#performancereview

whats the use of spending hours and filling performance reviews..All we get is 2-3 % raise.
stock is already down , dunno y and how they motivate people to come in and work in the office 5 days, 9 hours.ppl who spent long time here lost even more..for me its the 3 erd year, but the worst company I worked for so far in 20 plus years.

Any leaders who can confirm a rumor? I heard that there is a requirement that at a certain level (team, department, or other) where a % of associates must be given a 1 rating. No other info and hoping it’s just a rumor. Looking for someone with more info.

does it mean layoff? if someone gets a ‘below expected impact’ rating, does taking FMLA or PTO offer any temporary protection, or could HR still move forward with actions while the person is on leave?”

I understand the calibration and stuff.
But are the ratings finalized, or is it going to be finalized end of January , close to bonus day.

What are all the end of year ratings used in Fid? Is it just Successful performance and unsuccessful performance?

I guess the LL5 hates me? This was after I requested to go part time. A setup to put me on a PIP?

What exactly are you putting in your reflection this time? Is this a new V2MOM?

My manager is giving me same copy pasted comments since past 5-6 quarter.

Why do we need to spend hours putting thoughts into how our work impacted our teams when the manager simply just adds one line and copy pastes same sh-t from previous quarters?

Is this normal?? What's an easy way to confront about this?

I have tried asking "I see some comments which overlapped previous quarter,
Would it be fair to say I'm not improving considering same commentary "

To which they blabber about something totally irrelevant to my performance

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

Are there any long-timers that know how performance review rankings affect your chance of escaping these quarterly layoffs? Are only those with the "1" rank relatively safe?

Does Wells wait until at least the first performance review or do they layoff even before that?

Do Wells Fargo have a history of paying or new employees, or do they wait for at least the first performance review?(Mid year for me)

Overheard in the hallway that managers are being forced to rank their teams across all the ratings, even the lower ratings.

Has anyone heard this ??

We have a culture of fear now at WF that has destroyed innovation with all of us walking on eggshells

For two years straight I have not written mid-year or year-end comments for myself and it’s had no impact on me. I am a director reporting to a senior director. I write constructive comments for my directs, but I just don’t care and feel that no one ever reads my comments anyway. I just feel like it has no bearing on the 1.25% merit increase, so why bother?

So, what actually happens if someone doesn’t stick to the 5-day RTO policy? Will managers just note it during performance reviews, meaning it could impact our bonuses or raises? Just wondering what steps Truist expects managers to take with team members who don’t follow the policy.

Any idea when the discussion will start

I wondered if anyone heard about claims facing RIF. I thought about it through out the year as I filled out my performance review but haven’t heard a single thing or received any emails about my performance in general. Quarterly bonuses end up in my check with no communication or anything sent about them. It’s giving … you’re here for a short time.

Why are we doing this? To make the managers job easier because they just got that position because the previous manager found greener pastures at another bank? Do they not know that we all use Copilot or ChatGBT to complete these things just to get them over with?

We usually start doing our year end this time of the year in Workday. Somehow the performance review form is not available online. My manager asked everybody to write up performance review in a document this morning and send it to him. Very strange

Has anyone had performance reviews this year? Any raises?

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

Does anyone have any information about what was going to happen in December with compensation? The messaging we got was that it is just a salary update for some people but not for everyone. Initially we had thought it would be across the board.

For anyone with Humana that is held to certain metrics (which I'd imagine is all roles but I don't know), how many of you weren't even told of them until March-April (which has been typical for many years), then you have your mid year review a couple months later of course. Makes no sense. It's not been right for Humana to do that and ultimately grade us on the entire year when we do not even know the metrics we'll be held to until 2nd quarter. This has affected a lot of people's bonuses year to year, and has caused undue stress and pressure on people. I cannot even count how many of my peers have had stress, depression, nervous breakdowns etc. Now they are grading us differently for end of year this year, and I wonder how that will go. To be held to 95% and greater on metrics for the YEAR and not even know what they will be until 2nd quarter sure sounds like a calculated move. Class action?

Super sad to see what TR is becoming and just corporate in general. I can’t say who or how I know due to confidentiality but I found out some managers goals are to reduce people on their team by implementing AI/automation. It is literally apart of their performance review. I was sad to find this out. My morale is shot.

Hm, do we usually have the self reflection at this time of the year?

Something fishy going

So I was hoping to get promoted since last year, my manager is horrible and did not promote last year and gave me hope for this year with extra work. I did everything and beyond this year but my manager still rated me met expectations and said no scope for promotion this year. I dont agree with it and want to go to my Director or MD. What will happen if i donot acknowledge my met expectations review? Will i not get performance bonus also?

Performance/Talent reviews are happening now for Director levels and above. Districts will consist of around 10 stores. SMs will take on a larger roll and accountability will increase from Rep level up. No more minimum threshold. Basically you hit your quota or get out starting 1st quarter once holiday traffic slows and less staff is needed. It’s going to be an apocalypse in retail for the bottom feeders.

Why would Verizon waste time and resources asking employees to add their accomplishments if they’re getting rid of them? The portal is opening around November 24th. Whoever got the email might be safe — but who knows

How can anyone respect the CEO when he continues to get huge raises despite crazy bad performance. The best was JB who was the mastermind of the collapse he not only got a bunch of raises and bonuses, he was asked to leave and got a heroes send off and is staying on the board.

Really? You kept him on the board?

I had my best selling year and results in 20 years, got a lousy 3 review, was told that JB didn't want anyone above a 3, my boss said he gave me a 5 and it was downgraded to a 3 because JB didn't think anyone deserved more than a 3.

Myself in multiple colleagues across the organization have had their performance review numbers brought down from 3.5s to 2.9. We have been advised that these decisions are being made from upper management.

I’d like to also advise none of us in our history with wag have ever received anything other than a 3.5 or above.

Anyone else having their numbers brought down? Or believe this is a just a tactic by Sycamore to prevent employees from getting any merit raise at all?

HR did this the first year of Bora Bora and did it again. I'm not sure if this is for all departments but its definitely for mine. My manager showed the direct email from HR because of fear of the teams reactions and blaming him. all year ends were already submitted and HR required each person to be Brought down by one score level so not a single person got a 1 score. Assumingly like last time the yearly raise will be almost nothing.

Wondering what date in 2026 my rating has been determined for 2025 and cannot be changed. Thanks!

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

Does anyone have insight into whether or not performance reviews will factor into decision making or is it just algorithm based or what?

Not sure if anyone’s aware. To give you the insider knowledge TR does stack ranking it’s an evil practice. Look it up if you don’t know. And don’t ask me how I know. Just know word spreads around.

Is 6 too short? How about 7 or 7.5?
Will this be included in performance review?

I joined BNY in Lake Mary this year as an associate full stack engineer. Got a "meets expectations" during my mid year. Will I be an easy target for the 25% of employees that are being marked as "below expectations" for the end of year?

On the other side, how are bonuses if I get a meets or exceeds? I've heard $1000, 1500, and $3,000 from others I work with.