#performancereview

Was curious to see if anyone has heard any rumblings, chit chat and such about the state of the Q1 numbers so far?

Those are in the know now, are YIR and external teama feedback considered during charting out who gets laid off? If GL-32 is very happy with my performance and thinks highly of my contribution, will that matter during RIF where only a few teammates are fired? I joined about a year ago, got 5/5 YIR and was told I was one of the highest rated our of 24+ on our team but the project I was working on got shelved in May due to Reorg. If I get RIFed, I cannot imagine having to find another job right now due to personal situation. My GL31 tried to move me to a different domain thats funded, but that also got stalled due to funding allocation between various teams. My only hope is my YIR and being my GL32s good list will somehow position me to survive the April layoff. No one should be going through this afternoon working so hard every single day and I did like the role despite the grind.

They're just a cover for building layoff lists. So definitely don't ki-l yourself for this lousy bank. Won't make a difference.

There has been a lot of back and forth on this topic. Lots of people got 4’s this year out of the blue. The question: are those people
Who got a surprise 4 denied their severance?
I’m talking 3/4 rating with no PIP

That is almost the whole career life.
Now terminated for cause by Indian manager.

Same old story,a couple of inconsistently meets.

speechless

Curious if others have seen low RTO compliance percentages explicitly referenced in their performance reviews and whether it impacted ratings. It feels like RTO adherence should be managed separately and not evaluated alongside tangible performance output.

Are employees being let go due to “needs improvement” eligible for severance and unemployment?

Not once in eight years has it reflected my actual performance. I'm not complaining because any were negative. I'm complaining because I don't understand why they even bother. So much in this company is just performative cr-p for mgmt to cover their as--s.

It’s already mid March, did anyone hear about the year end bonuses and merit increase? Are we having this year?

If I got “Met” for overall and a decent bonus and raise, but inconsistent in a couple of the smaller categories does that matter?

Quick show of hands how many of you are seeing higher earnings under the new comp structure, and how many are seeing less?

Been with the company for 13 years. All previous reviews were good and even got top achiever before.

Full background is that my child was born in September (dad here) and so I took the bulk of my leave at the beginning of this CY (after my wife returned to her work). So I was on leave most of Jan-Feb

My overall PR was inconsistent with the reasons being completely bogus and I can literally go line by line and provide concrete evidence of where I did do that or was raising the issue and because I should have been switched to HW my job responsibilities don’t align with SW so they don’t really care (don’t get help from management). We got re orged to a new manager director in October and me switching has been in the works since then.

Now the most d-mbfounding part is that on the “how” section I got 4/6 exceeds with the other two being “met” with an overall of exceeds.

As mentioned I’m in the process of being moved over.

So was this just a way to easily give the short straw to someone who was already on their way to a different group? Some punishment for the timing of my leave?

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

Hi,

Back in 2024, I wrote @OP+1tugivWq where I shared information on PIP changes at Google (as opposed to Alphabet). I felt it was appropriate to write an update for 2026.

First, let me be clear: This past GRAD results season appears to have been a massacre. In 2026, you got your bonus if you were still employed on March 1, 2026. Anecdotally, it seems February 2026 saw a surge of Googlers abruptly leave the company.

This is a continued trend from earlier. At one point, Google used to be more tolerant of employees who plausibly just had a poor performance review period. It is becoming more and more obvious that such tolerance is a thing of the past.

Okay, so you manage to get an S rating. In early March, you learn what your merit increase, bonus and equity refresh are. Based on pay comparison results and personally speaking with colleagues, it seems that the changes described in @OP+1jts0j95y (and kudos to that OP!) have been implemented: T got fantastic raises, O got good raises, S far smaller raises. Depending on where your old salary is in relation to the 2026 salary band for your level, your raise likely didn't beat inflation, if you got a raise at all. Yes, Virginia, there are definitely reports of Googlers who received $0 in base salary increases.

One thing I am trying to wrap my head around is the actual new PIP process. For those who went through it, can you reply with what you were offered? Were you even offered a chance to take a PIP? Did you get 60 days of garden leave? Can anyone say that my belief that those PIPed in 2026 didn't get a bonus is wrong?

When was the last time you had a 1:1 with your manager? Do you have yearly goals you commit to? Do you receive a year end review?

This company gives 0 f’s about any employee other than their bottom line my whole department laid off in February and they spew redeployment BS. Two decades working for them relocating many times across the country. Apply for 15 internal jobs and not one interview. Always had strong performance reviews. Landed a job quickly outside the firm so I guess take the severance and run.

2025 10-K just published on SEC.gov. See for yourself, page 82 for executive compensation.

PP - $28M
AM - $21M
KC - $22M
DC - $19M
KJ - $21M
FL - $21M

$132M among 6 people. Unreal.

Don’t panic, usual perf reviews are on, there is no layoff, people are just paranoid and want to create drama

For old timers forced ranking used to be done in November and then the paperwork/PR would follow in either December or January. Just curious when are the ratings finalized now? We got our ratings this week, but the question is when were they finalized behind the scenes / negotiated who get what rating ?

The layoffs are finally happening. They are in line with the perf reviews.
For those of you about to be laid off, we salute you!!!

so be ready for the big layoff starting Monday 9-16-26.

it should be generally 1st week of march, but no info yet

Store managers, District Leaders, and Regional Directors, please remember this:

When a dedicated, loyal, hardworking employee gets the same "3" rating (and same cr-ppy raise) as a slacker employee who skates by doing bare minimum nothing, all motivation for hard work is lost when said dedicated employee realizes that hard work is no longer rewarded. STOP lumping everyone together as average and start viewing everyone individually. Every team has those people who go above and beyond and do more than others. They deserve to be rated 4 or 5, not cut down to 3 because everything needs to "balance out". Fight for your people, because that's what a good leader does.

What documents required:

1. Employment records, Performance review
2. Aria pages of you and H-1B reporting to same manager
   Evidence that you and H-1B candidate are in same or similar position
3. Git commits screenshots showing you both worked on same code.
4. Proof that the H-1B person is still in Job when you are laid off.

How to file a case :
You have to file a pre-compliant inquiry with your civil rights department

Under Federal law it is illegal to prefer foreign workers over U.S. citizens based purely on citizenship status (like visa) if both are able to perform same duties.

Those who have had their pay rose discussions, how are the %s?

What's with some people getting 3% and others getting 3.5% for same grade ?

I’ve just completed my PDR review, and my manager mentioned that I need to increase my visibility with the SLT. This feedback seems to come up almost every year. It makes me wonder whether the issue is really about my visibility, or if there’s a lack of clarity or alignment in how SLT evaluates contributions.

I got a 4, and no PIP. But was any one pip-ed after year-end reviews in order for them to deny?

Any effect with performance reviews?
Is elevate sap it worth for t4 or t5?

I know it's early in the week, but has anyone found out what their AIP and merit is yet? Was hoping that manager would communicate today.

Still haven’t received my review/statement yet. But wondering what type of individual multipliers employees are receiving? Can’t find any documentation to show when someone would get 95% vs 100% vs 105% or any other percentage

got exemplary :)

My direct either has a fetish for Victorian English or they are using weird prompts in AI. I kid you now, it feels like it was written as if he were going to be laid off anyway, It was great! Stupid and great. Though I guarantee he had no clue what half the words meant.

They're mostly just tools to push people out. Rarely do they reflect someone’s real performance, or the value in terms of skills, experience, or productivity. And let's be honest, the higherups aren’t exactly brilliant either. Hard to see much of a difference, and that really says something.

They want our business as customers but treated us like piece of sh-t this performance review period. My middle finger never been this strong.

What is a Targeted Review?

Curious if anyone received an Above and Beyond rating and what % raise you received? I know of one colleague who did and their raise was 4%, which only equates to a couple thousand dollars more per year than if they had received a Meets rating and 2% raise. Doesn't seem worth it to put in extra effort and go "Above and Beyond".

What about those that received a Meets rating. What % raise did you receive?