#performance

Can anyone else confirm the 60% bonus pool target funding number mentioned in another thread? All we hear is how amazing our quarterly results were, so one would assume that the funding is much higher than 60%.

Sure would be nice to see some transparency around how the bonus pool funding is calculated (like they used to do many years ago). Seems like they just pull a number out of their a** these days. Or maybe they use the monkey dart theory/approach.

Most Ford management and employees lack ingenuity.

The leaders tries to copy other automotive companies and fails miserably. Constantly ties ways to burn cash. Flip-flops without proper market research or vision.

Employees constantly blame the leaders for failure. Few with good ideas are shot down, so now they have low morale and lack motivation.

Some great talents are lost due to RTO and low performers are still around us because they can badge in every day.

Bill and his Board of Bandits continue to throw things against the wall hoping something will stick to get share price up.

Hi my manager told me that the bonus decisions are made by HR - they have their own policies..

I got an overall year end rating of 2/2/3..wondering how that will look for bonus time.. I have not been going into the office regularly too some weeks i go in twice some weeks i go in once, some weeks i go 3x..

will that affect my bonus?

Hike is coming in Q4.

Just don’t ask which year.

Meanwhile keep giving 200% effort.

Impossible to find anything on Zero. Any site keeps spinning for minutes. The much vaunted and showcase implementation of AI enabled agent zero has never worked for me... Keep getting gateway error any time I try to use it. What a joke... Emblematic of the state of technology at the company. Lots of noise and rah rah BS followed by no delivery.

My friend was just asked to go in BH she said low performer

I’m curious with the changes to remote if I would still be eligible to move up in my role to the next job grade. As of 2025 I was able to. I know a new position all together would be hub only.

Also, can a remote employee still earn an extraordinary performance?

Any managers or HR here that can share insights please?

Each state should have this dept to file disputes against this place for discrimination. Everyone being fired for random things needs to file and you only have a certain period of time to do so. This place has become so toxic and to dig up reasons to mark people low on performance, change ratings after direct mgrs enter them or even force wfh then use it against you needs to end. Make noise people including contact media, lawyers and anyone else you can

I need a laser focused report.

Moderate layoffs will be coming in January. These are mostly intended as a layoff for low or moderate performers across marketing, product and engineering, not as a broad layoff due to business conditions.

There are no specific target numbers identified — it is primarily low performers, unmotivated people and those who are not on board with the company mission.

I'm a FR in the West. We've seen our field and MR numbers go way down, and our home count go up. Nanos are starting to have these issues, scheds going on withthold, flags, PRS putting things on WH and not setting appointments, digital interims putting homes on withhold, and yet we still have the same performance expectation and policies.

There was a guy on the U.S. townhall that was retiring and called out management. I know they weren't happy inside and even though he was the only brave person to speak up, nothing will change. I've been looking for a new job for a year and it's been really difficult. 15 years ago we had AP. It was a pain in the butt, however at least the expectations and home count ratio were more acceptable.

If we go through another round of field layoffs, it's going to absolutely tank our performances. But so many of field guys refuse to unionize, so leadership can keep taking advantage of us and giving us more and more homes, with less field reps, and the same pay.

Any guess what the 2026 AIP payout percentage will be?

It’s easy to hide behind numbers. KPIs that look good on paper but don't actually reflect the reality of what's going on in the trenches. Too often, leadership leans on these metrics as a shield, allowing them to feel comfortable while the real work gets done by those on the ground.
But here’s the thing: When you consistently fail to show up with functioning processes, when you let your team flounder with outdated knowledge, you can’t keep blaming the ones at the bottom who are scrambling to make it work. The KPIs are a band-aid. They’re a crutch, not a solution.
The disconnect is real. The people at the top are too far removed from the daily grind to understand the struggle. And those at the bottom, the ones keeping things together with duct tape and sheer willpower, are expected to just keep pushing through.
It’s time for a reality check. If the metrics are misaligned and the systems are broken, it’s not the "little men" who need to be cleaned out. It’s the leadership. Leadership that isn’t in touch with reality, that doesn’t recognize when they’re out of their depth, and that refuses to take responsibility for the company’s actual performance.
When the people doing the heavy lifting are ignored or undervalued, you’re just setting everyone up to fail. KPIs should guide you to success, not allow you to point fingers while the real work gets buried under more red tape.
Leadership: Your KPIs are broken. Fix the process or risk losing the people who are still trying to make it work.
#Leadership #KPIs #WorkplaceCulture #Accountability

When can we actually have our performance reviews?

Some thoughts as I think about the 2025 capital budget and what it implies at PSX:

• Same level of spend as prior years, adjusted for their acquisition of WRB. This suggests that PSX views capital spend as a constant and something that has to be spent regardless of market environment. As an investor that concerns me regarding their ability to show returns over the long term. This likely is the result of their outdated views on midcycle and how capital is spent relative to other priorities.

• PSX continue to chase a short-term EBITDA target in Midstream while margins in the business are declining. This jeopardizes long-term returns at PSX in favor of short term stock appreciation.

• PSX continues to spend significantly at CPChem at a time when two large projects will put additional pressure on margins. This downward margin pressure will compromise their project returns and jeopardize the returns at PSX for years to come.

• PSX is spending $1.1B on Refining but can cite only one large project. This is in contrast to their peers that are making real market calls on how they are spending their capital. It potentially suggests that PSX does not have projects identified that are at scale and that they may struggle to have a read on the market environment to know where to invest.

• VLO is spending $1.6B on refining with several large projects cited to reposition their refineries. Perhaps this is why PSX struggle to outperform VLO.

• MPC is spending $1.25B on refining projects and is making real market calls at several refineries

At a time when PSX needs to show they can operate refineries well, one would think they would have more detail on projects that will reposition their assets. Instead, we get the same answer we get every year and a capital budget that looks like the one the year before.

I've realized doing excellent work at Citi is frankly an outdated concept. Why exhaust yourself when the real promotion checklist involves laughing at the boss's jokes and volunteering for the flashy, pointless projects? Simply ensure you're the last person they see leaving each night. Productivity is secondary to perfecting the appearance of it.

how do the modifiers work at redhat for field sales execs?

for example 200k otc with 50/50 comp plan.

thanks in advance

From her start in 2016 to mid 2025, Oxy’s value dropped from around ~$54 billion to around ~$40 billion.

Nearing the end of the year and making some headway.

VLO: +33%
MPC: +29%
PSX: +19%

3 Year:
MPC: +91%
VLO: +64%
PSX: +63%

Annual sales declines of 2.6% for the past five years show its products and services struggled to connect with the market

Earnings per share decreased by more than the revenue over the last five years, showing each sale was less profitable

8× net-debt-to-EBITDA ratio shows it’s overleveraged and increases the probability of shareholder dilution if things turn unexpectedly

When do the Board declare no confidence in them ?

QIPL employees, especially in IT, are doing little to no work and taking credit for work they’re obviously not doing and they’re being promoted! How is that justified? There is no accountability for mistakes from QIPL team members and there seems to be bias/discrimination against non-Indian employees in this AR cycle.

NY/NJ region will be letting go of underperforming and non compliant RTO employees early in Q1

They give all these teams a deadline of 12/15 to get their MBO score in order. Many teams in our org had releases scheduled to address various vulnerabilities prior to this deadline. Now that date has magically shifted to 12/10 and the "MBO Score" which determines our year end review and RRP eligibility is frozen.

Who the he-l decided that giving these id--ts this much influence in the company was a good idea? Half the time their scanners aren't even working and they don't know why, so your MBO score will fluctuate between two wildly different numbers weekly, making planning not an option.

My boss told me his manager put me on a IP. It started as SP-L but got downgraded to a full IP. The result is no raise and half the bonus. He doesn't have any specific critique, but said his boss wants me to be more visible and on camera in meetings.

Any thoughts on what the payout will be for 2025?
I can imagine that the targets are made more difficult for 2026 to save money
Also can foresee the end of the LTI and other non contractual benefits

Follow up from my post yesterday. Today my team was destroyed, as were many.

Years of building, growth, and success right down the drain. Top performing reps sent to unemployment right before Christmas. Meanwhile, mo--ns and failures keep their jobs. It's not about layoffs, it's about making horrible decisions and then executing poorly on those decisions.

This company has become an utter disappointment. We immediately bankrupted our culture, integrity, and brand as soon as we win the war. T-Mobile is showing their true colors, and it's as disgusting as it is disappointing.

0.5% raise AFTER being an exceptional performer????

I got much higher raise when I was SP last year.

Yes the higher bonus was something I expected.

But negligible increment seems like a strategy to keep employee on their toes and live in uncertainty about their future bonus.

My manager seems to be the biggest snake, how the he-l does base pay raise work????

We just had a TDC Townhall and everyone was saying kudos to everyone. While recognition is good, we also received word from our TDC leaders that there is a 20% cap on the number of TDC associates who can receive a rating of for 2025. If things were so great, why impose a cap? This is so frustrating.

We don’t expect significant layoffs before end of financial year (Jan 31st). 3Q was good, stock is up and the holiday event seems to be going fine.

Evaluations continue on where AI can be implemented, although progress is slow due to backlog and inability of the tech side to implement and put into production old projects that have languished. Some will be canceled.

Evaluation time is coming up for salary associates so we’ll see the normal reductions based on performance starting March/April.

Probably no significant workforce reductions until the May time frame. Once the new CEO is installed, it’s likely we’ll see some tech leadership turnover to increase focus on project delivery and stability.

We believe several areas are probably safe from the potential 2Q reductions, such as transportation, vision and store staffing. Expect a focus on market management and merchant areas with potential AI solutions to streamline the business side and a renewed emphasis on first to market activities.

We think the biggest resource impact could still be in tech but not until 2Q.

How much is the average connection award for top 30%?

At this point I would like to say nuke all the workforce and start from fresh, coz I've seen some particular orgs being rotten for decades with politics and performance is no way factored into firing and less competent folks are prevailing, yoo eh, this is the golden opportunity, create a business continuity plan and then nuke all the work force and hire / rehire need as you go basis - twitter did the same, why not Nike...iykyk

Why is it that at Nike, career progress seems to depend more on playing office politics than actual work? I've noticed that merit has very little influence, while understanding how to navigate relationships and kiss the right butts is critical for anyone looking to move up. How can that be considered a good thing?

Dell continues to keep employees who barely contribute, and I can't figure out why for the life of me. People coast through their jobs and still get the same pay and benefits as those of us working hard. Getting rid of actual low performers and keeping capable staff would improve both morale and productivity instantly.

Or more importantly, how?? Do so many people truly think she's doing a good job? I'm just as shocked at the 4.1 overall stars. I didn't think I was the minority in my opinion of this place, but looks like I was wrong.

How did we get the worst CIO in not only out industry, but in the country? A used car salesman would do a better job. At least he might have a shot at convincing us of the lies being told. He must have wrecked GM IT. He makes BB look like a super hero.

Since we benchmark everything else, why don’t we benchmark our leaders as well? If we had, we likely wouldn’t be in the situation we’re in today.