#performance

https://www.bloomberg.com/news/features/2026-05-20/ceos-at-novo-nestle-push-work-cultures-into-results-mode

I'm the only person cut from my entire group, and when I asked my manager why, he couldn't give me an answer. He told me I was a top performer, that my skills were exactly what the project needed, and that the project itself is a priority. None of it adds up, and I don't understand why this happened.

Wow. It's about time.

Was asked to persue this. What are the real upsides? I read 15-20% base pay jump based on quartile (I’m in top already)? Seems slight for the order of magnitude of workload increase I may see. If offered has anyone negotiated up, and to what? (30% was my gut)? To what %? And beyond base pay what perks are LL5 to offset the (seemingly) minimal pay bump?

Anyone else at BTC surprised to receive a mid year raise? My supervisor said that I had earned it with my performance and also due to the rising inflation here in India. I thought raises were only in January so this is a nice surprise as a new hire that my salary is increasing already.

Oracle has just scratched the surface with its 10% layoff and showed some positivity with its operational performance in layoff. Its operational performance is still weak.
Its trying to show the investors that it is high tech or growth stock. But it is not. Oracle has history of losses. Just market hype has increased and made it safe for now.
June earnings numbers will show it all

An internal corporate audit is in progress with new CFO and if she is really good there will be heavy cutdown of heads in upcoming qtr. Lots of products will be trashed.
Prepare for your best ... Jump the ship before its too late...

It's what...nearly two years since he was brought in as the technology executive management team member to fix Citi's age old problems. What/How has he delivered so far? Considering what his directs (forget the whole team) costs Citi? What's the ROI?

Biggest question to answer - Would Citi ever be in a position to exit the CO had it not been some other administration in place (either Republican different than Pres. Trump or a Dem Pres.)? If the answer is no, then is it not clear that Tim Ryan has failed misreably at his job? 2 years is a long time at that level. Then again....CO was issued under Jane's watch and her total comp and position has only climbed higher and higher every year, despiteg Citik having paid nearly half a billion dollars in just fines since the 2020 CO. She's costed Citi more than that already...she ain't in any position to hold Tim accountable for anything

With Cisco losing market share, the responsibilities of that are squarely on the portfolio leaders, AVPs, SEDs, ODs, SSEMs, RMs, and SEMs. They have failed to hold their people accountable. Due to the failure of these so called leaders, good people have been impacted and will continue to be impacted. The answer cannot be to just add portfolio AEs and SEs. It is time to LR the portfolio leaders with real leaders that can lead the business and hold people accountable.

It is incredible that Dell could hit $300 a share. Inconceivable!

The performance matrix they use is setting employees up to fail so they can terminate workers in order to off shore jobs. They target employees with tenure, accommodations, and fully remote employees. They are trying to cut people to save a buck

:(

I feel so bad for these people they worked so hard to get to where they were and we’re all very high performing branch managers. Hopefully a lot can find a spot and be retained.

The role just wasn’t deemed to be profitable from an ROI standpoint seems like which isn’t shocking.

R2Bs meeting was lack luster. They want them going door to door 5-6 hours a day and only increased at risk by less than $500 a month. They did not increase base pay or offer a vehicle stipend.

Business Sales On Demand will be a big failure for Verizon and Verizon Business will keep taking the blame for lack of performance. I would caution business owners to stay away from Verizon Business till they find themselves, if ever, again.

Listed SS as one of the top companies to work for. LinkedIn has SS as the best workplaces to grow. Well...there you go. We all know the truth.

The Barbie bump didn’t last long and MOTU isn’t seeing a bump at. Maybe the Barney movie will do it…..

How are shareholders not demanding a change?

Just heard our AUA had grown by 33% since 2021. Does anyone know that the S&P500 is up 77% over the past 5 years?

Down 4% already today , a big gap down

Up days were on low volume, fund managers are getting out of this stock

OT won't be in existence in it's current form in 12 months. At 15 bucks it will be taken by PE

It seems that now our bonuses are also calculated with the WHAT and HOW scores. My manager created easy goals for a couple of colleagues who are her friends and asked them to copy paste them in the system. But with me, we used AI and my my goals are almost impossible to achieve. I don't think I shall get a good WHAT or HOW score even if I try too hard. And because the success of my goals is dependent on others, I am finding it hard to show that I am working harder than the colleagues with easier goals. Long story short, it feels like the new performance management makes it super easy for managers to give more bonus and salary appraisal to their friends. Is moving into another team my only choice? Are they really planning layoffs by giving bad scores? Some colleague was saying that a PiP means you don't even get severance and they can lay you off anytime. I can't ask my manager yet because she is very politik and cares more about networking than about our work. If the culture is only going to get worse I may even look for a job outside but there aren't many opportunities right now. I am based near Heidelberg in case that matters.

Audit just did a “shark tank” or “performance elimination.” The Pitch, The Cut….Wow!!!

Nike only lays people off when changing the organization structure, not when someone is doing a really cr-p job or royally sc--ws up a business.

Why doesn’t Nike fire people more often for poor performance?

While not totally indicative, Glassdoor rankings of CEOs are used by Elliott and others in assessing how real employees feel about CEOs and their performance. Looking at Glassdoor, here is how Phillips 66 stacks up in the industry regarding approval rating, senior management rating, and the other number is would employees recommend to a friend:

CEO approval rating / Senior Management Rating (out of 5) / Would Recommend Company to a Friend (%)

Phillips: 56% / 2.8 / 63%
Valero: 71% / 3.6 / 80%
Marathon: 77% / 3.5 / 76%
PBF: 50% / 3.0 / 60%
HollyFrontier: 77% / 2.8 / 61%
Enterprise Products: 83% / 3.6 / 75%
Williams: 85% / 3.2 / 66%
Targa: 87% / 3.8 / 75%
LyondellBasell: 60% / 3.2 / 66%
Dow: 67% / 3.4 / 73%

Notice anything? PSX is PBF and HollyFrontier. Let’s stop pretending.

Surprisingly the share is +10€ today
Anybody knows the reason ?

Sell or Wait ?

TCS has instructed managers to classify 5% of employees in the lowest performance category. This directive applies to the latest appraisal cycle. The move has generated concerns about potential new layoffs. This follows a previous retrenchment of approximately 2% of its workforce. The company had previously planned to let go of 12,200 employees in fiscal year 2026.

https://www.ndtvprofit.com/business/tcs-asks-managers-to-put-5-staff-in-band-d-stoking-fears-of-fresh-layoffs-report-11512010

Hearing PFUS leadership is saying privately that they will miss plan in 2026 and 2027. What will be higher, the team score or percentage of people who are still around by 2028?

Those who got laid off, pick up the damn phone and call the employment lawyer. Those who were managed out by your sickening managers who gave you fake IM performance review, pick up the damn phone and call the EEOC and labor department. Fight back!

You don't have to share personal details that would compromise your identity but after being placed on one myself, and deciding to quit soon after; I always felt it was unwarranted, unexpected, and retaliatory (but not enough to form a fuss over it and pursue any type of action after I left). After dedicating so much time (including lots of overtime and weekends; and going above and beyond with above average annual reviews), I always felt it was never about performance but something else but hard to prove. Hence why PIPs are always the tool for companies to use to get rid of someone.

Anyone else care to share if you feel comfy?

Time to clean the rot and remove these parasites now. bp deserves new people (internal and external) to ascend and take bp to a new level. Meg will not have the luxury of time…similar to Woodside there are cracks in the edifice and challenges midterm…cheerleading because trading got a massive gain while the average gains by trading the last 20 years is a paltry 4% ROC

Go-Go has been saying for a while now that the “Transformation” that he’s inflicted on the company are going to show real results in the year 2027.
Things are going to have to pickup pretty soon because we’re nearly 5 months into 2026 and our stock is still badly lagging our 2 main competitors stock price.

Stock is bleeding out. Will the cuts help?

Has anyone else noticed that for the past 2 years we have been making LESS money.

It appears that our we-ponized ranking system is definitely paying dividends.

A few more people in the PIP aught to do it. Let’s go ahead and run off our most experienced personnel and outsource overseas.

To the board…..keep up the great work. Y’all all deserve bonuses.

Inflation-adjusted profits (millions USD, in April 2026 dollars):
• Q1 2026 (ended Mar 31): $4,183 → ~$4,220 (minimal adjustment)
• Q4 2025: $6,501 → ~$6,630
• Q3 2025: $7,548 → ~$7,720
• Q2 2025: $7,082 → ~$7,280
• Q1 2025: $7,713 → ~$7,980
• Q4 2024: $7,610 → ~$7,950
• Q3 2024: $8,610 → ~$9,050
• Q2 2024: $9,240 → ~$9,750

I was already a 10x engineer. Now I'm 3x10x. I think next week I'm slated to up that to 9x.
In a few more quarters, I figure I'll be outputting more PRs than atoms in the universe.

How is it that the largest US nat gas company missed the boat on the ai/data center bo-m? Sounds like there’s lots of high level people working to get something moving who don’t have a clue, go figure, all the while, their E&P operations are struggling, planning is awful, lack of high level leadership and planning, get your act together, your PM stock has been worthless since the previous bankruptcy which is most likely happe i g again, smh…

Won’t be long now. This has to be the beginning of the end.

https://www.gurufocus.com/news/8863065/dell-technologies-dell-receives-price-target-increase-from-jp-morgan

Welcome to the penny stock category. Well done C-level - we'll deserved mega compensation packages.

That tells you a lot about the 'executive' ability of the lineup that steers this ship.

Top of the leaderboard again. Year after year:

https://x.com/TheLayoff/status/2055330545052381473

Thanks for sitting down with the Houston Business Journal, M@rk. Another example of time away from the office to manage your image while the CEOs at MPC and VLO are in the office leading.

And “responding to what the world needs” is an example of M@rk overestimating the company he is supposed to be leading. Phillips contributes, sure, but the tone shows arrogance and lack of awareness of the real scope of this domestic mid con business. At the moment, all supplying the world has done is ki-l earnings and increase volatility and led to MASSIVE underperformance vs peers

Do not ask me where I got this from. This is the layoffs plan:

Leadership has determined a strategic shift to cut costs, invest in AI, reorganize priorities. Finance and HR has identified which teams, roles, or locations will be reduced, mostly around Engineering. Managers are evaluating employees based on performance, role relevance, and compensation, while HR and legal reviewing the plan for compliance with labor laws and discrimination risks (Yes, external consulting firm involved).
Once finalized, affected employees are notified (by this month) — often through meetings or emails — with system access revoked immediately. Intuit will make announcement via public messaging framed around terms like “restructuring” or “AI transformation” to shape the narrative.

A hiring freeze will remain in effect for the next six months, after which recruitment will resume with a focus on new strategic priorities — even as current employees continue to shoulder heavier workloads within leaner teams and under heightened expectations.​​​​​​​​​​​​​​​​

Hope this helps.

It’s very evident that ConocoPhillips has created a real niche and is running on automatic. The companies top leadership and enforcement arm…HR has manufactured a false reality with pretty impressive results. What happens when timelines and realities converge and expose or challenge this fragile ecosystem? Is COP a quarterly darling or do real reality and fragility intersect?

Nike increased women in VP+ roles from 39% to 45% and minorities at Director+ level from 26% to 36% between 2021 and 2025. Considering how few senior leader roles open up each year, that’s a big change in a short time. Has the company become stronger because of it? Would Nike be in an even worse position if it hadn’t invested in DEI?