#performance

The company’s stock has been extremely volatile recently. Will the already low morale take an additional toll on the share price? Within my team, even with AI assistance, I haven’t seen more code being delivered. In fact, performance in terms of code output has unfortunately declined.

It really is amazing the lack of C Level /VP level of accountability over the years.

AOL, RedBox, bluejeans and now $47M FCC location privacy. For years employees drilled on CPNI.

Board d Member sats Hans needed to be fired immediately after 8 years of deckining stock price and net adds.

SCOTUS rules 8-1 and zero Vz accountability.

Yet if an ethical Vz sales person misses monthly targets.. 60 day PIP and fired.

There is zero hope under current Vz C Levels Verizon succeeds.

Next play is divest business units and watch C Levels all cash out $3M in stock options. Already happening.

Making your boss look good is a time-tested strategy for climbing the corporate ladder at all companies not just Verizon.

It doesn’t matter if they’re incompetent, or dishonest, or a je-k. Try to accomplish whatever goal they’re being graded on in a highly visible way. Don’t worry about the consequences of poorly thought out plans. That’s not your job. Pay lip service to whatever they’re paying lip service to.

This advice also applies to the Pulse survey. The correct answers are always everything is great.

I’m not being facetious. This is 100% real advice!

The experienced FA losses are really accelerating. Big promises that weren’t delivered by Penny and her ELT, unforced errors like ent reimagined and return to office impacting operations and aggressiveness of competitive recruiting are all contributing.

Only momentum helping EJ AUM right now is market exuberance…

https://www.fitchratings.com/entity/mutual-of-america-life-insurance-company-80091235

Rating Action Commentary

Fitch Revises Mutual of America's Outlook to Stable; Affirms IFS Rating at 'BBB+'
Fri 12 Jun, 2026 - 9:49 AM ET

Fitch Ratings - New York - 12 Jun 2026: Fitch Ratings has affirmed the Insurer Financial Strength (IFS) rating of Mutual of America Life Insurance Company (Mutual of America) at 'BBB+'. The Rating Outlook has been revised to Stable from Negative.

The revision of the Outlook reflects Mutual of America's continued balance sheet strength while executing on its strategic turnaround plan. The company produced a modest operating loss in 2025; however, core profitability improved yoy and Fitch views the plan as credible to further improve results through expense reductions and revenue expansion.

Mutual of America's rating is underpinned by its very strong capital position, demonstrated by its regulatory capital ratio, Prism capital model score and its lack of financial leverage. The rating is also highly influenced by the company's business profile, which reflects Mutual of America's position within the niche non-profit, small case retirement plan market and its differentiated approach to distribution, emphasizing underserved and underpenetrated portions of the market. The rating is currently constrained by Mutual of America's challenged profitability.

Key Rating Drivers
Pressured Profitability: Mutual of America's 'BBB+' IFS rating is one notch below the implied IFS rating of 'A-' due to its financial performance and earnings, which is the weakest link. The company reported net income of $2 million for 2025, compared with a net income of $53 million in 2024 and a net loss of $236 million in 2023. Positively, operating results improved yoy with a modest net loss of $15 million in 2025 compared with an operating loss of $155 million in the prior year, excluding the company's sale of the remaining stake in its home office building in New York City. In 1Q26, the company produced a net operating gain of $3 million. Fitch expects a slight loss for the full year 2026, followed by modest profitability in 2027. Profitability will be driven largely by continued reductions in expenses including vendor efficiency, contract rationalization, reduced real estate footprint and workforce optimization.

What a load of Rahul, no growth till 2029, that's a massive 12 years after the birth of DXC, and 6 years after Rahul took over, another 3 years away from now. Rahul thinks his swung another $80 million in pay but Wall Street is never going to buy it that far into the future. Watch the share price at $4.

So they laid off 150+ U.S. Associate Buyers last June but now have several positions posted on LinkedIn…. Is GenPact not working as well as they had hoped? Are they seeing their error in laying off based on tenure instead of performance? So many questions.

It used to be formal layoffs with packages were the only thing to worry about. Now they're moving toward firing people individually. I personally know three people let go for reasons that made no sense. One had fine reviews but was told their performance was poor. Really? I hope they talk to a lawyer.

M@rk, Kev, and Sean,

You can go to all the conferences and spin the story how you want, but it is not working. Results speak louder than spin. Investors are not buying it.

Must say...so many layoffs came and went....there are cosmetic layoff's in his empire but nothing significant. All his directs are still there. It can't be his or his directs' performance..none of them have any kind of pedigree in real data work. The whole thing is a house built on cards that will collapse when there is a proper regulatory exam under a proper administration.
Tim Ryan must be one helluva godfather

$38.57 and $82.74, these are critical factors in a stock's performance. It's one of the quickest and easiest ways to evaluate stock performance. Everyone gets this one. Evidently, the board does not. There is only person bearing the responsibility here.

Lee Raymond’s Famous Quotes on Employee Performance at ExxonMobil

Lee Raymond, CEO of ExxonMobil from 1999 to 2005, was known for his strong emphasis on merit-based systems, hard work, and the role of competition in driving performance. While he did not publish a single “employee performance” manifesto, several of his public statements reflect his philosophy on how people should be rewarded and motivated in business.

Key quotes related to performance and merit:

“The market system requires that people be committed and willing to work hard. Inherent with that is what I call a merit system, which I think gives people the greatest opportunity.”

This statement underscores his belief that performance should be tied to effort and results, with merit being the primary driver of advancement and rewards.

“The main professional responsibility of a person in business is business. He or she must be successful in economic terms, but always within an ethical framework.”

Raymond stressed that business success—measured by performance and profitability—is the core duty, with ethics as a guiding constraint weheartquotes.com.

“It is important to remember that all business has an impact on the lives of real people.”
This reflects his view that performance should be evaluated not just on numbers, but also on its tangible effects on people and communities weheartquotes.com.

“Ethical conduct is something that becomes inherent in an organization over a long period of time.”

While not directly about performance metrics, this implies that a culture of integrity supports sustainable, high-performing organizations weheartquotes.com.

Overall philosophy:

Raymond’s approach to employee performance was rooted in a meritocratic, results-oriented mindset. He believed that hard work, competition, and measurable success were the keys to both personal advancement and organizational success, while maintaining ethical standards as a foundation.

If you need a concise summary for a presentation or discussion, you could frame it as:

“At ExxonMobil, we reward those who are committed, willing to work hard, and deliver results—within an ethical framework. Merit, not favoritism, should be the standard for performance.”

And dfs employees are being thrown under the bus and calibrating to below strong.

This is to fill up the pip quota in order to save Cof employees.

Managers in dfs are new to this process so they can’t adequately defend their employees.

Anyone else having a different experience?

Why do industry observers and specifically BP staff automatically give high praise to Meg? Can one person from the outside manage to upright a failed strategy and a culture which abhors change?

How do managers sleep at night when they have to downgrade someone who clearly earned a better performance rating?

We are a meme stock

You can't slash decades of collective knowledge for a small budget win over and over again and then look confused when everything starts falling apart. That isn't bad luck, that is the direct result of your own choice.

Stink is a genius, RTO is working!!!

Nvidia CEO Jensen Huang publicly praised Qualcomm’s mobile capabilities and humorously told investors to "buy their stock", Nvidia simultaneously announced the RTX Spark superchip to target the "Windows on Arm" PC market.

What are waiting for and why are you so passive? Shareholders have been wiped out and you seem like all is fine. Not it is not! There is one scoreboard for a public company and you are losing. You will be out of a job at some point unless you take decisive action. This company need to be broken up into to pieces (Merchant and FI). Your team is not capable of dealing with the size and complexity as it is comprised today.

Need a bit of math help here - What's larger: -23% or +76%?

For example, if one company grew in value about 76% and the other grew negative 23% in value, who grew more? To make it a bit easier, you chose some fixed time fame and let's keep it in the industry, so let's make tmobile be 76 and att be -23...

Finally, once I understand what's larger, I'd like to see which factors cause numbers to differ. For example, if tmobile has a hybrid WFH system, and att is having all employees come be in the office all the time, would someone analyzing the numbers difference, be able to establish some kind of correlation here.

thank you!

What you sow, so shall you reap.
Stock comfortably under $40 mark.

Give them a few more months and the rate will be back to 7% like it was 14 years ago. Of course, the stock price will be 50% lower than it was 14 years ago, but Stank will spin the win and the board will do nothing.

What the actual f-k is going on with the stock price in this company? This absolute failure of a management team has driven the market cap down to $38B. That is absolutely insane at how poorly it’s performing. Is management really this d-mb? At this point it seems like they just want it to go lower and lower. I couldn’t imagine working for this company and just watching the value constantly decrease. Your work is just meaningless at this point.

What’s the chances we actually get a bonus this year? I’m thinking it’s pretty slim, but also hoping for at least the minimum of 25%. Wishful thinking?

Looks like the fat is finally being trimmed. Few managers have joined back as technical ICs while several have been impacted in the Cx delivery org. If you don’t contribute technically, being just a people manager is not good anymore.

"'Misunderstood'", eh?

https://stocktwits.com/news-articles/markets/equity/ibm-stock-hits-52-week-high-citi-raises-price-target-to-375-on-quantum-push/cZ00XlqReDj

One upper management leader once mentioned that competitors (Cadence) were more efficient. A few colleagues who once worked at Cadence also said the same. Why? Have our leaders thought about the underlying reason, or they know the answer but they can't change since such reform will damage their own benefits?

Most managers and up at Verizon would not make the cut in today’s landscape. A lot of them were simply at the right place at the right time. They would buckle under today’s pressure, scrutiny, and expectations. Many got there because they knew someone, checked a DEI box, metrics were easier, opportunities were abundant, and the market practically carried people upward.

Today you have to fight for every sale, every customer, every opportunity, while dealing with shrinking compensation, unrealistic expectations from people who had it easier, and bootlickers with Stockholm syndrome who are just happy to finally be a baby shark in the corporate tank. Different era entirely. A lot of the people preaching “adaptability” never actually had to survive in the environment they created.

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

are we done? This makes 7 months in the rolling 12. Coworkers are all concerned. Is there a grace period? Probation? Warning?

Listen to the Bloomberg Talks interview with Dan. They literally ask him what changes will average customer see that will make an impact and Dan literally couldn’t answer. Totally embarrassing- it’s so CLEAR he has NO PLAN for any real changes. Just AI, AI, AI. Literally no plan at all!!!

Big changes in merrill banking. Word on the street is no more banking quotas monthly for 2026. The new scorecard is radically different suggesting concern over the pressure to open more and more and more accounts. Now the bankers are judged solely on risk and accuracy.
Looks like some freedom fighter took the charge to the Bull, and a RIGHT hook from the disgruntled base connected

Besides broken systems, unqualified leadership and performative culture?

Finance SD is openly vying for a SVP job two levels above his. he frequently mentions it in team meetings and its all over LinkedIn. he uses my annual performance meetings to talk about his desire for a promotion. SVP and AVP show favoritism to him. he acts inappropriately around employees and encourages us all to slack off. he constantly pressures people with opposing opinions in an abusive way and lies to protect himself. toxicity at its finest.

Oracle is performing well 👍

DXC is too morally bankrupt to actually do a layoff where they would have to pay severance packages. Instead HR goes around trying to find low performers on the sales team ( which is basically the whole company) and they put them on PIPs. Even if you make the PIP. They then put you on a new one. Constantly moving the goal post. They also lie on the documentation. These people are bottom of the barrel sc-mbags

I think once everyone learns that FT, who is a large client, is dropping the contract and going with a different company the stock will fall even lower. Well into the 30s. How can you have confidence in the company if they constantly get dropped by clients?

Because 99.9% of the Nike employees that are rightfully issued a Performance Improvement Plan are going to flunk it. Then Nike can fire them rather than issuing a layoff notice then paying unemployment benefits.