#performance

https://www.zacks.com/stock/news/2984394/tfc-still-trails-its-2019-merger-targets-can-the-new-ceo-change-that

Humana said on its July 29, 2026 earnings call that 2027 plan exits will affect “approximately 600,000 members” and that “the majority of the plan exits were in plans with three and a half or lower ratings.” CFO Celeste Mellet described the strategy as cutting off “the lower tail of profitability.”

So, instead of trying to fix whatever it was that got dinged and caused Humana to lose Stars ratings from CMS, instead Humana just simply drips those plans where they were failing, so their overall ratings go up and then take their ball in go home. Sounds like a quitter mentality. And besides, who does it hurt? Oh wait, that’s right! It hurts our members!

I wonder if next our school system will allow kids to simply throw out any failing or bad test scores or bad grades, so as to raise up their overall grade.

SPMP season draws nearer, for some Office spice have copilot generated list of random employees as low performers and selected for PIPs. Have this list printed to a random printer in the Houston and let the fun begin

If you thought the cuts were done, or mostly done, wrong. The Org cuts will occur Dec. Most will be told early to mid Nov. CN wants everyone off the books by Jan. Welcome to the magical 3% plus margin goal. Stock should do well though..

Share if you hearing new wave of employees reduction attempt by management. Either in not meeting expectations, Documentation, or HR guidance or the ultimate PIP.

T-Mobile ranked best overall in the US and best in the majority of states. No bueno!

https://www.pcmag.com/articles/the-best-mobile-networks-usa-2026

On an earlier thread several asked for a repost of content paraphrased below:

For a career at the company, your performance vector has to be a net positive for 20 or 30 years. You can go up and down a bit around the middle bucket and be ok as long as you work hard and are diligent and a team player.

But if you drop and stay in lowest two buckets for more than two - four assessment cycles you should be concerned over perceptions of the perceived baggage you now carry as a perceived low relative performer longer term, as the unconscious bias of your rankers is very difficult to overcome.

With that backdrop, after the 2020 8-10 % MLRP program followed by 4q20 15 % voluntary and involuntary; there is net exodus of roughly 23 - 25 percent of your peer / ranking group on gross average in many instances.

So... what this now means to you is...In 5 months from now in May 2021 there is probably to be rationally expected between another 3-10 % MLRP program on top of this reduction in 2020.

So the end result in June of 2021 is roughly 26 - 35 % of your peers in your current rank group are no longer present after next rank cycle in 2021. Probably most of them that will have left the company populating the “ni” and “good” designated lower two quintiles.

So after May 2021 the ranking system and the math both requires any remaining ”Goods” to become “NI” or “NSI” and many “very goods” have to either become “Goods” and “NI” to make the math work on the forced rankings with quintile buckets still required.

Then fast forward and replay this into May 2022 - assume no layoffs but anything between a 3-10% MLRP process consistent with what happened this year.

If you think you are “very good” now you truly really are , but in the relative world of next rank cycles, on a relative ranking basis the “very goods” must have to mostly now become mostly “NI” and a some “goods” in just less than 18 months from now.

Math and forced rankings are hard to overcome the actual reality of how the game evolves for anyone ranked less than 50% because the usual 5–7-year progression of falling to lower quintile and outcome is now accelerated in the last year by the 23-25 % real reduction that occurred this year and another 3-10% that would potentially be exposed to MLRP and PIP in May 2021.

It is brutal system when expressed mathematically.

Best of luck with all future endeavors.

Any current “very goods” please really note , you are now at best “ni” or “good” in lowest two quintiles right now today as we step into next ranking cycle.

Don’t get mad at your bosses when they tell you this, just say you are smart and understand math. Don’t make them uncomfortable personally because they also know and disagree with the math, but they can’t say they disagree with the math.

It is what it is... no use being an a..hole when everyone knows math is math.

Have a financial plan already in play and always have other options in play. There is no long term loyalty so be the boss of your own destiny.

And you must unfortunately fully understand that when you drop into the bottom 25-30 percent there is really no recovery for you to have long-term career with the company.

It is sad to have to write this guidance. It was not like this 15 years ago.

Keep technical skills current and avoid going management track where most of your technical skills will become obsolete in 2-5 years.

I’m a new hire in NC and was brought on as part-time, but my newest schedule has me working 37.5 and 38 hours.

My performance numbers have been really good, and I desperately need access to benefits.

Am I automatically considered full-time if I keep working these kinds of hours, or do I have to officially apply for a full-time spot?

We're down to three and a half months left in this year. Dan promised Wall St five billion dollars in savings this year. I don't think the 13k people laid off last year even counts toward number. Anybody here smart enough to figure where we are towards the five billion number, and how we will get the rest of the way there by year's end?

During my most recent Talent Assessment, my manager left No for Expectation Met.
I discussed about this in my 1:1 to know the reason behind this feedback. Didn't receive any constructive response and got a standard response. I was informed the next steps would be HR would be involved with weekly tracking. This whole thing has been a shocker to me as I'm working on high impact project now and delivered good in the last quarter.
I asked if it's part of PIP and was told I'm being setup for success and it's a procedure by HR to correct the course of action for the Talent Assessment result.

What can I expect next and how long do I have before they go through the lay off procedure which I'm kind of expecting at this moment.

Dark days continue...

https://hypebeast.com/2026/9/nike-sp-100-removal-september-2026

There are people that install, provision and maintain the telephone network and then there are 7 levels of people that measure the pace of that work being done and talk about it on conference calls all day. Each level getting a bigger bonus than the last all based on the work of the lowest level employees output. I know that’s a bit oversimplified but really it’s pretty close.

Next week I'm going to kick back to C+ level work. No more A+ overachieving. Forget circle of excellence, aiming for the triangle of mediocrity - badge in, meet expectations, go home at 5 pm.

That's it. Performance doesn't matter. The more you are willing to kiss a-s, the further you'll get.

I delivered major projects, traveled, participated in workshops. Meanwhile, newer hires with 5-6 years experience are paid more than me and I have to train them. How is that okay?

Performance ratings were completely ignored. Favorites and yes-people stayed while genuine hardworking colleagues were let go. People are judged by how they dress and who they flatter, not by their actual work. I hate what this place has turned into in the past several years.

Crummy colleges like Strayer University or 3rd world college mills. DEI candidates majoring in "organizational leadership" (wtf kind of degree is that). Leaders not qualified to do entry level work in their organizations because they lack certifications. sum result is a bunch of employees who are pretenders when it comes to working.

Point being Verizon needs to ask itself if it wants intelligent leadership, or a bunch of crash test dummies collecting paychecks

Only at IBM would such horrible and incompetent sales growth results be awarded with $38,000,000 pay plans and hundreds of thousands of IBM shares be given for free as grants.

Meanwhile at NVIDIA:
Revenue: About $44,546,759 per hour.
Net Profit : About $27,633,333 per hour.
Per Second: This equates to roughly $10,484 in revenue and about $6,500 in net profit every single second.

Put your money in a Goldman Sachs CD and get 4.35% vs the pathetic IBM results here.

2025: +7.62% ($67.54 billion total revenue)
2024: +1.44% ($62.75 billion total revenue)
2023: +2.20% ($61.86 billion total revenue)
2022: +5.54% ($60.53 billion total revenue)
2021: +3.94% ($57.35 billion total revenue)
2020: -4.39% ($55.18 billion total revenue)
2019: -27.49% ($57.71 billion total revenue — heavily impacted by portfolio reshaping and divestitures)
2018: +0.57% ($79.59 billion total revenue)
2017: -0.98% ($79.14 billion total revenue)
2016: -2.23% ($79.92 billion total revenue) [1] (https://stockanalysis.com/stocks/ibm/revenue/)

They are going to start managing people out the door that do not keep up with training, in office requirements, and so on. The announcements around this are coming any day now. I wish they would make an example now on some of the C16s that never go into the office. My boss hasn’t been in the office in a year. This other C16 comes in for 4 hours at a time. They are going to be watching our numbers but they aren’t event going in themselves.

Just heard from a colleague, that some of the stores that were divested in the last year are underperforming from a contractual standpoint, specifically BeMobiles in the northeast (was called out specifically, apparently they haven’t been able to prove that they can scale with their business model) and that at the end of the year the 1 year contracts they signed on with are being looked at. Sounds like Cellular Sales and TCC are front runners to take over most locations in northeast.

Just got a gem of a note from my manager stating that my team isn't using AI tools enough. Based on the "latest reports" we're lacking compared to other teams. Apparently our usage is getting monitored now. Oh joy. Copilot is practically unusable but I guess we're supposed to train it to do our jobs.

Average Salary Increase to expect…sample for CL 28 @ 90% of salary curve. Extrapolate as appropriate.

OWD = 8.32%
O = 4.5%
E =3.1%
VG = 1.2%
G = 0.01%
NI = 1e-26%
NSI = :(

If, globally, most sales reps fail to hit their quota, will Dell still increase targets again in H1 FY28?

If the majority of us are missing targets because expectations are unrealistic, what justification is there for increasing them further?

Could this “manufactured failure” ultimately be used as justification to reduce the workforce?

And with severance potentially being lower than in previous years when calculated against the new payout structure, it feels like we’re all being played here.

You can’t continually increase targets to levels that are perceived as unachievable, while putting commission behind a 45% attainment threshold, and expect motivation and performance to remain unchanged. At some point, if the majority of people are effectively working for basic salary, the company shouldn’t be surprised when it gets basic-salary effort.

My friend got laid-off on Tuesday. Worked 12 hour days, managed her team in several parts of the country, always got an exceeds. Rarely took time off. Single mom with 3 little girls in school. Don't waste your time climbing corporate the ladder, spend time with your family, take your PTO.

Nothing like hearing the EVP of LP saying your scorecard is going to su-k this year. I know it boosted my morale and desire to perform quality work.

Town hall..whew what a sh-t show. What's up with the non stop AI push. Not a single person that's qualified to build and ship out a production grade AI application in leadership positions. All show ponys presenting . His Sr. Directors leading AI 😂. They presente generic slides, ZERO value, VB seems like a con artist trying to act technical with his Internet copy AI generated aidlc slop slide. The other one was so annoying that even SC cut him off. One lady does data gathering about team members on a mismaged Excel sheet and calls herself a AI stewart. One lady just sets up calls and coordinates q&a and she's an AI director. LMAO. These people will not get hired in AI leadership roles anywhere except at UHC. Anyone can presented the slop we saw today. Why is zmuda be here in UHC Tech when she has zero knowledge? This whole thing is a sham and will end really bad unless they start getting real technical director with real AI skills and not copy paste slop directors. Shareholders/board would love to fire this entire sh-t show in a heartbeat if they understand what a joke this entire org leadership is. Looking for non existent nails to hit with a few wobbly broken soft headed rubber hammers in that's totally useless. Sh--Charidoesn't realize what a sh---y org he got into, after ruining his previous order he probably thought he can get a fresh start, but guess what his last team was already real engineers and architects, ruined the entire culture there and jumped ships. He'll realize soon enough what a clown show this org is.

Portfolio Sales and Engineering Leadership is at the root of Cisco Market Share Loss. From Portfolio AVPs and SEDs to the ODs, SSEMs, RMs and SEMs, all should be replaced. They want to act like they know what is best. They have driven the market share loss due to their incompetence. Shouldn’t new leadership be put in place.

Some teams may have already been subjective to for a few months this but official communications have surfaced the power apps In Office Insights portal.

Policy is 4 days in office.

Out of compliance may get disciplinary action, hit on performance rating, termination….

Possible reasons:

• not in a hub location
• not in the same location with manger and the team
• high title, high salaries

JonO hasn't done much good for STAR since the Symantec days, and his grasp of cybersecurity appears somewhat limited.

There are competent managers below him who could run security response more smoothly on their own.

As name suggests time in office is now apart of performance.

<8h a day will put you on list and <1h few times will get you even worse.

Ask me how found out lol

Thierry mentioned there was an extra week of selling this quarter resulting in additional $570 million. If we didn’t account for this extra week, we would be showing negative growth? Misleading to investors or par for the course?

Why do they act like layoffs are a random process? Do you genuinely believe it's random, or is there a systematic assessment of cost vs. benefits?

First time in years I have heard NOTHING regarding Tell Dell results. Don’t get me wrong, I know the report if phony but usually the HR cronies are able to muster up some sort of positive spin on abismal results. Looks like this year there was literally nothing positive to spin.

European, 32.

I was indentified as LP (Low Performer). PIP goals are not clear at all.

My manager was always very friendly with me but not clear at all with my performance in the project.

It’s been 5 years of this BA

When we’re on a PIP, is it necessary to put in the effort to meet the goals, or is it not worth it? Should we just do the bare minimum and leave it at that?

Notifying mangers yet to receive training invite(usually one week before), it’s coming, but purely based on base + RSU and low performers. Good luck to everyone!