#performance

Is the Performance Harassment Cycle affectionately known as PIP administered fairly and equitably at XOM?
Is PIP used as a method to legally remove dead wood 🪵 or is employed to stifle, marginalize and sabotage employees that are competent and valuable to the organization?
When (time frame) will PIP manifest itself as declining oil production as has been evidenced recently in onshore assets?

Capital Management is performing poorly YTD. Lagging peers. Near bottom Percentile ranks. Awful. Plain Awful. Morningstar downgraded the People & Process pillar. Not a good look. But, did staff in Capital Managment still get big promotions & quarterly bonuses w/this poor results ? Time to offload this entire division to save $ b/c they aint making any. Farm this stuff out to save $10M per.

Morningstar through 5/8
Fund Name | YTD Percentile Rank | Adj. Expense Ratio

1.  MoA Clear Passage 2020 Fund — 100th percentile — 0.490%
2.  MoA Intermediate Bond Fund — 98th percentile — 0.470%
3.  MoA Retirement Income Fund — 96th percentile — 0.530%
4.  MoA Clear Passage 2055 Fund — 87th percentile — 0.380%
5.  MoA Clear Passage 2060 Fund — 87th percentile — 0.400%
6.  MoA Clear Passage 2050 Fund — 86th percentile — 0.370%
7.  MoA Clear Passage 2045 Fund — 85th percentile — 0.360%
8.  MoA Clear Passage 2065 Fund — 84th percentile — 0.490%
9.  MoA Clear Passage 2040 Fund — 83rd percentile — 0.370%
10. MoA Core Bond Fund — 82nd percentile — 0.450%
11. MoA Clear Passage 2030 Fund — 81st percentile — 0.430%
12. MoA Clear Passage 2035 Fund — 80th percentile — 0.400%
13. MoA Clear Passage 2070 Fund — 80th percentile — 0.410%
14. MoA Clear Passage 2025 Fund — 79th percentile — 0.440%
15. MoA Mid Cap Value Fund — 72nd percentile — 0.700%
16. MoA International Fund — 68th percentile — 0.480%
17. MoA Small Cap Value Fund — 67th percentile — 0.850%
18. MoA Conservative Allocation Fund — 66th percentile — 0.500%
19. MoA Catholic Values Index Fund — 54th percentile — 0.250%
20. MoA Mid Cap Growth Fund — 54th percentile — 0.630%
21. MoA Balanced Fund — 50th percentile — 0.570%
22. MoA Moderate Allocation Fund — 49th percentile — 0.380%
23. MoA Small Cap Equity Index Fund — 38th percentile — 0.250%
24. MoA Aggressive Allocation Fund — 36th percentile — 0.390%
25. MoA Mid Cap Equity Index Fund — 32nd percentile — 0.170%
26. MoA Small Cap Growth Fund — 26th percentile — 0.850%
27. MoA All America Fund — 20th percentile — 0.550%

Danone North America will close its Bridgeton plant. This closure eliminates 114 jobs at the facility. The plant produces Silk and So Delicious dairy-free drinks. Production will transfer to three other plants. Danone cited unsatisfactory performance in its plant-based business.

Bridgeton, New Jersey

https://www.nj.com/business/2026/05/nj-losing-204-jobs-as-dairy-free-milk-plant-and-doubletree-announce-layoffs.html

Get ready for another scalping. HRBPs and L&T are going down by 50% in November.

Jobs report came out today and over 100K new jobs were created in April.

EM trading must su-k to lose this much money when all others are creaming. TGs leadership of Trading is equally bad to her leadership of HR where she systematically f’d the company for the long term. BP, Shell and the trading houses are all claiming industry high earnings and we lost a boat load of cash. Amazing. TG and DWW should be NSId out of the business and not golden parachuted

Can anyone explain why employees are still being required to complete their PDS even though they’re already being laid off in 2026? HR is saying it’s mandatory if an employee doesn’t yet have an official termination date. Honestly, what’s the point of going through this process when performance results won’t matter anymore—unless IOL just wants to rank these employees at the bottom to boost the ratings of those who are staying.

Any updates on this topic? Also, are there any hints about potential buyers?! saw the earnings - ADM performed quite well.

Early Jan stock was over $96. Down almost $20. One trick pony Charlie’s strategy of doing nothing but cutting run its course and now catching up to us

Hmm….🤔

Ugh

He had just under 3 years, turnover went down from $14billion to $12billion. Share price down from $24 to $9 staggering -65% decline.

AI dream not producing any revenue, employees underpaid, Execs doubled their pay, layers of useless people given fake roles like Cumhire, Danny, and others. Its become a joke.

Wall Street is fed up of next quarter, next quarter excuses, never generating revenue. Bye bye Rahul you did very well out of it.

Recently a number of colleagues received performance letters that clearly state they need to be 100% for Q2 or they could be subject to termination based on their performance.

Do you think this is a way for MO to downsize the company without having to pay a severance? I don’t buy for one second that he wants to add more sales representatives. We have downsized starting all the way at the top (I.e ZVP’s/Sr. Dir) but the layoffs never really hit sales.

As a rep, it will be open territory season soon. Get your popcorn ready! I feel bad for my manager. I doubt they will backfill the positions. Managers/directors will get stuck with the quota with little to no production coming out of the territory. I am sure they will be pi---d considering they are paid based on percentage of plan.

I believe Verizon needs to continue building a stronger market-driven culture focused on performance, accountability, and long-term competitiveness. That means making difficult decisions when necessary, including reducing redundant positions and streamlining teams to stay agile in a rapidly changing industry. A stronger return-to-office policy is also important because in-person collaboration improves communication, training, innovation, and team culture in ways remote work simply can’t fully replace. If Verizon wants to compete and grow, the company has to prioritize efficiency, execution, and a workplace culture centered on results.

This is the periodic reminder that while L and D field advisors are performing well the same can’t be said for their leaders and so called directors who don’t do much of anything.
This bad performance starts with Tractor Man and goes all the way down.

It’s no surprise that in his first team wide comments since his disastrous all-teams, that he fell flat on his face again. From the cringy and unnecessary SNKRS comment to rolling out the same exact leadership structure that has accomplished zero over the last 18 months.

Tech deserves better than this clown. The guy is so out of touch. Meanwhile his whole org is ready for him to start talking about all the start-ups he’s worked at and actually accomplish something at scale.

KY TN CA BON reports filed. We have to make sure these lousy incompetent employees are held accountable for their actions.

What if they gave everyone full bonus this year as a thank you for everything and for putting up with all our sh-t. One can only dream, at this rate will we even get a psp pay out?

“I’m a true believer after what’s transpired in the last couple months that our commercial organization has absolutely ki-led it.” -GoGo

this is the way

After moving the poorly performing and poorly built XDR, the new GM (John Morgan) is finally doing the smart thing and setting it up to be shut down.

There is going to be over 100 layoffs across the group on May 14th, with huge cuts coming to a 30-person data science team in Prague that has produced nearly no value in 10 years, and finally letting go the XDR engineer directors who built this Rube Goldberg machine no one actually likes or uses.

What do people think the future looks like for PSKY? Honestly, I thought it was on the rise after the acquisition when it went up to close to $20, but it's obviously dropped back to pre-acquisition levels. Do we think it'll go back up if the WBD acquisition goes through?

TBH I'm asking because I have LTIP shares I'm trying to unload. My fault for not doing it in September/October.

Been at WF for almost 1.5 years and want to switch groups. Problem is, my first year end PR was an IM. Although if any hiring manager read it, they would see the review commentary doesn’t match the rating.

Anyways, how does this affect internal transfers? Do I need to have a “meets” on my most recent review to be considered?

I was told by my manager that SAP is launching a global AI adoption program and will track the usage of LLMs and other AI features on SAP products. They plan to coincide the launch with Sapphire so there will also be a big buzz about it. I bluntly asked if this is going to be used to determine one's performance and my manager said yes. Apparently, we are all supposed to use AI as much as possible in our day to day work and improve efficiency and productivity by doing more work in less time. Our area is deciding to add an area level performance goal that everyone contributes to but we are also asked to include AI in our other goals.

I really don't get it. Yes, I find AI somewhat useful in my work especially if I am researching something. But NO it is not gamechanging to my work. I feel so disappointed by this move that I plan to only use AI but not get work done because no one cares about work anymore and all they care about AI adoption. I feel like we are training our replacements. If AI is useful, why does management need to force everyone to use it?

Half of our management can't even use AI because they are too old school and because they only use German in emails and chats and conversations and AI is somewhat useless in German. Is this also happening in other areas now?

Heard rumors that professional services team would be impacted. Also, people not meeting expectations (NME) after performance review meeting. Any insights?

Is there any truth to the rumor that people who received inconsistent performance rating last year due to not following in-office adherence will be laid off? I am on a very small team and I believe I am the only one on my team who got an IP so I’m freaking out. My role is a grade level 3 phone role.

They’ve now published 2 customer PRs this week, must be desperate to have something positive to talk about on the call. If they think Gyro hut is going to move the needle with investors, things must be even worse than they appear.

If Humana truly has in mimd a goal to have the corporation to be successful, then I strongly suggest they do an across the board evaluation of all persons within the roles of Director, Associate Director, Manager, and perhaps even Vice Presidents of segments.

My suggestion is to fire all those that were hired many years ago in the past (and also recently) who are Cronies, Nepo Babies, and DEI hires.

Then, replace them with persons with the actual education degree for that field, that have the experience and training and past track record, and are fully capable of producing actual effective results that assist the company in reaching its strategic goals.

I’m not going to bother logging on my laptop until it’s time to get my W-2 form for this year of hard work I have been preforming.

I’d like to ask for clarification around AHT expectations within Member Services. We’ve been told that AHT is not a primary performance metric when all other quality measures are being met, yet many of us are now being told our AHT is being closely monitored and even audited.

Can leadership provide transparency on how many employees have been written up or let go specifically due to AHT, particularly in cases where other key metrics—such as quality, compliance, and member experience—are consistently meeting expectations?

Additionally, what does it mean in practice when AHT is ‘not a metric’ but is still being tracked and acted upon? Understanding how this is being applied would help reduce confusion and allow us to better align with expectations while continuing to provide quality service to our members.

Coming soon to an office near you: widespread layoffs dressed up as “performance decisions.” Don’t expect generous severance packages or smooth exits. Companies are increasingly looking for ways to avoid those costs altogether. Instead, they’ll build a case against you.
Return-to-office mandates, shifting performance metrics, evolving skill requirements, incomplete trainings ... Anything &everything can become the justification. The bar will keep moving, and the reasons will keep changing. What used to be acceptable yesterday may suddenly be labeled inadequate tomorrow.

This isn’t always about individual performance and it’s often about reducing headcount while minimizing financial and legal obligations. The strategy is simple: create enough documented “cause” to make departures look justified, even when the real motive is cost-cutting.

In this environment, job security isn’t just about doing your work well. It’s about staying alert to how the rules are being rewritten around you.

It's just a matter of time my friends.

Do people at the management‑ladder level and principals, senior principals, chiefs—ever get put on a PIP? I’m asking because we have a principal on the team who struggles with fundamentals, guided the group in the wrong direction, and then claimed we needed “modifications” once things started going south... he is PIP material

Unpopular opinion: many of the people who were let go weren’t adding enough value to justify their roles. If we’re being honest, there’s probably more inefficiency still left in the system.

So, I have confirmed it with multiple colleagues. Apparently in the last few weeks some of them indeed received salary raises, surprisingly nice ones. If you still haven't received, that means you have been skipped. What is weird - these raises do not follow any pattern, some best performers were skipped, some people who do not have "friends" in management granted, tenure also didn't matter. Seems almost random. I have no clue what this company is doing and it seems they also don't know it...

• Debt has ballooned to $27B -- more than $6B higher than at the end of 2025
• Cash from operations at a loss of $2.3B for the quarter
• Cash from operations ex working capital of $700MM
• Debt to cap of 48%! - this is a BB+ to B- rating (speculative credit) at S&P and implies a significant re-rate of PSX debt and increasing cost of capital

Yet management continue to claim a strong balance sheet.

$3B of cash tied up in working capital with no sources of cash to fund it = debt

The commercial organization is an anchor around the necks of PSX shareholders

PSX has increased volatility by increasing exposure from commercial trading activity and is is competing in shark infested waters. We don't have the stomach or the people to participate in this business. Everyone knows it and they are taking advantage of it.

On top of this, Midstream underperformed and increased capacity in a market that is swimming in capacity and putting downward pressure on renewal rates.

Corporate costs have also ballooned despite business transformation efforts.

Renewable fuels losses are accelerating again.

Yet the tone from management remains optimistic and they can't be honest with shareholders.

This management team must go. A CEO that is out of his depth and a CFO that has taken on increased risk at the expense of a once pristine balance sheet.

Curious perspective: The company has all but ki-led chances of promotion with this new approach to business approval for increase of an individuals grade. You need to have some serious power behind you now if you want that next pay grade - GOOD LUCK! Seemingly, at the same time there appears to be a lock down on performance of wealth, the executives down to directors/RLT receive stock as part of their performance, and not that ridiculous new VCIP rule that you just about can't cash in because they're rolling people out through the night, but a spot bonus as a result of their grade. Dividends are being paid out at a huge sum, while alot of the stock is owned by the uppers who none of us ever see. It's almost as if the money is moving to individuals through the stock attraction of high dividend. I admit, I'm not economist but why are we do eager to pay out the high rate when we are still struggling to get our cost per barrel down?

Devastating review by new young S&P analysts. Employers will now begin to review MoA as a going concern from a fiduciary standpoint. Rich has another 12 months to turn things around.

Mutual of America Life Insurance Co.
Ratings Lowered To 'A-' From 'A' On
Weakened Competitiveness; Outlook Stable

Mutual of America Life Insurance Co.'s competitiveness has been declining in recent
years, evidenced by volatile profitability and business and geographic concentrations
that constrain its ability to achieve performance consistent with similarly rated peers.

S&P Global Ratings therefore lowered the long-term issuer credit and financial strength
ratings on Mutual of America Life Insurance Co. (MoA) to 'A-' from 'A'

The outlook is stable, reflecting MoA's turnaround plan to drive revenue gains and
reduce expenses.

NEW YORK (S&P Global Ratings) April 27, 2026--S&P Global Ratings today lowered its

long-term issuer credit and financial strength ratings on Mutual of America to 'A-' from 'A'.
The outlook is stable. MoA's volatile, below-peer profitability and concentrated product and geographic profiles dent our view of its business risk. MoA has reported operating losses for the past three years,
with a loss of $27.6 million in 2025, compared to $149.6 million in 2024 and $223 million in
2023. The company had positive net income in 2025, of $2 million, for the second time in the
past five years, but in both cases this owed to one-time, unrealized gains from real estate salesand other Non-Interest Maintenance Reserve (IMR)realized gains from the investment portfolio.

We had anticipated that MoA’s cost-cutting initiatives would generate consistent profitability and returns commensurate with ‘A’-rated peers. While the new management team has taken significant actions, the company has yet to demonstrate sustained profitability Although MoA is pursuing numerous strategic initiatives to restore profitability, we anticipate it will take time