#performance

With continued workforce reductions, does tenure, performance, or loyalty actually protect anyone? We weeded all the low performers out - who is left?

I must say that the CPO being demoted - not fired or retired - is accountability. Gonna have to clean up that huge pile of po-p and not gonna drag anyone down anymore. Big ball of mud! We are all watching!!!

Better together was such a childish idea for our divisive culture. I'm glad the baby talk is over. For years the CPO failed to bring together Comcast and Sky. Failed to bring together Entertainment and Connectivity. Failed to bring together Product and Technology. Wasted our investments chasing delusions. He and his SLT always so insecure about the size of their scopes. Always tapping each other on the back, congratulating themselves for their minor achievements. All they ever delivered was beautiful power point presentations. Let's see how much longer the legacy X1 bros will survive together.

Thank you SC for letting him know he is na--d! It was about time someone told him the truth.

What a show!!!

• During Q3, Verizon added 137,000 postpaid net accounts and 406,000 postpaid phone net adds
• Earlier this year, Verizon purchased the FWA company Starry, and now it’s tapping its own mmWave spectrum to propel FWA
• In broadband, Verizon delivered 314,000 net additions in the third quarter

https://www.fierce-network.com/broadband/verizon-ceo-schulman-says-hes-demanding-employees-its-paying

TDC stock is down $22 per share the past five years in a rapid growth market. Pathetic performance by any measure. It’s such a dog, that’s why the board keeps the same CEO in place. They don’t expect any better. Must be a depressing place to work. #TheDyingCo (TDC)

So I guess sueing CMS on 28 criteria is a better use of money?
Maybe it's time to look closer to home.

This company is the perfect example of mediocrity from its management to financial results. Over 5 years of straight shareholder losses but yet the hold its employees to this super high level of performance and productivity. Makes no sense and in no way aligns with PayPals company actions.

I hear people say that C-Shares go to about 35% of associates at grade 6 and below... while I-Shares are available to roughly 80% of grade 7 directors... i know that posts here are anon and not verifyied claims, but they could explain why a strong performer never receives a grant.... Do the percentages match what people leaders have been told this year? How are recipients chosen within each grade?

People working on AI things at the bank say execs are discussing how many jobs they could replace before showing the agents can handle work across Wells Fargo’s older systems. Is your team testing agents on limited tasks first? What results are being measured before staffing decisions are made?

I know this isnt everyone that acts like this, but as a longtimer, this is how i see many in IT act in these roles:

I7: Works hard, gets told you have to do your tasks plus I8 tasks to be considered doing a good job

I8: Does the I7 work, all the I8 work and 95% of the I9 work

I9: Doesnt pay attention in teams calls, rarely knows whats going on in general and asks the I8 all the questions for the trivial things they do work on that they should know the answers to

Am i missing anything?

I don't know of any others in my group and it feels like I was the only one. Maybe it was more performance based in my case? 😭

100s of remote no work all day remote , netflix for 6 years, 200 k package with 50k eoy bonus, senior software engineer. How to be vp?

Compared to other quarter results the share price didn't went down. I genuine had to laugh at some of the graphics in the presentation. Non sensical wave lines without any z or Y axis parameters, and nice stars on a BS chart.

Are they still selling well? I assume they’re on POWER11 now. Even when I was still at IBM, POWER was already on a downward trajectory.

Honestly, I wasn’t surprised that Linux on POWER never really gained traction in the market. I ran the benchmarks myself, and the results made it pretty clear why. It was getting absolutely crushed on performance, not just by AMD, but even by Intel.

That said, AIX customers always seemed to have a certain degree of loyalty to the POWER platform. I wonder if that’s still the case today.

Now that I’m no longer at IBM, I barely hear anything about the POWER architecture anymore. And honestly, that makes me kind of sad.

Why would we have Friends and Family start immediately after the last LPOS FALL SALE. That sale was much better than F&F. The sales plan for our first day was ridiculously impossible for a Monday. Who the he-l is not thinking these things through

Has anyone been asked by their VP to put a prompt into their Copilot to analyze their personal work context from the last 60-90 days?

And yet I don't know if I'll be let go this week because even when they say cuts are based on performance, we all know by now it's anything but true. It's sad that these days, being good at your job means basically nothing here.

I started my week with 3Q results. BOOYAH

Is CEO going to get double the rewards again for his wonderful performance? He mentioned AI every meeting multiple times

Let’s see here. Recap of all the ways T has tried to cut headcount. They cut retirement benefits in 2021. They cut PTO for senior employees the same year. They did RTO, forcing some people to choose to move to a hub or give up the job. They cracked the whip on RTO presence, and told employees to report to offices where there was no space. They have consolidated orgs, or leaned in on H1-B’s. They have outsourced. Now it’s time for the old plot Corps have used before - raise the bar higher, make the processes worse, and then PIP’s just fall from the sky. Then target departments or individuals for Poor Performance. Huzzah!

We’re a blur chip value company with no growth potential. I have next to no stock in this company. Who cares how this company performs

https://www.reddit.com/r/IBM/s/jiVDOv3eE8

Has the nine-box talent grid always been a thing at Carefirst? I am hearing that we are being evaluated by managers, directors and VPs who have no interaction or direct oversight of our work. Has it always been a thing or is it an excuse to PIP more people so its easy to lay them off or shaft their AIP next year?

Any progress to report? I see a lot of promises but nothing material happening. Seems like it is a scam to get hipos promoted.

In the last week there has been a huge push to eliminate experienced talent across a lot of branch based positions including UBs, RBs, BLs, BOPs. Many including myself have been given similar reasons of “This is a performance based decision that has been made by the appropriate level of management” regardless of actual results. Too many “effective immediately, __ is no longer employed with Truist” emails this week for this all to be a coincidence.

This has been a long and exhausting week. Not having access to clear sales numbers is frustrating enough, but what's even more frustrating is finally getting access to data and still not being able to make sense of it.

We've been given Power BI, but nobody can explain what we're actually looking at. Sales data is dumped into the system, yet there is no clear way to understand where the numbers come from, what they represent, or how they were calculated. Reps are showing anywhere from 30% to 55%, with some approaching 60%, but it's the end of October and nobody on my team, or any team I've spoken with, can explain what those percentages actually mean.

For years, we've relied on Tableau. It wasn't perfect, but it allowed us to compare current-year performance against prior-year performance and understand what was driving the business. That visibility is gone.

Instead, we've been handed Power BI, which currently feels less like a sales management tool and more like a dumping ground for disconnected data. The most concerning part is that even managers are struggling to explain what we're seeing.

It's hard to have confidence in targets, forecasts, or performance metrics when nobody can clearly explain the underlying numbers. At some point, leadership has to provide more than data. They need to provide clarity.

Right now, it feels like confusion has replaced transparency, and that's a big part of why so many employees believe this company is a mess. I feel like everyone is just holding on, pretending to care, looking busy, and no one really cares , because there has been Zero significant wins.

What is the company strategy again? :( I guess No one was listening last week to MH and Mr. Apple.

Strategy has been an absolute failure. What do you expect from a stereotypical used car salesman? If VBG misses the net add target, it’s 100% his fault.

If Saul is the new AI chief, what actually does TK do. She has had everything she has been in charge of taken away. She failed at Agile, as head of Technology, as head of consumer technology, as head of enterprise technology, and failed as a leader on multiple levels. So how is it that she keeps a high paying job at WF while others get laid off. There is no way she is meeting expectations. Can anyone explain how she keeps a job?

The priorities keep changing, the managers are overwhelmed, and basic work is harder than it needs to be. A one percent raise doesn't make that worth putting up with.

Performance reviews often feel like a joke when the feedback collected through 360-degree reviews is overridden by the lead, without adequately considering input from other internal and external team members. HR should be present in these discussions as a neutral party to ensure fairness, transparency, and accountability. Assigning ratings based on tenure in a role rather than actual performance undermines the entire purpose of the review process. Such practices raise serious concerns about the fairness and integrity of the performance evaluation system.

As CEO of Verizon Communications Inc., Dan Schulman receives an annual base salary of $1.5 million, with total compensation reaching $34.3 million for his partial year in 2025 (including stock awards) and potential performance-based equity and bonus packages scaling up to $59.5 million or more depending on performance targets.

Please? I know there are check ins and goals, but I'm not clear on what they involve.

Stock lost more than half the value. There may be pressure for layoffs. Hopefully not restaurants who’re understaffed.

He ruined Arby’s when he was there and now ruining Chipotle. Investors should focus on Scott’s track record and performance instead of handing keys to destruction of Chipotle from within

Meta has halted its planned second round of layoffs due to AI's failure to meet performance expectations. Initial plans to replace human workers with AI agents have been suspended as the technology has not advanced as rapidly as anticipated. Microsoft also reported no business improvements despite widespread AI adoption. Both companies are now reassessing their AI strategies and expenditures. This shift indicates a broader trend of tech giants recalculating the true efficiency and impact of artificial intelligence.

Menlo Park, California

https://eu.36kr.com/en/p/4034913072747394

For those of you still at the company - how are bonuses this year vs. the last few?

Shulman started Oct 4.

Closing price — Oct. 3, 2025 $43.67
Closing price — Oct. 21, 2026 $43.31
Share-price return −0.82%

Hmmm...

10.5 hours until the call...what do you expect to hear? Themes? NBC spin-off status and next steps? Performance spin-off from reality? Actual re-org details?

How can we see quota (SCORE is down!!!???)

October 22 is Comcast’s earnings call. Let’s see if we can successfully tank the stock again by unveiling our most imaginative strategy yet: continuing to reduce costs.

At some point, “spend less” needs a companion called “give customers a reason to stay.”

His job was to raise the stock price. Period.

A year later after tons of layoffs and share buybacks, stock is low.

He failed. Fire him.