Below are all the posts — topics as well as replies — that mention the hashtag #performance.
Mention #performance in your post to continue the discussion!
With BS out, another org shake-up to cut spans and layers is unavoidable. A wave of senior exits is being politely labeled retirement, but it’s really a reset.
And while leadership churns, IDC’s forecast is inflating expectations.. numbers will spike whether execution is ready or not.
Less patience. Less cover. Bigger pressure.
The next phase won’t reward tenure.. it will expose performance.
Heard that Chevron might be going Exxon way and implement Stack Ranking. How does it work? Does it mean bottom 10% or people they don't like are let go every year?
Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?
I came across this article this morning that leads with, "Why Is CDW Not Exciting?
Despite the more favorable entry price, we don't have much confidence in CDW."
They cite three reasons: 1) Sales growth over the last 3 years; 2) Sales growth projections are slim; and 3) EPS growth has stalled.
Over the last two years, the stock price is down over $85 per share, with $48 of that over the last 6 months.
While certainly the market is tough, but CDW was always able outperform the market. That ended in early '23 when our run of 8-10 declining quarters started.
We've laid off about 1,500 people over the last 2+ years and the decline in coworker count has had no positive impact on our trajectory.
There has to be a new plan implemented and soon, because what we are doing is clearly not working.
If you were asked, what would be your recommendation to get things back on track?
https://stockstory.org/us/stocks/nasdaq/cdw/news/buy-or-sell/3-reasons-to-sell-cdw-and-1-stock-to-buy-instead-2
Chris: “we’ve had another stellar year. Recording breaking. Our strategy is firing on all cylinders.
Merit increases thus year will be 2.5%. Inflation is 6%. Yes, I know that your standard of living decreases every year you stay at TransUnion. But I’m not the chump. You are. Because you stay.
Sorry about that. All these first class airfares to fly around the world for dubious business benefit sure do add up. “
Does any manager know the bonus numbers this year? More or less the same as last year?
Now that 2025 is officially over, here is how investors will measure us and how Elliott will be viewing the performance of PSX management relative to others and the S&P:
VLO: +36.1%
MPC: +19.9%
S&P 500: +17.3%
PSX: +15.2%
Hey there!
Just got my miserable rating of 3 and another 4 rating. Does it mean I gotta an overall rating of 4?
I also suppose there goes my chance to even transfer to another team even if the promise of no PIP?
No need to say about incre or pathetic bonus, just looking survival at this point of time
What were the ratings exceeds, meets and what else?
I have hit all my goals and performance metrics, and still receive a partial meets. Which put me on a PIP. Is a PIP just a way for the company to let someone go without giving them a package, like they did in the past when it was a layoff?
Has anyone used a lawyer in Florida to fight this when it has happened?
Hey Mr. Schulman, what you doing about the VZ stock price, clearly nothing much for now? More upside to come?? Or else is it business as usual, ouch!
Our IT manager let it slip today saying Leadership wants to cut 20% of low performers in Seattle. The performance improvement plans were created by HR to make them extremely difficult to pass.
This is an open secret. It's not a new thing Citi is doing, it has done same in past with Kathleen Martin Whistleblower and many others and now it's doing in mass. Should do a class action lawsuit it's wrong.
I’ve heard from a few people that PSGs are being suppressed and advancing to 25 and higher will be much less common than before. I feel long overdue for a promotion (both in performance, % CO, expanded role, and time) but am not getting much support for even consideration. Am I capped out?
all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?
If you missed the 3 days in office average for 2025- you are about to get an “Inconsistently Meets” rating for the year. We had managers in our area that had to downgrade team members from “Exceeds” to I/M. It was escalated up to legal and management was told no exceptions.
Best managed companies listing:
https://drucker.institute/annual-data/annual-ranking-data-2025/
IBM at #8.
The press release:
https://www.globenewswire.com/news-release/2025/12/09/3202657/0/en/The-Drucker-Institute-at-Claremont-Graduate-University-Releases-Its-2025-Ranking-of-America-s-Best-Managed-Companies.html
The announcement:
https://www.cgu.edu/news/2025/12/drucker-institute-2025-management-rankings/
The list:
https://drucker.institute/annual-data/annual-ranking-data-2025/
Has anyone heard if we will get raises and what the % is? My boss keeps saying how much she appreciates me.
When are the promotions announced typically? Both with your manager and/or team and then also within your LOB? When is the year end comp (Bonus/Raises) typically announced.
Phil going to die with his company in the gutter.
Shareholders underwater.
Employees underwater.
ESPP hasn’t been relevant for 5 years given sharp decline.
Annual bonus was and will continue to be below 100%.
How embarassing.
UnitedHealth Group has released findings from multiple independent reviews of its business practices following a June pledge from CEO Stephen Hemsley to conduct a transparent and comprehensive examination of company processes.
The reviews, conducted by FTI Consulting and Analysis Group, examined Medicare Advantage risk adjustment operations, utilization management practices, and Optum Rx’s administration of manufacturer discounts. UnitedHealth has adopted 23 action plans in response, with 65% targeted for completion by year-end and full implementation by March 31, 2026.
Ten things to know:
Across all three areas, the auditors concluded that UnitedHealth maintains strong operational controls and documentation. However, a common theme emerged: policy organization, centralization and governance structures need improvement. The risk adjustment review found policies weren’t always codified or recently reviewed; the UM review found corrective actions that weren’t fully remediated; and the PBM review recommended consolidating and streamlining policy documentation.
In response to the findings, UnitedHealth said it will ensure all policies and procedures are reviewed and approved at least annually, maintain centralized policy repositories, and enhance enterprise-wide governance structures outlining roles and responsibilities for policy oversight, compliance monitoring and risk assessment activities.
FTI reviewed Optum’s risk adjustment diagnostic coding standards against ICD-10-CM guidelines and found the content consistent with official coding guidance. The HouseCalls in-home assessment program received strong scores, with “comprehensive and well-organized” policies and evidence that the majority had been reviewed within the past 12 months.
FTI recommended separating coding audit functions from operations. Currently, targeted coding audits directed by Optum compliance are performed by coding resources that report into coding operations rather than compliance. FTI recommended establishing dedicated coding audit resources within compliance itself. UnitedHealth’s action plan confirms it will “establish an independent coding audit team within the broader Optum compliance organization.”
UnitedHealthcare holds national NCQA utilization management accreditation with 100% scores. The insurer achieved the accreditation in 2023, which deems its Medicaid and commercial plans 100% compliant with NCQA utilization management standards. When benchmarked against Medicaid peers in external quality reviews, UnitedHealthcare met full compliance in all 12 states examined, scoring 100% on prior authorization and practice guideline standards.
Nine of 62 UM audits showed corrective actions that weren’t fully remediated. While 42% of the UM-related audits FTI reviewed had no negative findings, auditors flagged instances where corrective actions from previous audits remained unresolved. FTI found UnitedHealthcare lacks “an overarching control” to ensure full remediation of all audit findings and recommended formalizing a standardized tracking mechanism with dashboards and internal thresholds independent of regulator deadlines.
The UM review questioned how quality management is operationalized. FTI observed that while multiple teams have roles in quality improvement for utilization management, “there did not appear to be a documented, centralized process or cross-functional accountabilities” to oversee systemic improvement opportunities. The quality management team’s UM role focuses on maintaining NCQA accreditation rather than leading broader quality improvement activities, FTI found.
Analysis Group identified 25 distinct controls in Optum Rx’s manufacturer discount administration. The PBM review concluded that Optum Rx has “built a robust and well-structured governance framework” for collecting discounts from dr-g manufacturers and disbursing them to clients.
Optum Rx was advised to improve client reporting on why certain claims don’t generate rebates. While the PBM provides information on claims deemed ineligible for manufacturer discounts upon client request, Analysis Group recommended assessing opportunities to enhance this reporting proactively. The firm also suggested refining escalation processes for manufacturer disputes and non-payment, and evaluating automation opportunities for low-complexity, high-volume processes.
All three reviews had limitations. The auditors did not test the effectiveness of controls, did not perform legal analysis, and expressly disclaimed any opinion on legal compliance. FTI’s UM and risk adjustment reviews focused only on current-state policies, not historical practices. Analysis Group noted its PBM review “did not identify deficiencies” but rather “opportunities to further enhance Efficiency
Why are so many reps in HE missing goal this year? A good organization has 70 to 80% hit goal. It appears HE will be below 50%! Is it poor performance by the reps? I'm new here, just trying to make sense of all this.
Let's see if Dario's new role can pay dividends for Big Blew or if this initiative just dies on the vine.
https://www.hpcwire.com/off-the-wire/doe-announces-genesis-mission-collaboration-agreements-with-24-organizations/
Do you know if only extraordinary ratings will qualify for legends of possible or do meaningful ratings employees can also qualify?
If you deliver for this company they reward you. But a lot of people are just well meaning dead weight, and they should have been axed years ago.
Maybe stop crying about your misfortune and and go make your own fortune.
Heard a comment the other day that implied they are tracking people teams activity, green, yellow and red. This person also said if you don’t sign on to teams they have a report for that. Any truth? All these reports I can’t keep track of what they are tracking. We need a weekly tracking report of what they are tracking so we can track ourselves.
Great now I feel like I should go running.
4 got exceeds 5 got meets
What does that translate to in yearly increment in usa nj?
The standard is changed every year, because it is such a poor way of evaluating employees. This one may top all of them.
Does any one when the company scorecard is shared for performance year
Note on LinkedIn from new exploration VP on BBG1 lease sale results - lots of congratulations and kudos for a BU which hasn't discovered a thing in a decade, suddenly transformed into "strong outcome", "leadership position", and "great teamwork". The hilarious part is reading the comments by the Chevron sycophants trying to impress the new VP. Oh, and if you take a look at the bidding, it's all high-risk or fringe acreage and leases previously held then dropped. Don't expect anything better than maybe a tie-back or two, if indeed we can actually discover something.
Got put on a PIP that was never designed to be completed.
It started with a vague “needs improvement” label and daily „coachings“ with my managet. Th quickly escalated into a four-week PIP loaded with moving targets, heavy process work, and constant check-ins.
When you actually do the math, it would’ve taken roughly 75–80 hours a week just to keep up not to improve, just to comply. All within a standard contract.
If they do it to you don’t just nod and sign. Push back. Ask for an HR re-review of the PIP. Don’t give consent. Document everything.
HR is not your buddy but forcing a review buys time, creates a record, and gives you space to think.
In my case it was never about performance. It was about process, optics, and a clean exit.
Its just comedy at this point. Fourth P1 ive seen this peak season where the entire Optum tech ecosystem cant hit endpoints, all from this vendor tech that we didnt need that ESRO forced everyone to switch to.
A P1 during peak season used to be rare, now its a almost weekly occurrence here. This company is a mess and is gonna lose all its customers
Anyone drinking the Kool-Aid still? Read this: https://simplywall.st/community/narratives/us/diversified-financials/nasdaq-fisv/fiserv/puwknbpq-tech-giants-blockchain-and-fee-pressures-will-erode-profitability-e9qo/updates/3-3-analysts-have-slashed-our-fiserv-fair-value-estimate-from-ab?utm_source=Braze&utm_medium=email&utm_campaign=CommunityDigest
What criteria was used to either give 3 weeks or 4 weeks special bonus?
With the high degree of managerial incompetence that is plaguing this company how does one mange to let himself be PIPed out ?
Proving that someone is incompetent and is not performing well requires some degree of technical sophistication that MOST of the managers we have are not capable of.
I have seen this a lot around here, oh they put me on a PIP. Technically it is very difficult to fake prove that someone is incompetent unless the person is indeed incompetent. The performance factor will always be arguable and no judge in this world will grant Cisco reasonable grounds for termination with the current workload level most of us have. Adding more to that to push you out is practically impossible. The current workload as is it is already border line, medically and from legal perspective.
So my opinion is that when I see that people are complaining about being PIPed out, is that they really needed to be
I’ve never before worked at a company where people who mess up majorly get rewarded. Why is this happening?
Imperial plans 2026 turnarounds at two Canadian refineries
In 2026, the ExxonMobil affiliate will execute turnarounds at its Strathcona and Sarnia refineries aimed at boosting efficiency and meeting upcoming environmental standards.
Robert Brelsford
Dec. 16, 2025
Key Highlights
Imperial Oil schedules full 2026 turnarounds at Strathcona and Sarnia refineries to boost performance.
Maintenance at Strathcona targets 197,000-b/d crude unit following record 10-year run.
Imperial projects 395,000-405,000 b/d 2026 throughput, 91-93% utilization across Canadian system.
ExxonMobil Corp.’s majority owned affiliate Imperial Oil Ltd. has scheduled major planned maintenance events at two of its Canadian refineries in 2026 as part of the operator’s ongoing strategy to maximize performance and profitability of its existing assets.
Imperial will complete full turnarounds of both the 197,000-b/d Strathcona refinery near Edmonton, Alta., in western Canada, and the 124,000-b/d refinery at Sarnia, Ont., next year, in line with its corporate downstream strategy to improve operational performance via enhancements to logistics and processing flexibility at the sites, the company said in its 2026 corporate guidance outlook for investors on Dec. 15.
The Strathcona refinery is currently scheduled to enter maintenance during second-quarter 2026, with Sarnia’s turnaround planned for third-quarter/fourth-quarter 2026, according to the company.
Without revealing detailed project plans for the scheduled maintenance events, Imperial confirmed planned works at Strathcona would focus on the refinery’s main crude unit, which recently achieved its longest-ever run length of 10 years.
The company also suggested turnaround activities would presumably include works to further prepare the refineries for upcoming emissions-related regulations set to take effect in Canada.
The operator previously scheduled smaller-scale turnarounds at all three of its refineries this year, including Strathcona in second-quarter 2025, Sarnia in third-quarter/fourth-quarter 2025, and the 113,000-b/d refinery in Nanticoke, Ont., in second-half 2025.
Confirmation of the 2026 turnarounds at Strathcona and Sarnia follows the operator’s completion and commissioning earlier this year of the Strathcona refinery’s new renewable diesel production complex that combines a mix of locally sourced renewable feedstocks such as canola oil and blue hydrogen (hydrogen produced from natural gas with carbon capture and storage technology) to produce 20,000 b/d of renewable diesel to help decarbonize Canada’s hard-to-abate sectors in line with the transition to a reduced-carbon future.
In addition to announcing the two 2026 turnarounds, the company said it expects 2026 throughputs of 395,000-405,000 b/d across its three-refinery Canadian system, with an anticipated systemwide capacity utilization of 91-93%.
https://www.ogj.com/refining-processing/refining/operations/news/55338848/imperial-plans-2026-turnarounds-at-two-canadian-refineries