#performance

Following the email from Cristiano, here are some things that I know and that I heard/read so far:

What's confirmed:

• Amon's layoff email.
• Confirmed cuts with some of my friends (and posts here0
• The exact % of ppl being laid off has not been confirmed publicly.

Rumors circulating:

• 7–9% layoffs across BUs and locations.
• Performance-based cuts - some are suggesting this I doubt it
• Org-dependent impact - % cut will vary by org - this is highly possible IMO, it'd follow the pattern from before.
• Timeline - rumors is that we have 1mo+ before more details become clear.
• New hires - People joining in Nov are puzzled - a number of roles in Automotive are starting in Nov - talked to a friend

Why cuts??? All speculative but come to mind

• Weak smartphone demand
• Rising memory prices
• Increasing competition from AAPL/Samsung
• Pricing power issues

Chime in if u have something to add, feel free to challenge any of these, I am puzzled and many of these may be inaccurate (aside from that top section)

I was let go today after not meeting performance metrics that had been ramped up by 30% in less than three months after department layoffs the previous quarter. They are setting people up for failure and looking for excuses.

Earlier there used to be 4 levels of meeting expectations in performance assessment. They changed that to binary now and 5% need to be given off track. Is this to push them into PIP and layoff more people

The new metrics for SNP care managers are 5 MOC calls per 8 hour shift, with support calls excluded from this total. While productivity is important, these new expectations do not reflect the full scope of our responsibilities. We’ve now been directed to make every call a MOC call including post discharges, calls from the RIT report, medication gap alerts, and return calls from our members. However, if a MOC call was completed within the last 2 weeks then that allows no time for member to work on previous goal or receive literature in the mail. Repeatedly conducting MOC calls simply to satisfy a productivity requirement risks turning a meaningful educational process into a numbers-driven exercise rather than an opportunity to improve member outcomes. When care managers must prioritize countable calls to protect our performance, there is a real risk that necessary support and follow-up will receive less attention. We respectfully challenge upper management to evaluate whether these changes will accomplish the intended purpose or simply encourage behavior that improves reported metrics without improving actual members service. Company morale was already poor due to no raises last year, then required overtime due to increase in enrollment, increased micromanagement, etc. I also ask leadership to establish a process for obtaining feedback from frontline associates and direct supervisors before future operational changes are finalized as it is obvious the management that implemented this lacks the knowledge of what HCMs do on a daily basis.

Workers are forced to fight desperately just to get their contributions noticed. Many software companies have started firing anyone who gets a rating of 3 two years in a row. Now, this trend is creeping into the chip design industry. It is a highly risky gamble to deprioritize precision and functional correctness in hardware design, especially when a single mistake costs millions of dollars.

manager has been giving me weekly performance check ins and says i haven't been improving.

Do you know what happens next? I am guessing bad rating at year end and then getting corrective action warnings and fired early next year? is it possible to be fired sooner than next year or be fired without corrective action warning?

location usa

Qualcomm will implement a global reduction in workforce following its annual employee reviews. CEO Cristiano Amon communicated this decision to staff via a memo, with notifications scheduled to begin in November. The company aims to foster a stronger performance culture and address areas that have not met expectations. The exact number of affected employees was not disclosed, and the scale of the layoffs remains undetermined. These cuts are influenced by business priorities, organizational needs, and required skill sets.

https://www.reuters.com/business/qualcomm-cut-jobs-worldwide-performance-focused-layoffs-internal-memo-shows-2026-10-20/

PEPSICO DOESN'T NEED ANOTHER HEADCOUNT REDUCTION. IT NEEDS LEADERS WHO KNOW HOW TO WIN.

With the reported loss of the KFC fountain beverage business and the continuing struggles in Frito-Lay sales, PepsiCo finds itself in an alarming position.

But what concerns me most is not the losses themselves. It is the apparent loss of the leadership mentality that once made PepsiCo one of the greatest competitive organizations in America.

During my 42 years with PepsiCo, I witnessed something extraordinary: our ability to bounce back from almost any setback.

We were taught that losing was never the end of the story. When we lost, we got back up, studied the competition, developed a new strategy, and prepared for our next victory.

We didn't build our reputation by counting our losses. We built it by winning back what we lost.

Unfortunately, I believe that winning mentality has been fading over the last several years, particularly since Indra Nooyi's departure.

I have never witnessed such a concerning shortage of proven leadership talent at the highest levels of PepsiCo.

Let me be clear. I am not talking about the frontline employees. PepsiCo still has extraordinary people working in its plants, warehouses, delivery trucks, sales territories, and distribution centers.

The talent problem is not at the bottom of the organization. It is at the top.

Yet when performance declines, what is the familiar corporate response? Another restructuring. Another headcount reduction. Another round of cost-cutting.

You cannot continue reducing the workforce and expect that alone to rebuild market share.
You cannot cut your way back to greatness.

And while PepsiCo is busy counting desks, Coca-Cola is busy counting the accounts it just took from us. Nobody in Atlanta is holding a town hall about "efficiencies." They are in the stores.

And you certainly cannot rebuild a winning organization by promoting people who know how to explain a loss but have never demonstrated that they know how to deliver a win.

Accounts like KFC are not lost in a budget review. They are lost years earlier, when the people who actually knew the customer were "streamlined" out of the building and replaced with a dashboard.

PepsiCo needs leaders who understand competition, customers, sales, operations, and the marketplace.

Leaders who know how to take market share, not simply report how much was lost.
We need executives who inspire people to fight for the business rather than manage its decline.

The PepsiCo I knew didn't surrender market share without a fight. We didn't wait for the next financial report to tell us we were losing. We went into the marketplace and did something about it.

My message to the PepsiCo Board of Directors is simple:
Stop looking at the workforce as the primary problem. Start examining the leadership decisions being made at the top.
Stop promoting people simply because they can manage numbers. Start promoting people who have demonstrated that they can build businesses, develop people, win customers, and defeat competitors.

PepsiCo doesn't need another generation of executives who are experts at managing decline.
It needs a new generation of leaders who know how to win.

I still believe PepsiCo can come back. I witnessed that fighting spirit for over 40 years!

Dell has plenty of people who don't contribute and layers of useless management. So many of them in all orgs. Get rid of them first. That would be the right move nobody would complain about. But we know that's not how it works. They always cut the wrong ones.

I'm genuinely getting worried about people's wellbeing, and possibly self-harm...
The pressure people are under at USAA is very intense. The emotional toll it's taking on people and their lives... The constant threat of being laid off while knowing its a death sentence for you and your family because there are 0 jobs available. If you make a mistake you will be fired now on the spot. And they will give you no ability to even test your change properly because this is the only company of this size in the world that does not have a proper test environment to ensure changes are properly vetted.
Everyone is literally afraid for their lives while wearing a smile and it feels like we're all circus performers; and we feel like this is genuinely a circus at this point due to all of the enormous executive level missteps that have been made over the last 10 years.
I'm genuinely worried about people and their families and what's going to be left of this place when it finally burns down, which I think it's very well on fire right now. And I think that the fires we see right now are minuscule in comparison as to where we're headed. And I see the doom on everyone's faces at the office and they know it too. And the reckoning I think we're facing, I think, is more substantial than I think anyone is admitting to. And I'm starting to come to terms with that. And it scares me quite frankly.
I don't care where you're from. I don't care where you were born. I care about you. And I want you to know that I worry about you too. And I hope you worry about me. Because we're just people trying to earn a living to take care of our families. And we feel like the walls are caving in, from every direction on us. And it's overwhelming. And I just want to say this out loud to you all who watch this site. I hope you come out okay on this. I really do, I hope we can all survive this...
From me to you,
I am wishing you all the best

When did you get your last DXC Merit pay increase, mind was in 2022 less than 4% because I had a great people Manager that sadly to say is no longer with DXC

Eisman @18:53: "Wells Fargo has a history of occasionally disappointing and did so once again....Wells Fargo has not grown revenue in multiple quarters. The company seems to have trouble growing its revenue. If you are looking at investing in a large bank, this is not the one I would look at."

Gee, maybe because the c-suite is more focused on 8 hr butt-in-chair productivity metrics than growing revenue?

Why would an employee row for a company that's mostly focused on getting the oarsmen and oarswomen to walk the plank?

https://youtu.be/y45yqiCdfI4

Q3 2026 United Health Group reported $4.11 B profit (net income). Up 75% from Q3 2025.

But we’ll still be told at the next all employee show that we really didn’t do that well just so we don’t get our hopes up for a decent raise nor bonus.

https://investingnews.com/starteepo-sends-letter-to-xerox-board-in-advance-of-third-quarter-earnings/

They sent a letter to the board:

As we have made clear in our discussions with management and in our public communications, we expect Xerox to use its upcoming third-quarter results announcement on October 29, 2026, to update shareholders regarding certain crucial initiatives.

I remember when Amon said next time there would be a layoff he'd be canned too.

This is probably good as there is still a ton of dead weight in Qualcomm.

We were just informed this morning that because TPS as a whole isn’t making the 60% we are directed to come in 65-70% the rest of the year to make up for it. So because a few people aren’t making their numbers that want the entire org to show up. Literally punishing people who are doing the right thing to make the numbers look better. What the ever loving fu-k

Two employees do the exact same thing. One is a hipo and the other a common peasant.

When feedback arrives the peasant is told they met expectations but it was a very competitive rank group and they are now in a PIP.

Meanwhile the hipo is sent in a speaking tour to share how their genius way of working has revolutionized the industry. They present a word salad of meaningless executive speak and slides created by planners to make them look good. They remain assessed as outstanding.

I joined this year and got an IM mid year. I think I will probably get another im. How long would I probably last before I get fired? Would I be able to stay at least until next year?

I have 6 goals for financial year 27. I am told that is normal despite. To me this sounds odd having just joined from another company. Am I fodder for a layoff or some forced curving ?

She is getting rid of their low performers by bringing them over to WFC. Every time she brings a new exec over from BNY their HR depth breathes a sigh of relief. Your problem now Wells!

Senior leadership has a metric to review every employees’ productivity across LOBs. They review the metric every quarter. RTO is not about sitting in the office, RTO is about delivering in the office.

Who gets rewarded with OwD? Is it just for Hippos and Managers? Do ICs get this regularly? What’s the reward per CL?

What much bonus payout diff between good year and great year based on past payouts

He should start with himself!!!

A lot of stuttering and uh mm uh umm on the conference call. Didn't hear a clear plan. Will give him another quarter as understand he is knew.

How many CM are feeling overwhelmed with the metric goal of 73.

1. How are you successful in addressing needs timely?
2. Any difficulties completing follow up timely?

We are encouraged to ask questions voice concerns, however if anything less concerns voiced less questions..

As far as I’m concerned when I’m in the office and at home, they can track me all they want. I don’t care because I’m doing my job. My question is we have someone in our world who comes in the morning signs intohis computer walks around so everyone sees him and then he leaves we don’t see him all day then he comes back back right at the 7 1/2 hour Mark and works the last half hour and leaves. On Teams he does appear as being seven hours away. So everyone knows he leaves, gets in his car - why arent they tracking that?

Florida blue recently had a Townhall the feedback is it was demotivating and demoralizing. The CEO explained that when culture is up performances down with no further explanation. The consensus among folks is when he talks about heart and hustle. All you hear is the hustle there’s no heart people that work in Florida Blue love Florida Blue and they love what they do. Unfortunately the culture is subpar, and the executive team appeared to only know subpar cultures so they don’t understand what used to be. They truly believe what exist today is the norm.

When Danny boy took over in October 2025, stock price was $43.67....today it is $44.40. WooHoo....73 cent gain. How much is he getting paid? 🤣🤣

I got IP last year for bad RTO adherence, my manager tried to change it, but HR was firm. If I apply to a new role today will a hiring manager be able to see that? How far back can they see my rating?

What are you gonna do about it. The client loves me and keeps extending me. And, yet, no more $$$ or bennies for me. What to do? You gotta change something. You get rewarded when you hit financial goals and your customer (the shareholder) is happy, I just want Tata to treat me the same way. Peace out.

Well this next year will be fun rankings. Many US workers leaving and the headcount reducing meaning fewer spaces in O, E, and VG. Prepare for even more downward pressure in your rankings. The PIPs must continue!

You've had 19 years of Stephenson & Stankey.

You have made the shareholders of T- Mobile rich.
You have made the shareholders of DTV rich - Stankey ran it into the ground.
You have made the shareholders of Time Warner rich - Stankey ran it into the ground.
You sank $10B into AT&T Mexico - Stankey sold it for $2B.

Stephenson's first day as AT&T's CEO your stock price was $37.63/share. And today?

How many leaders in IT&V have been in the same role for 5+ years? 10+ years?

In most cases, you will find they exist in areas with minimal measurement. They are hidden from the spotlight. No one knows if they are performing or not performing. There is typically no tracking. Some are coasting.

Even if the area has tracking, they are fudging numbers.

You will also find that many of them are the root cause of most problems and have weak backgrounds.

#dead weight #stop protecting these people

If they expect us to Deliver What We Own and Make Quality Personal and Help Each Other Win, then BD needs to do their part. Pay us our full raise and our full bonus. You scratch my back and I’ll scratch yours

Stock below $5.00. Just in time for 3rd quarter results followed by 4th quarter holiday layoffs.

Next round targets specific groups:
If you are below meets expectations
If you are on a pip
If you average less than 3 days a week in office
If you average less than 7 hours in office per in-office day
If you are sole team employee at location
If you have a history of over reporting to HR

Bye!

Since BM opened his big mouth on 9/14/2026 about 3rd quarter warnings in performance, BAC opening was at $62.33. Since then BAC is currently at $50.07 at time of this post with yesterday's news U.S. Treasury giving penalties of $1.2 BILLION for anti-money laundering (AML) and sanctions law violations. While the company is losing money, how about giving severance packages now considering it will be cheaper to the eyes of the shareholders.

Game is rigged for the pawns….