#performance

So, they want employees to provide their performance self review? Seems like a HR trick to use the self review against the employee by twisting it to justify why pay increase wasn't what it could be and where there is room to improve. Seems that on a scale of 1-5, why would anyone put less than 5 if this rating has any weight on their paycheck?

I appreciate that EH is claiming there is "a" long term plan. But that is not enough.

It will help make the numbers look good with a smaller footprint, maybe a more efficient supply chain. A different geography organization... fine.

But that's not enough.

Nike is built on athlete stories, high performing products. Products that people want and are proud to use. I mean gosh, I grew up watching Serena Williams and LeBron James making history... but the newer generation doesn't 100% relate to them, especially in the international markets. We need more.

The economy isn't great. It actually is really bad... but it won't be bad forever.

When it does improve, will we be ready? Will we have the hot new products that the market wants to buy? Stop reacting to short term measures... show some resilience.

The writing is on the wall. Project team leadership being stacked with downstreamers who know nothing about the upstream. Get ready for a wave of projects to fail. Not everything is as easy as Guyana and UNCON.

What’s happening with this BU they all seem to be busy. Does anyone have real insight the rumours of a sell off keep circling. Their performance tool is world class loadrunner. ALM is used by all TOP 500

Will Ayman get his 20% growth?

Wait three years to drop a signature shoe for possibly your highest potential signature athlete in your stable.

When you finally drop it, you drop it on the day that she gets eliminated from the playoffs

And even worse, the headlines for your company are dominated by your incompetence so guess what no one is talking about.. hint… rhymes with Baitlin Bark Boos

This team can’t win now, later or ever.

There seems to be a pattern emerging at Microsoft where some employees are going into their annual rewards discussions and finding out they are being terminated. Several employees have reported that people receiving zero or very low rewards are being exited, sometimes immediately. What is strange is that the treatment does not appear consistent. Some people say they were offered a PIP or a voluntary separation package, while others say they were terminated with no PIP option and little or no severance.

The reports do not appear to be limited to one team. People have mentioned engineering, CSS and parts of the Xbox organization.

It is difficult to tell how large this is because these appear to be smaller or individual terminations rather than one announced layoff event. That may also explain why there has been relatively little public reporting.

Has anyone else at Microsoft seen this happening during the current rewards cycle? Are these isolated performance exits, or is Microsoft using the rewards process for a broader headcount reduction?

Ask yourself and be honest: are you doing something valuable? But be fully honest.

If you're actively contributing to the company, you're significantly less likely to be laid off and punished for ignoring the RTO.

In Engineering, how much of stack ranking is based on actual individual performance vs. tenure, likeability, buddy/buddy system, etc.? How can one even prove this?

Check it out. This CEO makes a whole lot more than DW and all he has to worry about is restarting SYU. If I was a Sable Offshore (SOC) investor I would question why this guy is making so much. Then again DW couldn’t get it restarted so SYU was basically just bleeding miney for years.

https://www.houstonchronicle.com/business/energy/article/highest-paid-ceo-sable-22412769.php

Overall Performance Summary

Over the past review period, I consistently met and exceeded my core responsibilities by driving key project milestones and supporting team objectives. I focused my efforts on improving process efficiency, enhancing cross-functional collaboration, and aligning my daily work with broader company goals.

Watch it go, flying upwards again today

The most amazing company on the planet , car parks and board rooms are full to capacity

Generally speaking, deploying AI productivity tools enterprise-wide while simultaneously (according to forum evidence) manufacturing false performance records, there is now a situation where:
• Employee-created AI records are discoverable and preserve their own narrative
• Restricting AI use to suppress that evidence creates its own legal exposure
• The AI infrastructure itself is a witness to the contradiction between actual
performance and fabricated ratings
• Any attempt to destroy or suppress AI-generated records after litigation is
anticipated is a federal evidence preservation violation

Bot keyword bot test

Stock
Perform
Lousy
Terrible
Market

Amazing quarter and results - keep up the great work Sanoke and Josh!

A federal lawsuit claims Ford Motor Company used a rigged performance rating system to conduct a "soft layoff." The complaint alleges that HR instructed managers to give employees bad ratings to justify terminations. This system allegedly targeted older workers and those nearing retirement milestones. One analyst with 28 years of service was terminated shortly before a key pension benefit. The lawsuit seeks reinstatement or compensation for the affected employee.

Detroit, Michigan

https://www.hcamag.com/us/specialization/employment-law/ford-ran-a-soft-layoff-through-rigged-performance-ratings-suit-claims/591656

Whine about bonus'. At least you get them. The rest of the team(and some do work very hard...more than many of these store managers) Enough of the whining. I don't see any of you spreading out to the other productive employees with a part of any bonus...not even a penney....yet have to listening to your whining about a bonus'. Pathetic.

I'm fairly new to Dell but one thing I've noticed right off the bat is just how far behind we are with our enterprise software solutions. Why is that? We literally have thousands and thousands (we used to anyway) of software engineers yet none of our solutions are really taken seriously in the market. In fact, some of our solutions get laughed at or thrown out like PowerStore or PPDM.

You'd think that as one of the largest IT companies in the industry, we could develop software solutions that were competitive with other vendors to help sell complete turnkey offerings to our customers. But all our customers seem to want is cheap hardware. They go elsewhere for their software solutions. And that's where all the margins are.

Not among the peons, but among management? Those who earn $250k and more and do nothing useful. We would certainly need to cut significantly fewer people to achieve the same saving goal with that strategy.

Why is our CEO getting massive bonuses again? Where is the “shareholder value” in losing investors money???

Comparison of $1000 invested 5 years ago

JPMorgan Chase (JPM): $2,040 (+104%)
Citigroup (C): $1,861 (+86.1%)
S&P 500 (SPY): $1,778 (+77.8%)
Bank of America (BAC): $1,734 (+73.3%)
Wells Fargo (WFC): $1,729 (+72.9%)
High-Yield Savings: $1,220-$1,246 (+22-24.6%)
PNC Financial (PNC): $1,128 (+12.8%)
U.S. Bancorp (USB): $971 (-2.9%)
Key Takeaway: JPMorgan Chase significantly outperformed its peers and the broader market, while the S&P 500 would have beaten most individual bank stocks. The high-yield savings account would have provided steady, predictable returns but lagged behind the best equity performers. U.S. Bancorp was the only stock in your list that actually lost value over the 5-year period.

Stock downgraded by JPM…Stock trading at 52 week low

Ahead of Alphabet, Amazon, Nvidia, and all our competitors: https://fortune.com/ranking/aiq/

Honestly surprised by this

Here we go again; more stock buybacks today to full the investors to try and get some momentum going.

Can never simply rely on relying on the fruits of the day to day operations to do our talking for us. Always have to manipulate the markets. Pitiful.

Anyone taking bets on our Medicare enrollment performance this year for the Annual Enrollment Period?

It is being split into 4 years instead of 3. Total amount rewarded is much lower and, it is tied to performance. Dan needs his bonus people!

Oracle states an additional $700mil operational cut during earnings and then we see Larry, Clay, and Mike got a combined $1Billion compensation packages this year. That is F@$Ked up.

This is reality regardless of what the disenchanted and haters stay.These are just the facts.

Bottom line: Under the leadership team in place since mid-2024, Mutual of America has made measurable progress—dramatically smaller losses, meaningful cost cuts, stable capital, and constructive rating-agency outlooks. It is on a recovery path and management is targeting sustained profitability in 2026. Success is not yet locked in, but the trajectory is positive and the worst of the capital erosion and large losses appears to be behind it.

SEE BELOW FOR DETAILS:

Mutual of America is showing clear signs of recovery, though it is not yet fully restored to consistent profitability.Key evidence of progress (through 2025 / early 2026)Sharply reduced operating losses: Operating losses fell from roughly $223 million in 2023 → ~$150 million in 2024 → $27.6 million in 2025. This is a major improvement driven by aggressive cost actions.

spglobal.com

Cost reductions: In 2025 the company cut operating expenses by about $90 million (roughly 25%) through a smaller real-estate footprint, workforce optimization, and lower third-party spending.

spglobal.com

Positive (though thin) net income: Statutory net income was positive at ~$2.4 million in 2025 (vs. large losses in prior years). Much of the positivity still came from one-time investment/real-estate gains, similar to the 2024 building-sale boost.

streetinsider.com

Balance-sheet and operating metrics: Total assets under administration rose to $27.9 billion. Client retention remained solid (assets ~91%). Management reports “significant progress,” “positive momentum,” and a clear path toward profitability, with a stated goal of reaching it in 2026.

mutualofamerica.com

Rating agency outlooks stabilized: Fitch affirmed BBB+ and revised the outlook to Stable (from Negative) in June 2026.

fitchratings.com

S&P lowered the rating to A- in April 2026 but assigned a Stable outlook, citing the turnaround plan focused on revenue growth and expense reduction.

spglobal.com

AM Best rates it A- (as of April 2026).

mutualofamerica.com

Remaining challenges Core operations are still loss-making (though the losses are now much smaller).
Statutory surplus edged down slightly in 2025 (to ~$549 million from ~$577 million at year-end 2024). The broader “Total Surplus” figure highlighted by the company was $651 million (vs. $715 million the prior year).

mutualofamerica.com

Business remains concentrated in nonprofit/group retirement products, with ongoing execution risk on the turnaround and potential for further regulatory reserve pressure.
Ratings are lower than historical peaks (they were higher a few years ago).

Workers. At least that Is what they are doing in Ford Credit Customer Service Department. Most of the employees with the bad reviews did not get bad reviews until they needed to make room for non U.S. Employees. Ford Credit is tanking fast with this process already but they don’t seem to learn their lesson.

So now leadership can see not just which teams gave, but exactly which individuals gave and how much. I find it hard to believe that won't factor into performance r

Can someone say more about impact of performance required for advancement from CL 27-28 or CL 28-29, etc ? E.g.
OWD - 3yrs
O - 5yrs
E - 7yrs
VG - 10yrs
G - 15yrs
NI - 20yrs
NSI - ♾️

During Hans first year as CEO of VZ stock price increased by 6.80%. ($51.73 to $55.25)

Under Dan the Man Schulman, the stock is up 13.6% since his first day in October! Dan needs the nobel prize of winning as CEO!

Current Tax associate account Manager:

Corporates UK will underpay you, overwork you, and then get rid of you with no valid reason when the numbers don't add up.

The targets are extreme and disconnected from reality, especially when you're selling products that are failing and don't do what customers were promised. Instead of fixing the product, leadership keeps hiring more reps, so territories get thinner and the pressure keeps rising. Meanwhile there's plenty of dead weight: people who do very little and stay protected while strong performers get pushed out.

There's no real career progression. You can hit your numbers year after year and still be told to wait, while the few opportunities that do come up go to favourites. Loyalty means nothing, and results count for less than who you're friendly with.

Leadership is robotic, with no human element at all. Everything is a number on a dashboard, and you're treated as a headcount rather than a person. Nobody asks how you're doing unless your pipeline is down, and even then it isn't about you. Management cares mainly about protecting itself.

The culture at the top is the worst part. I personally witnessed senior leaders taking dr-gs with reps on nights out into the early hours, and it was treated as normal rather than as a serious problem. When the people deciding your career behave like that, it's no surprise that fairness and professionalism mean so little in the day job.

Advice to management
Set targets that reflect the product you're actually selling, and stop hiring your way out of a product problem. Build clear, fair progression paths and reward results rather than relationships. Treat your people like people, not numbers. Hold senior leaders to at least the same standards you hold your reps to.

Can you please change your One Talk team, or at least move some members to other teams and bring in some new people? Today, AR stopped working and business is severely impacted, and still they have no clue.

What does the testing team do and why are they not able to find and fix this? It is a waste of money.

Verizon's worst product. They are charging us to pay these managers who don't want to work.

"Moving The Goalposts": BofA Downgrades Nike, Slashes Target As Turnaround Story Delayed

to just ki-l nike off
maybe they should market shoes to only smurfs

https://seekingalpha.com/article/4872039-opentext-a-dividend-doesnt-compensate-for-years-of-debt-paydown

I don't care if the stock goes +10 or -10% on this earnings call. I truly don't.
Measure the inputs, not just hope that the outputs will improve by themselves.
Accountability on the things that will move the needle. EH and his leadership team will run investor day .

I hope they don't keep changing the plans. Show the 24 month plan and stick with it. Get it done. We need accountability, not short-term promises.

Saw a bunch of leaders pat themselves on the back for releasing Chatgpt plugin.

Seriously!! Do these vanity projects achieve anything other than a bullet point for few people's resume?

Have the "leaders" taken a moment to think how many customers would know that they have to install a nike plugin in chatgpt to access that functionality. Even if they are technically saavy, why would anyone care to install it? Would they not just search for the product or go to nike.com and buy it?

Please tell me how much revenue you generated for nike from your vanity project?

I am sick and tired of working my a-s off and seeing nike stock go down while these mo--ns push out cr-p that nobody wants. And collect big paychecks while they are at it.

Does anyone know what the he-l happened to the IPF calculation? What the heck did Cisco change specifically? I have a split of people getting decent IPFs, but quite a few people getting absolutely sc--wed too.