#performancemanagement

Only really poor performers who wouldn't travel to office are being let go

The company is stronger without these people

We are office based and a high energy workforce that is growing rapidly

a large number of lay offs are coming for underperforming reps and managers…. the writing has been on the wall

to managers - what has changed about performance rating process this year vs. past w/r/t determining ratings since now we have so many more categories of performance tiers to handle. any info on what the new tiers really mean big picture? any correlation to amount of work place excellence compliance?

Since most dfs sponsored employees will not map to a new Cof job role that sponsored employees, they are being sacrificed for year end.

“Since these employees will likely be impacted in March by the job role mappings, it makes sense to target them for calibrations. We need to protect our headcount’s as we aren’t getting any backfills approved”

Everyone needs to ban together and do this. Ethics, your states eeoc, state senators, news media, ethics etc.. Anywhere you can to expose what they are doing. Lets see the foreigner talk his way out of having to explain why hes taking jobs from americans, whys he’s falsifying your performance, taking your merit, taking a % of your bonus and investing it into bny stock that you dont want so he can make it appear like bny is doing great. You get sc--wed and he makes out. Look up his pay details because its vile. We have to expose this dou--e bag in high numbers. Hes sc--wing us over and so are his minions so lets take them down together.

I just found out one of my old supervisors got piped and is failing it. This supervisor was a soul less evil person. She would ki-l her own mother if exxon asked. She piped out my old co worker a few years ago and told him he did not deserve it and he would easily pass the pip. She was nice at the beginning but during the midway meeting turned on him and told him he was not meeting the expectations. She was the hatchet woman for the manager. She got a new manager and he did not like her. I do not feel sorry for her a bit and she is getting what she deserves. I think she is in her late forties because she was pleading for her job to the manager. I love when exxon turns on the ones that feel untouchable.

Man, that recent CPM round in CCPG was basically just a "loyalty layoff." People who actually ki-led it and teams handling critical stuff for Intel got canned anyway. Meanwhile, all these useless, dead-weight CVPs, VPs, and Directors are just hanging on to collect their RSUs and APB bonus checks.

Intel’s seriously on life support right now. Honestly, if you get a severance package, just take it and walk. Word is the next wave in January is going to be performance-based, where they’ll slap "Below Expectations" on 20% of the team so they can kick them out with zero severance.

And you already know all the old-timers will still be clinging to their seats like glue.

Title - Haven't heard anyone in my org get this news, most performance reviews were given out already just hearing SPs and EPs. Few folks were only staying for 4 hours a day with no issues

It has been proven a million times over that managers begin to get strategic about who they let go and rank, not on honesty at that moment, but on giving themselves wiggle room for future cuts. Some low-performers get kept for future cuts to save current mid-tier players who will be lower in the future. Some good but difficult members get culled under the guise of a ranking. It does not work.

ML loves them

So here we are

Anyone bothering with this?

I've noticed that a lot more people in Europe are being put on PIPs than in previous years. What's the reason for this, especially considering how difficult it is to fire employees in Europe?

The fintech company Revolut has recently dismissed a number of employees. These layoffs are reportedly in line with previous workforce adjustments made by the company. The exact number of affected staff has not been disclosed. This action is part of ongoing performance-related staffing changes.

London, England

https://www.fnlondon.com/articles/revolut-cuts-dozens-of-staff-in-latest-performance-cull-149698c6

I have a question. I recalled an event that occurred back when I was in Fidelity, a couple of months before I got laid off. I feel like I was being PIPed, but wasn’t sure if I was PIPed. I wanted to ask what a PIP is really like at Fidelity, whether I was really PIPed or just thrown into a weird situation, or a mix of both.

I had a stretch where I wasn’t doing too hot at the firm at the time this happened. My personal life was terrible, and bled into my work life. I wasn’t meeting standards at the time. Frankly, the role I was in was asking for a tech lead, and I was nowhere near close to that. There wasn’t even really any onboarding process to the team. I don’t know how I was placed in that role to this day. My previous manager and I would have conversations where they said “we’re going to move you to a new team, and get you out of a really bad situation.” But now, I just had my second reorg in 3 months, so now I had yet another manager unfamiliar with me, who was taking over me and other engineers to start Q1 of the year. Still, I took accountability for my own performance.

This stretch with my home life began a few days before I met this new manager. We met regularly, talked about work I’m doing, etc. I was honest that I was struggling, but never told them what’s happening in my home life. During quarterly meeting, I saw them in a closed Fidelity office. They looked almost emotionless. Suddenly, I was getting ripped about my performance. I knew it was coming, I didn’t speak during a lot of the scolding because I knew I wasn’t doing good, and held myself accountable. I wasn’t afraid of holding myself to a better standard and wanting to be better. I just lacked the bandwidth at the time.

Then, this manager asked me to sign something. I wasn’t sure what they were asking me to sign, all they said was “you need to sign this on Workday, right in front of me on camera”. I felt weird. I knew something was going on. I asked the manager to tell me what I would be signing. The manager said “just sign it”. Our conversation became me asking them “what happens when I sign the form”, and them just telling me “sign it” for about 10 minutes. Sometimes, I became a little bit hysterical in the conversation, I think they knew I knew something was going on. The manager would sometimes get silent in the call, I saw anxiety in their face. All I knew was that this manager was straight up honest with me for the entirely quarterly meeting, never afraid to speak their mind, up until this point in the conversation. I hate to say it but I gave in and signed the form. They said thank you, geared up to leave for personal leave for about a month and a half, and said we’d talk once they were back.

It’s not like this new manager I had was poor. In fact, they helped out by giving me resources. I took advantage of those resources they gave me, and the performance was like a difference between night and day. I went from performing like IP to EP in under a month. Didn’t matter, though, I got laid off anyway.

The layoff itself was messy. I began delivering work that was high above my grade level. My team lead and I spoke about how well I was doing, and that they and the whole team were proud of this work I was doing. A week later, the VP of tech called me in for a personal conversation to inform me I was laid off. The VP told me I could talk to my manager about any questions, but my manager was OOO until late into my last week at the firm.

I think that new manager I had is a very kind person, who knows how to hold people accountably, but when an uncomfortable conversation happened, they didn't operate best. They were also working with incomplete information about me. I was just in a situation where my BU reorged me multiple times, I was the only one in my product area located in my office, so they didn’t know me like everyone else under them. I was flustered with home life, and this manager did not know me well. This was the first manager that I did not share my home life situation with. A manager can try to help out as much as they can, but it’s on an employee to do what they need to do with that help. Although they’re people like us, they say you can’t trust a Fidelity manager.

When I informed my new manager about how my old manager planned to place me on a new team, you could tell they were confused or was not informed of the ideal change because their eyebrow raised. That made me think somebody in management dropped the ball in communication with this new manager about what plans were for me. Didn’t matter at that point, I was already almost out the door. I had an idea of why I got laid off, I just wasn’t sure if I was formally PIPed. I asked my manager if I accomplished everything they asked me to sign in our conversation, they said I “went above and beyond”.

In my case, I wasn’t sure if I could say this was the first time I was PIPed. Goals were laid out for me to accomplish. It wasn’t like they were unattainable - I was already on a team that was kicking my butt since they needed someone who was a tech lead. But then I started performing really well. I used the resources my manager gave me, I thought everything was gonna be better. Plus, if you’re on a PIP, wouldn’t you just be offered an ultimatum to leave, anyway?

Also, what does it mean if a manager asks you to sign something on Workday? I still speak with Fidelity managers and HR regularly, even though I left a while ago. If I needed a job, I’m not sure if they’d see something on my record that’d prevent me from working there again.

Thanks to whoever read this!

I was PIPed. Absolutely crushed my PIP. Then RA'd during the following RA event. The RA cycle is a way for them to push out the PIP survivors. Unless you have a very strong network of lifelines in other parts of the company you are done at IBM.

Exactly what @jr+1m3jare07 said.

If you’re part of PCS in EPT (rip CRM), you’ll have an idea as to exactly what I’m referring to.

“Ireland, India >>>> USA” - The actions of A.M. he’s completely dismantling all of the good that the org did, including smartsync, carelink, and machine learning. This man values RTO, AI, and layoffs above all.

The May RIF and the new AI performance policies explain everything. If you’re not using AI as effectively as these shareholders like, you’re next to leave. Didn’t teach your superiors anything about AI? Nice knowing you. Grandma is dying and needs someone to take care of her? Can’t be you, the office needs you!

All on top of making it nearly impossible to progress your career at the company. Didn’t get a 4 last year? No promotion for you! Worked overtime to save 3 project submission deadlines? Not even a recognize point. This man is awful for the company and completely prioritizes his buddies and padding his pockets over patients. Even has the audacity to start telling us to call patients “consumers” and to look for ways to add a subscription. Is this org doomed?

I was put on PIP today in France. Software.

I know for a fact that my computer keystrokes are being monitored, that my activity on my machine is compared to others in my group to help my manager know if I am faster/slower than others. I know for a fact that I get credit for writing emails but lose points for reading them (because I am not typing). I know my Teams activity is being metered and monitored. I know this because my manager has not only told me it's happening, they've shown me the reports on their screen. Does anyone know if they're going to use AI to do qualitative assessments of what we're typing and saying rather than simple count the keystrokes quantitative metrics which tells you very little?

And we are hiring people we PIPd as contractors after we PIP them! WTF!

This is messed up.

Have these happened already ? I haven't heard anything, it's usually in October

Can you actually prove that the reasons for putting you on one were unjustified?

Exxon just reported $15B+ in quarterly profits, $16B+ in cost savings since 2019 and we're still talking about PIPs and people getting pushed out. remember those 2K job cuts announced last year? now more discussions about performance plans, restructuring, people wondering how long they have left. PIP, layoff, fired... different names but same result if you're the one leaving. doesn't seem like this is slowing down...

I've designed a new ranking system. Employees are ranked only during their first ten years. After ten years, they receive tenure and are guaranteed employment, benefits, and peace.

Poor performance? Your salary stagnates. No raises. No promotions. But no PIPs, no layoffs, and no more competing against the pledges.

Only younger employees compete. They have the energy, ambition, and sufficient remaining lifespan to recover from defeat.

Tenured employees may supplement their income by placing bets on which younger employees will survive the annual ranking cycle.

We may also sponsor promising contestants, share institutional knowledge, and help our favorites avoid elimination. Participation is entirely voluntary.

The young compete. The tenured observe.

After decades in the arena, we've earned the right to sit in the stands.

Preferably with popcorn. Thoughts? The only thing I'm flexible on the number of years. Should it be 10 years, 15, 20? Also supervisors dont rank, the tenured employees rank by voting

I was told that the new PMP system uses five ratings, from A to E, with E being the lowest.
Rumor has it that receiving two consecutive E ratings could lead to contract termination.

I was also told that in teams of five or more people, each rating must be assigned, regardless of whether all team members performed well.
I know this is supposedly about controlled and forced attrition aimed at eliminating so-called low performers, but it still shocks me.

In some cases, year-end ratings have apparently already been decided at the N+2 level. If that's true, then the game is rigged.

Your thoughts and comments will be valuable to everyone.

Many individuals on this forum assert that Signavio differs significantly from other SAP entities, yet they overlook the fact that Signavio serves as a testing ground for SAP. But various strategies are experimented with there before being implemented across other Lines of Business (LoBs). This pattern was evident when HR personnel transitioned into development management roles, when HPOM was implemented with Signavio as the first runner and the integration of AI features into Signavio products which became widespread in SAP.

What you observe in Signavio in late 2026 and early 2027 is expected to take place in your LoB six to twelve months later.

Signavio is poised to undergo its most substantial reorganization in the fourth quarter of 2026 and the first quarter of 2027. This restructuring will fundamentally alter the leadership framework within Product Management and Engineering. The objective is to establish additional tiers between leadership and the entry-level product managers and engineers. Although this may appear counterproductive, here are the top three reasons for this decision.

1] Leadership faces challenges in promoting and increasing compensation for their acquaintances and relatives within SAP. A reorganization will facilitate this process. Under the guise of restructuring, they will fabricate roles that previously did not exist at Signavio. Individuals appointed to these positions will receive significant salary and bonus increases prior to the appraisal cycle. Consequently, they can claim a lack of funds, resulting in lower performance management ratings for other employees in the subsequent appraisal cycle. Of course there will be no money left for 2027 employee appraisals when most of the money goes to this new executive and their supporters who are getting moved around. Performance ratings will be severely bad for people of some races or from some countries especially from Asia Pacific regions. Muslims are safe and they will continue to see growth. But any religion besides Muslims and Christians are in big trouble. Remember that Signavio is an LoB that had 5% jewish employees and they got rid of them and today there is not a single Jew in Signavio. If you are Christian and do not pay church tax, you might as well pack your bags as they are coming after you next.

2] Signavio is targeting middle management for layoffs in 2027. The current uneven structure complicates the decision-making process regarding whom to terminate. Therefore, they are intentionally creating these additional layers to facilitate layoffs in late 2027. The reorganization will demonstrate that these layers are indeed superfluous, providing a compelling business rationale for their elimination. Most employees affected by this restructuring will be in their 40s and early 50s with few or no direct reports and currently serving as managers of managers. If you are part of such a box move, start updating your CV.

3] Certain roles are at significant risk. User Assistance (UA) is anticipated to be phased out in favor of AI solutions. Quality Assurance (QA) positions are expected to diminish in number, with many being supplanted by AI. Additionally, the role of Scrum Masters is projected to become obsolete. The number of DevOps is also supposed to reduce. The leadership knows that AI is not a good replacement for most of these roles but they don't care. They want them gone. So anyone in these roles will get very low performance management scores because SAP is trying to get rid of them without severance. And if they don't then they become part of the 2027 layoffs. But the people they want to save will be "transitioned" to another role which is safe such as a development manager role or a software developer role. If you get such a choice, take it. Anyone who doesn't will become an outlier and is part of the 2027 layoffs.

If you see similar changes in your LoB, get in touch with your works council member right away. This is a coordinated effort by SAP executives in different LoBs to facilitate layoffs. When the works council looks at this per LoB basis, the pattern is not exactly clear. But you will see the pattern in your LoBs.

got the results for my team and, as expected, the lowest ratings are for corporate strategy and direction. There is confusion about roles and a much worse morale because of the new PMP system which is likely to disappoint many.

My manager emailed me to say that they want to review my self-evaluation draft before I submit it in the system. DO NOT SUBMIT IT UNTIL I REVIEW IT A, I was told.

What is this cluster fu-kery? In over 10 years here I've never had a manager ask me to do this. Has anyone else experienced this?

Are weekly Workday check-ins replacng formal PIPs? I've heard several folks say that weekly checkins documented in Workday can become part of a term process without a formal PIP... OK... employees need to know whether a check-in is routine coaching... or a corrective action step. not sure if someone knows more.

Does XOM has a minimum active-service requirement for annual performance assessment in US?

They’re terminating employees who are not performing well. Was just told that a coworker is losing their job by the end of the year.
Anyone else?

How can supervisors game the system? Rank system is so sc--wed up. Seems like the best approach would be just to cycle everyone through the assessment categories and take turns being PIPed. Would need to keep people with enough years in their current CL high to try get them their CL promotions as quickly as possible somehow.

Please? I know there are check ins and goals, but I'm not clear on what they involve.

Two employees do the exact same thing. One is a hipo and the other a common peasant.

When feedback arrives the peasant is told they met expectations but it was a very competitive rank group and they are now in a PIP.

Meanwhile the hipo is sent in a speaking tour to share how their genius way of working has revolutionized the industry. They present a word salad of meaningless executive speak and slides created by planners to make them look good. They remain assessed as outstanding.

I am just a worker-bee, so curious to know how FLS and SLS are impacted by the Headcount reduction. Technical people like me always get NI and NSI, so the Supervisors ever get things like that? Just asking.

Two people were let go today, performance based not a layoff. Just a PSA, they are still at it, pip-ing the workers into oblivion.

If you get two and booted out, do you get your severance if you have long tenure?

People think this is new but it's not. I've worked here long enough to know that intimidation isn't some recent management trend. The constant warnings about termination and performance plans have been happening for at least the last decade, if not longer. We're just finally starting to talk about it openly.

Is this what's been happening?

the environment has become incredibly toxic because of the forced ranking. I have seen people getting low rating for being on bereavement, when switching jobs, for taking vacation. I have seen people crying, because they felt the poor rating was not deserved. I have seen the LL2 level downgrading, because there were insufficient low ratings. Often playing favorites instead of relying on actual performance; even switching rankings to give a favorite a higher bonus.

I have seen a manager lose team members who were given to another manager. And then being dinged for not hitting numbers and he was basically told to find a job elsewhere, while the other manager was promoted without having to actually deliver.

I have seen people being absolutely targeted and harassed. Always looming the performance rating over their heads without an ability to actually improve.

On the other hand, the favorites do not need to deliver and are getting rewarded for incredibly low performance. It is all a popularity contest.

Exactly what @fk+1m3s4a1cp said.

Manager shared with us last week. Bottom 5-10% will be put on PIP. There won't be anymore mega corporate re-orgs every few years, it's going to be slow culling.

There have been a few comments about HR looking at AI usage as part of employee performance. One person also claims HR looked at their sick leave history and treated it as a risk factor. The interesting part is the AI angle. If AI adoption is becoming part of performance management, what exactly is being measured? Logins? Copilot usage? Frequency? Actual output? Is this happening across SAP or only in certain teams? Anyone seeing AI usage show up in performance discussions, manager conversations or HR reviews?