#performancereview

Just curious. Has everyone heard this every year since they started? Why do they even say it? Where are the not em very competitive rank groups?

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

Got this from someone who was laid off. Decision was made based on:

1) retention cost (those who have not been promoted for a long time in the same position, or those close to retirement age)
2) performance reviews from last 2 years (NS = chopping block)
3) last in first out (new hires)

Nice. Had my feedback session today and was told that I am a really great employee but my supervisor couldn’t overcome some negative perceptions about me that the assessment group had. Said I need to work on my perception this year to get the credit I deserve. What does that even mean? On one hand I am told I am doing great but then that I won’t be rewarded for it because people can’t see it and I am not visible enough?

Curious as to how a VG early in your career affects your career prospects with the company. Are you limited in how far you can go? Looking for personal experience

Help me understand how Saving that 1K, over a year will help Nike!!! , (Savings - over not giving that 2 percent average increment).

Have an offer with schwab in the technology division and had couple of questions. Does schwab do performance reviews mid-year, end-of-year, or both? Also, if there are layoffs, how does severance usually work? And if someone were let go for low performance, is severance typically involved, or does it depend?

Serious question for current and former Nike employees:

At what point does internal politics become corruption?

Do you think Nike has crossed that line? If so, where do you see it most, promotions, hiring, performance reviews, vendor relationships, executive decision-making, or somewhere else?

Looking for thoughtful discussion based on firsthand experience.

Mid-year performance reviews are done with the new stacked rankings structure putting 10% of the workforce below “meets expectations”. So, when do we expect the mass firings to begin?

What was your assessment feedback? Share the most useless and inactionable feedback you received this year.

Enjoy!

https://youtube.com/shorts/qUEdThH-qtM?is=dmMxDbgsclgAw_fz

I got a partially meets for the first time in my career based on very shaky reasons that didn’t reflect my work or feedback. Anyone else in my boat? I’m assuming this just makes me first in line for RIFs, but is it an automatic de*th sentence? If my part of the business isn’t hit will I be let go anyway? Obvs no one is psychic, just wondering about lived experience.

Whats new or different on your review and goals being stressed? Im assuming when mine comes it will be more hyperventilating about using AI and being pushed in thinking of new ways to use AI or commit to taking some type of AI training or certiications. Seems like this will all be used to eliminate anyone not 100% in on the AI cult mentality.

If so - what was it all about?

The way it works is that Execs get a 1 rating by default, that entitles them to rises every year even if turnover and profits fall (no deliverable or goals for them) . The others that get 1 are managers friends, anyone else can do a excellent but will never get a 1. Such a "pre" fixed pointless system. Repeat and rinse every year.

Has anyone had a mid year yet? How did it go?

Can you all see your mid-year check in rating in Workday? I am on medical leave and I don't see anything when I log in from home. (The most recent item under "Performance Reviews and Check-ins" is my 2025 year end review.)

Any idea?

Any idea when we are going to get these back from management? I was told yesterday quite some time ago, but that day came and went...

Interested in hearing if your performance eval rating/manager comments were as expected or a surprise?
For the first time in over 18 years, I received a “less than expected” rating even though I achieved my stated goals, met deadlines.

What is the percentage for merit increase for achieving a performance rating of 2 vs 3 vs 4 vs 5?

Does anyone even get a 5? I heard they don’t give out 5s. Or are they reserved for senior leadership?

Complete the sentence.

It's the middle of July, shouldn't they be showing by now? And yes I know that CVS is notoriously slow at this kind of stuff, but still to not even have your manager say anything to you yet? What gives? The one time that DL's need to pressure managers to get this done is the one time DL is silent.

In past layoffs, does anyone come to you with a list of names and you give your feedback on who you can let go? Do they look to performance reviews? Something I was informed of led me to believe that feed back from PL will be applied in this layoff.

I heard if you get meets expectations this year you only get 50% of your bonus. Anyone else heard this? I asked my manager and they didn't know so I called HR and they said there is no info available to them and to wait and see.

I'm sure a few folks have gone through the new mid-year check-in. What is involved ... was a meeting necessary or could an email take care of it?

We've just had Mid year reviews (which before that we hadn't long done our prior reviews, so what was the point) and now Growth plan reviews?? This just seems like busy work for the sake of it.

My job (and others around me's jobs) is uncertain currently and due to undergo a restructure etc in around August. So having these reviews so frequently is all just a fat waste of time in my eyes. Because my job wont be the same as before due to them wanting to silo by function or it maybe wont even exist and I'll be made redundant, who knows. There are currently no activities for me to add to this growth plan. If I was brutally honest it would be 'continue applying for more jobs'.

I do LinkedIn training etc, but these box ticking exercises are infuriating (also the 'Now assist' AI on the growth plan su-ks, because of the whole making our job titles more generic it doesn't know where to point to).

Management is rolling out a brand-new "Competency Model" framework for upcoming mid-year reviews that completely changes the rules of our jobs right after a massive layoff. They are introducing a mandatory "AI Competency" metric, requiring everyone to use AI tools daily and even "configure simple agents" just to be rated as "Effective" in their roles. This is a transparent move to force a smaller, surviving workforce to use automation to absorb all the leftover work from our departed colleagues. By rushing this out by August 31 alongside mid-year "goal adjustments," management is building a paper trail that redefines what it means to do your job well. If you don't adopt these new automated workflows, they can mark you as underperforming even if you are doing your core job perfectly, creating a loop hole for them to shift to performance-based terminations instead of layoffs so they can dodge paying severance down the road. Just when you think they can’t go any lower, they now want to take away severance pay

Default Rating: Far Exceeds Expectations
Actual Rating: Achieves Expectations
Override Calculated Rating: Yes

Anyone know what this means?

On my he-l. This new Mid-Year review ratings system is an absolute joke! I’ve never seen a more subjective rating system. You can put all the evidence and ecards and global recognition you want in your favor and if your manager wants to take a dump on your career this is a great hall pass! When the evidence listed by the manager points to an exceeds or at the least a meets and the manager just discriminates because they’re an ableist narcissist. Good lord… never in my long career have I ever seen a company circle the drain like this. The bank is asking to be sued via class action AGAIN for discrimination! They treat certain people differently than others based on their own intrinsic biases and never has it been clearer!

Is the max for “Exceeds Expectations” truly just 4%?

How does this mid-year review work.
You either get meets or not meets

My manager said , unless you are “not meet” nothing needs to be done.
Only if you are “not meet”, then it will be documented.

He said he has finish my review, but I did not see anything on my workday.

Just read mine and it looked wonderful until it says I should do more. Ok I work 10-11 hrs daily yet my rating is "tracking towards below expectations" I felt I just got slapped.

I was just given my first BE on Midyear review, after 29 years in the bank and never having anything below meet. I was given BS reason for it, stating I wasn't involved in AI - related tasks, as it was required. Noone ever assigned AI related tasks to me and my current job responsibilities do not involve it. I rejected the rating and commented in the form.
Additionally, I emailed my objections to the Managers. But it is my understanding, it is useless and I will be cut after year end. This is also an attempt to avoid severance payment. I do not have any illusions. I just want to hear your opinions about my possible strategy to go with the severance. Thank you.

I survived all of the previous cuts and was hoping to hang on long enough for the company to become profitable again. No such luck, I guess.

Like others have mentioned, it was a great place to work with great team members. And the hardest part of this is having a recruiter reach out to me with a job position that seemed like I would be a good fit for only to learn that it was the one at OSTK that I was just let go from. (The recruiter didn't notice this when they looked at my profile.)

And now I don't know what to think. Was I letting my team members down without knowing about it. If so, I would have hoped that they would have said so before it came to this instead of always giving me good reviews.

Anyway, it was hard enough when I thought it was more downsizing, but it's even harder thinking that it may have been for some other reason that I will always have to guess about.

Does your review actually mean anything at Nike? Promotions are non existent so is there any benefit to getting Exceeds Expectations over Achieves? Genuinely curious.

When I was still young and naïve enough to believe hard work actually pays off. After the initial PDS review and all the excellent feedback, money savings...I expected top rating. Instead, I got a VG “above average.” I was so disappointed I took a couple of days off. During the PA communication meeting, they told me I didn’t have “global impact.” I asked my manager what that even meant, because I wasn’t assigned to any global projects, that was completely outside my control. He walked me around the floor, opened a huddle room, and said, “See? There used to be only one monitor here. I asked them to upgrade to two.” he also asked to" replace chargers because people complained about slow battery charging in the huddle rooms."
Seriously? These are administrative tasks. Do you really need a PhD and research assignments to do this?

How much did folks get ? Band, %?

Its a check in not a mid-year.

But we are still doing ratings and stack-ranking people and calibrating to the smell curve.

So the real change is, employees dont get a say or the ability to send their accomplishments. As if that would have mattered.

Nice.