#performance

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".

Didn’t take long for us to hit another 52 week low - $3.38 officially registered today.
My guess is we’ll be below $3 by earnings call time later this month. WOW!!

Company is gearing up for more layoffs, this time for Stamford right around performance reviews next year.

If you haven’t already noticed the gates in the garage are now closed and they open at 4pm. They do this on purpose to make you scan your badge when you leave.
Leadership is also keeping tabs of your time (not everyone has been asked to do this).

So! Take the train if you can to work. Everyone scans in when they first enter. When you leave the turnstiles open automatically and they cannot get a timestamp when you left, only if you drive in and leave before 4pm.

We don’t have Columbus Day off, company is greedy with your time and should not be tracking you like this especially with all these reorgs happening.

Has anyone heard back about their PDC results? Selection meetings wrap up today, so results should be shared soon

I am really worried that I will be laid off this year. I’m seeing all the signs of a company wide cut from TR and I’ve been here 25+ years. Performance has been good but they keep changing the standards and performance measurements. How do they usually do these things? What process can the unlucky expect?i

No new ideas so let's just keep flip-doing back and forth on things that don't matter.

I'm sure there are gonna be a bunch of 2s given out, though, to send the message that Bill Brown thinks you su-k but we're not ready to fire you just yet.

is it by performance or bcuz of location, or just pure hatred?

There are enough locations that IF Hertz allowed scheduling based on performance 100% rather than longevity having any merit to a schedule, then you would have your money driven top performers taking the most transactions lately resulting in a revenue surplus.
What grocery store has their oldest cashier who is not efficient just because they’ve been with the company for a long time?
Or do we continue paying these over paid hourly employees to resolve little to no revenue which the company is scraping to attain to pay the positions that are duplicated, tripled, top heavy…

What can we do about it?

EH can evangelize “we’re all about sport” all day long. Duh.

Wall St street and former shareholders like me are over it.

Tired of the excuses. Just Innovate! Without it Nike is uncool in this era.

1 Year Return:
Valero 19%
HF Sinclair 17%
Marathon 15%
Phillips 66 (0.4%)

2 Year Return:
Marathon 19%
Valero 17.5%
Phillips 66 14.3%
HF Sinclair 4.5%

Since Mark L. Became CEO (July 2022)
Marathon 32%
Phillips 66 19%
Valero 17%
HF Sinclair 8%

some might say that he has not been back enough time to make any changes and show results.
Whereas some might say he is not working out.

I would like to know what most of you think of his performance and about Nike's future?
Comment is greatly appreciated to build consensus of EH administration in this site.

My take is that his administration is failure.

If I was worried about losing my job. I would make sure I was doing what I was supposed to be doing, and where I am supposed to be. If you leave the building and don’t clock out or lie about it that’s time card fraud. You will be put on a PIP and volunteering yourself if there is a next layoff. Also, time fraud will get you the boot so fast you won’t know what hit you. So, if you’re super worried about your job I would do your job.

Manager got promoted for the work I did. I took on more scope due to colleagues being CPM’ed. Manager already dismissing my work, likely I will get successful rating with pay increase not even covering inflation. How to expose manager ?