Below are all the posts — topics as well as replies — that mention the hashtag #performance.
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My AD manages 2 people and owns one product . No working level duties .. No delivery pressure or resolving ground level problems
Keep making decks and spreadsheets. Attending meetings where they are not even required.. Taking status from us passing it to leaders as if she is making great progress
What the heck was the purpose of it? Wasn’t the purpose to share CoSA scorecard or how we did in 2025?
Why do we always talk about the future and not take a moment to reflect the success and failures of the prior year?!
Others hearing AIP is disappointing for 2025? What is percent rewarded for corporate?
Is this the same as getting IM? And means the axe is about to fall?
Achieved gets you promoted. Exceeds keeps you at same level. How can VP and SVPs justify it? No relation between rating and promotion at TR? What gives? Disappointed.
stock is at $58, at what point do people realize extra effort is required to dig out of this. even 1 weekend a month would be a huge help to turn this thing around. let's go !!!!
Despite 14 billion in profits in the last year. Its not out of the question for the stock to go to low 200s. Nothing matters to this company other than 1. Stock price 2. shareholders.
Hard work does not get rewarded along with all the extra hours you put in. Do the bare minimum like Peter in office space, you will get same results. A layoff, oh and sc--w that little dork Sandork Di--oani Mr 100x
Snake oil salesmen got caught!
Yes, a 15% drop in stock price following a missed key metric combined with management downplaying the situation is generally cause for serious concern.
While downplaying bad news is a common tactic to prevent panic, it often indicates a potential disconnect between leadership and market reality, or an attempt to mask fundamental issues.
Here is a breakdown of why this scenario warrants concern and how to evaluate it:
Reasons for High Concern
Significant Underperformance: A 15% drop indicates that the market views the missed metric as a major issue, likely a breach of trust or a sign of structural problems rather than a minor blip.
Disconnection from Reality: When management "plays down" or dismisses significant negative news, it can be a sign that they are not taking the necessary corrective actions, or are trying to protect their own reputations/compensation.
"Kitchen Sink" Warning: Executives may downplay a miss, but if that miss is accompanied by a downward revision of future guidance (a "kitchen sink" report), it indicates the company expects the pain to continue.
High-Risk Signal: Stocks that miss earnings expectations often see continued weakness, averaging a further decline of 8.4% over the following four months, suggesting the initial 15% drop might not be the bottom.
When to Be Extra Concerned (Red Flags)
Misleading Communication: If management fails to explain the root cause of the miss, or blames external factors entirely while ignoring internal failures.
Reduced Transparency: If the company suddenly stops providing guidance or becomes less transparent about future performance.
Insider Selling: If executives are selling their own shares while telling shareholders everything is fine.
Loss of Talent: If the performance issues are causing high-value employees to leave.
What to Do Next (Investor Actions)
Re-evaluate the Investment Thesis: Ask: "Did I buy this stock for growth, and is that growth still happening?" If the core reason for owning the stock is broken, you may need to exit.
Check Cash Flow and Debt: A company can survive a bad quarter, but not if it has high debt and low cash.
Look for Alternatives: If you sell, is there another company in the same sector with better management that is not experiencing these problems?
Consider Tax-Loss Harvesting: If you are holding a significant loss, it might be an opportunity to sell and use the loss for tax benefits.
Summary: A 15% drop is a massive signal from the market. While not always a reason to immediately sell, it demands a thorough review of the company's fundamentals and a critical questioning of management's narrative.
The teams like QPOET full of snakeoil salesmen have done nothing except for cheating and stealing！
We are going to blow past earnings and guide higher for the next quarter. It's up up and away from here for OT
Qualcomm seems to have perfected the impossible: beating earnings quarter after quarter while watching its stock drop every single time. Once is bad luck. Repeatedly is a leadership failure. When results are consistently strong and the market reaction is consistently negative, the problem isn’t performance — it’s how the story is being told at the top.
Sometimes the people who get laid off are actually the winners.
It’s a reminder that career growth and promotions aren’t always about performance, results, or dedication — sometimes it’s about timing, circumstances, or politics you can’t control.
Saying goodbye to a team and a role you’ve poured into is never easy, but it’s also a chance to gain clarity, reset priorities, and focus on opportunities that truly value hard work and leadership.
For those who remain, good luck navigating the changes — may this shakeup help everyone see what really matters.
Grateful for the lessons, proud of what was accomplished, and excited for what’s next.
If you take on 50 tasks and do 49 of them exceedingly well but do a so-so job on the 50th one, that is what you get judged on.
Better to take on limited tasks but do very well on all of them. If you think you might fail on a task, best to pass that on to someone else.
How are those bonuses?
Just wondering what others received. Did you get a bonus?
What are we getting?
The successful restructuring and adoption of AI solutions reflect a forward-thinking approach and commitment to operational excellence. This is a positive step toward improved performance and sustainable growth.
Our stock price is falling relative to ExxonMobil. Whatever you are doing is not working, Wael.
We manage our employees. We’re supposed to push them for higher goals. But we don’t get to compensate the employees we want to.
Forbes:
• About 44% of employers plan to give uniform, across-the-board pay raises in 2026 instead of merit-based increases, a practice often called peanut butter raises, according to a Payscale report.
• Average pay increase budgets are holding steady at about 3.5%, but nearly a third of companies plan to reduce raise budgets due to economic uncertainty and cost control concerns.
• Employers cite criticism of merit-based pay as too subjective and biased, and say flat raises are simpler to administer and can better support low-wage workers facing inflation.
• Economic conditions are a key driver: slower hiring, ongoing layoffs, and fears of recession have overtaken labor competition as the main factor shaping compensation decisions.
• While many companies spread limited raises evenly, some still heavily reward top performers, such as Walmart boosting pay for top store managers to strengthen performance and culture.
Up 16% since the earnings dropped. Silly haters.
4th quarter and full year earnings are due out tomorrow. They’re probably going to be very good.
But only because refining margins have been pretty good, not because Go Go has done anything worthwhile.
Outstanding Impact = 1
Exceeds Expectations = 2+
Valuable Contribution = 2
Needs Improvement = 2-
Not Meeting Expectations = 3
Change my mind
All the metrics are about calls and volume of waste, no real outcomes.
It's a sh-t product with a sh-t interface and the legacy knowledge was shitcanned before the KT could be completed. Nobody in OT really knows how it works or how to support it.
Enrique Lores proved to be a deeply flawed leader in my view, prioritizing Latin American executives and DEI-driven hires over proven merit and technical expertise.
The multiple restructurings under his watch stripped the company of critical talent and institutional knowledge, leaving HP severely weakened.
With his departure, it's a genuinely positive day for HP—hopefully it's not too late for the company to recover, rebuild its core strengths, and return to prioritizing performance and innovation
Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?
outstanding impact, exceeds expectations, valuable contribution, needs improvement and not meeting expectations. No calibration meetings and forced catagories. Rank and Yank in full effect at chevron
Since CC became CEO in May, 2019:
TRU: 23%
S&P: 144%
EFX: 68%
And yet it's other people getting fired. What am I missing?
Had a mid career experienced hire employee tell me he just likes to keep his head down and let his work speak for itself. He is on the fast track for a PIP. The psychos will notice and take huge advantage of him. I tried to warn him.
How are we handling the no pay increase again this year? For context I have gone above and beyond and done Jessica’s extra projects and more. There isn’t anything more that I could have done to be a role model employee.
I see a lot of people talk about 50 or 60-plus hours, and it always surprises me because I’ve never worked more than the standard 40. My reviews have always been great, so I’m genuinely confused about the disconnect.
VP - endlesslya swashbuckling with engineered decks to ask for more budget for FTEs, consulging engagements (or stupid tech programs with fraudelent value cases that was pitched to them in exchange for a potential board seat down the line). Not accountable for performance and delivery
VP- reports to VP, responsible for procuring the decks for swashbucling and making budget ask justifications. Trying to fill CV to become VP1 in the next gig, only manages up. Not accountable for performance and delivery.
SD- responsible for owning the pretty decks used by VP1 & 2. Not accountable for performance and delivery and wont have any KPIs or OKRs. Only manages up while being responsible for maintaining the facade of leadership. Will threaten and retaliate on any dissent or suspicion of whistleblowing. Will do lots of stupid team events quarterly to provide bread and circus.
D- responsible for creating the decks. Not accountable or responsible for anything beyond managing upwards and keeping the facade up. Will invent BS performance metrics and play bad cop for ICs to keep the order. Just waiting for their SD promotion while not managing more than 3 direct reports.
M- very rare creature at nike, manager level work is done by Directors.
P- invented director role to keep pay levels without the headcount to keep people. will do mostly what D does, doing decks without being accountable for anything or owning anything. will be scapegoated for performance if they stay in role more than 2 years.
L- baseline IC, responsible for doing analyst work to create data for the above. Owns everything without owning it. accountable for everything without influence. May have to do excel flipping on a 30 hour basis.
anything below- congrats for failing at corporate, you are essentially a glorified exec assistant. Will be asked to deliver everything from planning events to procuring merch. will be held accountable and responsible for everything. Performance expectations would be at the sky and will always be scapegoated. will be thrown around from role to role until they call it quits. only chance of moving upwards is finding a D to su-k up to that will eventually promote them as they become indispensible for their ego.
Real work will be done in southeast asia, real value will be generated by partners who sell the real work created in southeast asia. None of the above have any influence or impact on the outcomes as they exist for theathre. Occasional product hits or media sensations created by external agencies keep the ship floating.
In light of the new total rewards framework, is it now better to be T3 or T4?
Hello..
Hope you all are having a better start to the year than me!
I need advice on what should I do to protect myself and if there is even a remote chance to protect myself or is the writing on the wall loud and clear ..
I am a P4 - LBEC...
May 2024 - I was displaced. While on notice, in August 2024 - I was re-hired in this current role. (different role/org/manager)
Mid year rating in 2024 - IM (I was not even there to get the rating, was already displaced) , 2024 end of year rating from the current role - IM - I was told as I started in August (it should be 'new to rate', but as I am a re-hire, the mid year rating will be CF).
2025 - Mid year rating is a Meets. Regular manager check-ins "you are doing great, keeping doing what you are doing"...November I receive a Manager spotlight award..
End of year review - IM.. I was shocked to say the least.. when I asked my manager, he said, its not his feedback but a matrixed feedback in the calibration and also when comparing with other P4s.. I even pointed to multiple stellar 360 feedback I received contradicting the matrixed feedback, all my manager said, these 360 feedback is from your stakeholders and people you worked with, but they do not report in our org and was not present in calibration... I was speechless but did not challenge it. .. did not know what to say !
I wrote an email back to my manager and cc'ed skip level - not to challenge but to point out all this and that i was never ever told that I am an IM.. no response from either..
Yesterday Manager told me of course no raise no bonus for me...and he saw my email.. and he agrees... the feedback should have come sooner than calibration.. but as he is new.. he is also learning...
That's it...
I am definitely looking for jobs .. but also wanted to understand... what can I do to protect myself or change this "I was new or yes I agree feedback should not wait until calibration" narrative... or is this all a strategy to put me in PIP and eventually let go ?
Thank you all for your time and inputs.. I am grateful.
We are being told if you are a 3 or a 4 this year for your merit increase expect somewhere from a 0-1%, what kind of a joke is this company (doesn’t even cover inflation here in Texas) yet they give those a*holes at the top millions of dollars in bonuses…
RRP somewhere in the realm of 70%, this company expects you to put in 100% effort while paying you pennies, are we in China? So my advice to everyone, milk your job and do the bare minimum.
Does anyone know if for those of us that were impacted yesterday if we can still receive a performance bonus for 2025?
Progressive recently released its Dec 2025 earnings and they continue to put the smackdown on SF!
Progressive gained est. 352,000 autos in December, SF lost 15,000 vehicles in December
Progressive grew by an estimated 5,447,000 vehicles in 2025, SF grew only an estimated 536k last year