#performance

We know leadership at a certain point is about potential- not actual merit or experience/ qualifications.

Who would you say our great leaders would be if it was really up to merit and qualifications?

Demolished. Down $111.00 in 18 months, with buybacks. I guess the investors just don’t trust us yet? Put the guy from Slalom in. Or anyone.

The remote workers not performing should be the first to go! WFH doesn't equal watching Jude Judy and going to the mall or getting your hair done etc. Those acting like that did put themselves on this list while those that preferred to be in the office and PERFORM should prevail as well as the WFH employees that actually do their jobs! The lazy as--s are ruining it for the legit WFH employees. Just watch! The WFH 3 days a week hurt us bad! Complacency is through the roof! We also have too many damn AD's. Everywhere I turn there's an AD making $150-$180K. It's stupid! Get Russo out!

We're up 11% in public cloud ARR, vantage is winning in the market

Athina’s podcast is back…

Unsure who the he-l would listen to this. How “transformational” can a Strategy & Transformation officer be when their company's stock is only up 3% over her 5 year tenure????

She needs to go, this toxic S&T culture starts with her, absolute corrupt coward who acts like a dictator

With this new system, and unattainable goals: how can a goal be set if management doesn’t allow you to meet it? It seems like a very complicated way of saying gotcha!

All the performance managers, to marketsource.

When will the company share sales performance and financials for the new brand?

Performance/Talent reviews are happening now for Director levels and above. Districts will consist of around 10 stores. SMs will take on a larger roll and accountability will increase from Rep level up. No more minimum threshold. Basically you hit your quota or get out starting 1st quarter once holiday traffic slows and less staff is needed. It’s going to be an apocalypse in retail for the bottom feeders.

The Employees and Wall Street dont believe Raul F. "The debut of the Xponential AI framework adds a fresh storyline, but with not a single major analyst rating DXC a 'buy' – unlike its IT services peers – the company’s still playing catch-up.

As digital transformation gathers pace globally, DXC’s stronger cash flow and AI push could keep it in the game for the long haul – as long as it can deliver on its promises."

Usually there is an email sent out around this time of year for progress on Success Bonus. If green or yellow or whatever. Anyone seen it? Any word from the suits on our bonus?

I get the feeling that whoever’s making these layoff decisions is just incredibly lazy. Cutting by numbers without any deeper thought, let alone real strategy. My team hasn’t had some roles backfilled since forever, and you can definitely feel it in our performance and workload. I think the company loses far more than it gains by letting people go. Layoffs have turned into nothing more than a performative exercise to prop up the stock.

Finally some acknowledgment of what most employees already knew…things aren’t great and they need to change

But…where’s the acknowledgment from the other leaders as they rapidly pivot to protect their own positions

I can’t help but feel that some should be reflecting on poor performance and leaving proactively..at the very least they should be on a PIP! Maybe these discussions are ongoing but the culture has to change to one of more honesty and transparency

The market expects almost doubled Earnings from Oracle, putting intense pressure on the company to deliver rapid growth and justify these numbers.
Leaders/Engineers with stock holdings will be trimmed more.

Due to the company's high profitability, there's a low need for massive layoffs. instead, expect targeted layoffs (mostly performance-related) , hiring freeze, project cutdowns and more reorg.

Oracle is safe till next 3-4m to stay for sure but pressure will mount. Leaders will face more problem to deliver with less salary to employees and more mounting pressure.

What’s the opinion on this words from MD?

“ Over the past two years, we have built one of the most efficient, data-driven cloud environments in our history, cutting costs, boosting performance, and shrinking our carbon footprint at the same time.
Through smarter architecture, tighter governance, and cross-functional discipline, we've saved double digit millions and improved computing performance all while reinvesting those savings into new digital experiences that elevate how we serve athletes around the world. 🚀
This transformation isn't just about cost, it's about capability. It's about unlocking faster performance, smarter scaling, and stronger resilience. It's about building smarter, recovering faster and managing better through tagging, infrastructure-as-code, and managed platforms. Savings is one of the many outputs.”

It’s always the reliable people with real skills and experience. Meanwhile, the same workload just gets dumped on the rest of us, including a bunch of near-useless folks. Why, ffs? Sometimes I honestly wonder how this place even functions. If office politics, basically code for su-k-ups doing fine, is the main criteria for layoffs, there’s no way this company keeps quality people.

Can my supervisor move my weekly meetings to bi-weekly while being on PIP?

I have noticed during my time here that HQ has a really high tolerance for poor performers. We definitely have a few in my area that just skate by and hardly put in any effort. I wouldn’t be surprised at all if they all survive Tuesday. Management protects them so much. Is this toxic cultural trait common on a lot of teams?

I am hearing different views on this. While he has been given a retention bonus, word is that Dan is catching up to the fact that Sampath was the one who was supposed to turn Consumer group around and has not been able to do that. In fact he has misfired a few strategic moves. What do you all think. Sampath is gonna survive or……?!?!?

When will the new raise system go into effect, and when will we see it?

muzza is likely done...who might be next ceo? company value has really not gone up with him running the shoe

So the new tech leader has been here over 18 months and still no strategy. Counting keystrokes and butts in seats? Those are tactics you use when you don’t have ideas. Come up with some d-mb stat like “our average productivity score went from 6.7 to 8.3!” Yeah, sure. “We shortened some arbitrary date by three weeks!” If all else fails, talk up AI from the videos you watch. Meanwhile the actual things that need to be done are just kind of floating. I get it that it’s hard to admit when you aren’t up to the job but come on. Just take the golden parachute. Why is it so hard to get a good tech leader at WF?!?

I heard quite a few bottom performing L6+ folks got their notice today at AWS…… with a hearty severance. Can anyone confirm?

Does anyone have insight into whether or not performance reviews will factor into decision making or is it just algorithm based or what?

one year returns:

Delek 141%
HF Sinclair 36%
Valero 35%
Marathon 31%
S&P 500 17%
PSX 10%

Can Halliburton continue to outperform and deliver pretty impressive results with less personnel and more anxiety in the work place

“Drove multifunctional team to increase uptime in Colorado gas field from 70% in Dec05 to 100% uptime & record production in Aug06.”

Maybe it wasn’t you maybe it was just the weather in COLORADO is nicer on equipment and ultime in August than it is in December!

A layoff happens when your job role is no longer required by the company or is being restructured.
Being laid off does not mean your performance has been poor, but poor performance makes it less likely for you to find another role internally.

On the flip side:

Being fired due to poor performance is not a layoff…… it’s being fired for poor performance.

Thank you for coming to my Ted Talk.

For those who were let go as a result of forced ranking and made up poor performance, did you have any issues with getting state unemployment? I believe state would ask for reason for the job loss? What would BNY say? I understand misconduct could make one not eligible. How about this performance situation?

"When compared to Intel-based systems, it delivers up to 86x faster AI performance"…

I'm imagining the engineers responsible for running the tests finely tuning the test suite for days and days so they could get that number into the press release, lol. There's no way that's a coincidence and someone definitely advocated for that line being the way it is.

2.7 COLA; no corporate factor; no promotions; everyone gets meets expectations.

Overheard someone saying managers are being force to give 25% of bad ratings (below meets expectations).
Have you anyone heard anything like this? Seems to high

The better job you do, the faster you’re out the door? With special “consideration” for anyone 50+? Probably the usual cr-p. Makes you wonder why we even bother.

Given average is 4%, what are your thoughts? G, VG, E, O average?
Only serious discussions. No BTC/KLTC/outsourcing/pip discussion, please.

Not trying to sound alarmist, but after the recent RIF, it’s fair to say things feel uncertain right now. Seeing cuts happen after H1 is definitely out of the ordinary, and if performance targets don’t hit the mark, this could become a pattern. Even if that’s not the case, April isn’t as far away as it seems.

The reality is that nobody ever thinks it’ll happen to them until it does. Staying ready — keeping your resume and LinkedIn current — is just smart practice. It’s not about doom and gloom; it’s about being prepared in case the winds shift again.

Dont count unless you have OT Opps attached to them? They are really trying to make it harder to meet metrics arnt they? Seems like a pre cursor for them to excuse you from your role since you didnt hit their "metrics".