? i hit 103% in Q2

Traditionally we have had performance based layoffs in oct - is that still the case this year or is it november ?

FOUR YEARS...

The big push for broadening assignments and mobility is a trap. Supervisors want to move people into their groups as new Pip material so they don’t have to put their buddies in the lower rankings. Avoid at all costs being the new guy. If you are upstream and your new group is full of downstreamers there is zero hope. New project with downstream project manager who needs your expertise? Run don’t walk away. Total trap. You will do the work and get no reward other than a pip while the downstreamers take the credit.

Sales folks.... we're all doing it but is it true some folks were sacked for fudging their external collaboration stats???

I've been with the bank for 28 years and this is the first time I am actually ashamed to work for US Bank. They treat their employees like dog s***. The raises and bonuses don't amount to anything anymore. They're making it impossible to meet goals so they don't have to give us raises and bonuses. If US Bank doesn't care about their employees why should their employees Care about US Bank.

Just got that my IPF is 132, but no promo. 2 prior years it was 125. Are we really that tight on budget?

It seems like more and more people keep leaving SAS on their own because they’re fed up with how we operate. At some point the executive leadership needs to ask why and really do something about it.

We keep promoting the same types of people into leadership and letting managers sit in the same roles forever. Then everyone acts surprised when smart, talented people get tired of waiting around for a real opportunity and leave.

There’s only so many times you can tell someone they’re doing great work, they’re a “high performer,” or they’re valued while passing them over for growth opportunities. Eventually people figure out the career path here is basically a dead end unless you fit whatever mold leadership is looking for.

The really talented people have options. They’re not going to wait 5-10 years hoping somebody above them finally moves on or decides they’re worthy of a shot. The blind spots in this place are real.

SAS is going to keep losing good people until we figure that out.

Share with the world how wells is performing? What’s going really well and what’s challenging?

How’s Kaskida development coming along? Everyone optimistic?

Why Cisco stock keeps falling?

Wondering if I ask for a raise what is the likelihood of it getting approved and what factors typically get considered in the process? (Cost of living, performance review, performance in general, work load, team size etc). Wondering if it is even worth asking

How were bonus budgets this year compared to last year? Seems most people are saying they just had a decrease or even lowest IPF in their Cisco tenure. I also had a decrease but wonder how much of that is performance and how much is budget based.

The main criterion for being promoted to manager at VZ is to be hard-charging and willing to overwork your team. It's not about quality or results.

If you're filling out the Pulse survey and telling them that your boss is overworking his team and making them run around like chickens with their heads cut off, the joke's on you because that's a win in their book!

People at executive level should be targeted due to poor performance and outages.

As a member of the dwindling on-shore technical staff, the most recent events have caused us so many headaches at the Global Operation Centre.

I have very little confidence in our off-shore tech staff and constantly have to bail them out of trouble. While most of them probably mean well, those staff lack real training, are paid a fraction (apparently around 10%) of what we are paid in Australia and most don't seem to have any pride or purpose in the work that they do. Many of them have told me privately that they would prefer to migrate to Australia so they can earn a better salary.

Instead of sending jobs overseas, the company should be employing more local school leavers.

I am hoping to be made redundant soon. I have maxed out my redundancy payout.

If the number doesn't look good, here is the upside. Disappointing Q3 will guarantee RA for Arvind and much of the executives.

Down roughly 2%, after first breaking the prior 52 week low at $47.01. Friday's close was $47.19.

Notable because the broader market is moving the opposite direction today. The Nasdaq was up about 1.5%, helped by falling oil prices and Treasury yields. So Fiserv's weakness continues to be company specific/relative underperformance rather than simply the market dragging it lower.

This is what happened to SciPlay revenue after LnW bought back 100% of SciPlay

Q1 2024: $206 Million (Peak post-acquisition performance)
Q2 2024: $205 Million
Q3 2024: $206 Million
Q4 2024: $204 Million
Q1 2025: $202 Million
Q2 2025: $200 Million
Q3 2025: $197 Million
Q4 2025: $195 Million
Q1 2026: $187 Million
Q2 2026: $182 Million

Corporate Optimization at its Finest

I've worked in some difficult places, but Dell has been the most frustrating by far. The management, processes, and supposed performance based pay all fall short.

Street is predicting Centene to make 70B with a huge B and yet, we have senior leadership team laying off people.

hey everybody, so I know a friend who walks dogs with a person that has a casual friend that they get coffee with sometimes who once went on vacation with somebody but they’re now friends who knows someone who became a VP at fidelity and they were talking about P shares. They said the P shares cash-in in June, but that was very confusing. How do they award shares in December and then they cash-in in June most all the other shares cash in on a yearly basis and payout in March, can someone help me understand that?

please, sarcastic, off-topic, humorous responses only

When you tie executive compensation to a goal like this, you get results that we have today.

2025 Targets - 50 percent representation of women in global corporate workforce and 45 percent in leadership positions.

Leaders hired on on basis of their gender are spread through the org from SLT to first level managers. The cancer has spread throughout the org. WON won, NKE lost.

We need large layoffs every year and need to hire back based on merit.

Anyone else remember when Marsh Carter was the CEO.
How well the company did . great raises and bonuses.

The company never had layoffs when he ran the place

IT team su-ks.. the business architects seem clueless. Zero technical ability. It's a miracle thd company is still afloat.

thought the company is turning the corner.

thought AgentOS and FiUSD are to come soon.

thought the message to the Street wa well-received.

then stock has given up another ~10% in the past week or so.

Better than Casetext Cocounsel? Did they sc--w up letting JH go?

Just look how critical LeBron has been of Nike‘s innovation. Mbappé didn’t wait around. He peaced out. Others are going to do the same. We are now the next Under Armour. A future case study for decades to come on the collapse and failure of this company.

I used to be on board with no matter what tough times comes Nike‘s way that we will find a path to compete and overcome. That’s not the case anymore. We failed at our own Maxim of figuring out how to evolve immediately. We don’t know how to innovate. We don’t know how to inspire anymore. Everything they do is based on hope. Hope is not a plan or a strategy.

It’s unfortunate that Nike put themselves in this position when the Board of Directors hired JD. It only takes one mistake. Doubling down on that mistake compounds your problem.

Nike made a lot of people rich. Sent a lot of people into a comfortable retirement. Anybody with Nike stock will now have to work for many years to overcome the losses. This will also keep NIKE from attracting great talent, cause great talent to leave Nike, and continue the overall collapse of the brand.

I hate it because I’ve been a Nike fan all of my life. It has just become the inevitable fate. One that nobody wants to take responsibility for despite the obvious failures. Nike was never a tech company. Nike was a company by athletes for athletes.

Does anybody know what NIKE is anymore? No. That’s the problem and that’s what ki-led this great company.

…and with that, just like Shark Tank…I’m out

Just got an afternoon call from HR, no explanation whatsoever. I had my best year ever, performance over the roof and yet they say they don't need me anymore. Built a lot of Ai stuff but seems that the Sanoke boys don't give a sh-t. FactSet is brain dead.

Apparently employee performance ratings weren't a factor in layoff decisions.

As folks are now stack ranked and downgraded to "meets expectations" in most cases and focal rewards are usually dismal and weighted towards RSUs rather than real cash.

Whats the point in trying harder than normal job expectations?

Also theres no guarantee you won't get a RIF before RSUs vest.

They are making fun of us for our poor operating performance at Golden Pass

https://lnkd.in/p/dADWkHiN

We’re basically being told on the downlow by our managers that “they” can see how often we’re using CoPilot (AI). They forced it into our performance goals. So if we don’t use AI enough (no, “enough” has not been clearly defined of course), we won’t meet our performance objectives for the year.

Our screensavers are about AI.

Personally I would like to see them address how this objective isn’t causing yet another drain on our natural resources, but of course that’ll never happen.

What's the biggest percentage increase you've gotten at EJ? Mine was 6 percent, and that was the high point.