#performancereview

Let’s break even more stuff by depending on AI for coding and everything else. Nothing like wrong answers.

Can’t wait for the first level apocalypse that’s surely coming this year.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

Officially reached my breaking point after my performance review.

Context: S&T L10, 4/5 on my performance review, and only a 0.6% raise but “the company is so excited for my growth this year!!!”

I know the situation here and have treated it as a transactional relationship. But for me to bust my a$$, deliver above my expectations, and get a fraction of a percent raise?

They’ve officially lost me, quiet quitting begins now. This company and its “leaders”
incompetence combined with Indian nepotism culture has ruined the employee experience.

I feel disrespected beyond belief, fu-k this place

if yes, do you feel it was justified or just a game to push you out. i am in the second camp. all was rosy and all of the sudden NI

Here’s where it goes wrong:

1. It ki-ls specificity

Good reviews are specific.
Bad reviews say: “Consistently demonstrates strong teamwork and leadership.”

That’s filler. That’s what AI defaults to if you don’t feed it real input. And vague praise or criticism helps no one grow.

If a manager can’t point to:
• A project
• A missed deadline
• A tough conversation handled well
…then the review is noise.

1. It removes accountability

A performance review is leadership. If you outsource your judgment, you’re outsourcing responsibility. That’s weak management.

Employees can tell when feedback is generic. It erodes trust fast.

1. It avoids hard conversations

The real value of a review isn’t the document. It’s the conversation.

AI makes it tempting to soften, blur, or “corporate-speak” real issues instead of saying:

“You’re strong technically, but you’re not stepping up in meetings.”

Growth requires clarity. Not polish.

1. It creates legal and ethical risk

AI can unintentionally:
• Introduce biased language
• Overstandardize nuance
• Use phrasing that sounds formulaic and defensible instead of human and accurate

That’s risky in performance documentation.

How can an individual contributor ever hope for an exceeds expectations rating when they are being calibrated against managers? The visibility, opportunities, and important meetings that managers are privy to isn't an option for individual contributors -- at least not on my team. It is not a level playing field. The managers should be calibrated against other managers, and individual contributors against other individual contributors. This would require more of a general pool approach with milestones adjusted per level-- not so much role. Managers should be expected to perform at a higher level, but the way it's set up now, the bar is same for managers and individual contributors, yet the opportunities to exceed the bar is not. With the "rationing" of exceeds expectations -- it is even more important that at least the playing field is as fair as possible. There is also too much of an opportunity for nepotism and favortism the way it is set up now. Where are the checks and balances? How do you keep someone from saving a favorite who is barely performing at all by stealing from the kitty to under rate a top performer?

Take it from me....JUST go to work each day (virtually that is) and "come home." Meet metrics and percentages. DON'T do what I did. I went above and beyond for the SNP department. I did all the stretch assignments....SME.....instructed the new hire classes....did the precepting. I pretty much did my manager's job (but that is another story to tell.) I STILL got a 3. Do not let it break your spirit like it did mine. Leadership DOESN'T care and you shouldn't either. I got confirmation from management that if you do your job and meet your numbers, you will get a 3 each year. Don't be a fool like I was.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here

Leader here. Let me say this loud enough for everyone to hear:

Your performance ranking is not impacted by your performance.

Read that again!!

You are stack ranked with your peers. Leaders are allotted a certain number of 4s and 5s per team. Everyone else is given 3 unless you are on a CAP or PIP.

The only time someone is given more 4s or 5s is if there’s extra 4s and 5s available rolling up under your leader; AKA a higher team than yours su-ks and they don’t have enough to fill the spots. They are then passed to whichever team has the biggest brown nosing leader.

Do not go above and beyond because it doesn’t matter. End of the day, unless you are teachers pet, you’re not getting higher than a 3.

Decades of experience with this company and the only reason I stay is because I can’t find anything else comparable in wage. I have been forced to give exemplary employees a 3 due to not being allotted enough.

Last Spring they basically demoted all the Sr managers and everyone got put under a director for the most part... Those directors suddenly had a minimum of 20 directs and, managing at least two entirely different teams.

Meaning that the director hasn't known jack p-o about what any one individual is ACTUALLY doing/contributing for the last year... I'm expecting a minimal raise but I guess one can hope for a bit more than that

When I was ranking my people, I was specifically told I had to rank on a curve and could only have so many people at the top and had to have a specific percent below a three to allow for lower rating and merit. I didn’t agree with this, but did as I was asked only to receive my review and while it was numerically fine , the commentary was definitely neutral this year versus positive as it has been over the past 8 years of my being here. It seems this is deliberate and my guess is this is a way to have layoffs in the future and justify lower merit overall. Welcome to the GTM strategy of CDW. Let’s take that unlimited PTO while we can because soon enough we won’t be here anyhow. It’s just sad.

has anyone actually been appropriately placed within their "position in range" per descriptions sent out last may? expected it to happen during the rewards cycle...

Curious to hear what people’s ratings and individual %’s were. Let’s get a feed going!

I can’t start, but will post soon. Have not had the conversation with my leader as of yet.

Curious, did anyone actually get over a 3? I haven’t heard of any.

Any idea on what bonus and PDR raises will look like?

This is true so please brace yourselves. Look for jobs now or try and negotiate the biggest package. Save yourselves. Reviews here are all fake.

Curious as to how these low merit numbers are derived and compare to others? Share your rating, merit, and work model here.

Rating meaningful
Merit 2.4%
Work model remote

What did folks get? Which office?

I got 3 percent in calgary

Use of Humanas internal AI system will now impact performance reviews. Its recommended to use it at least once a day to avoid negative impact to your end of year.

Our AI su-ks so bad Japan is forcing the use of it.

With the ongoing game of moving the goal posts every year to deny nearly everyone who earned an exceeds rating from ever getting one, in the spirit of the Olympics, I say “Go for the Bronze “ in 2026 - there is simply no incentive to do more and if they really want to RIF you, that will likely happen regardless of your performance. In the end you will at least have prioritized your life balance and not fallen for yet another false promise.

3 Rating = 0%
4 Rating = 1%
5 Rating = 2%

Received my annual review, rated a 2 with no concrete examples of why just comments about working partners provided great feedback but leadership felt differently. Was this a surprise? In the sense that I received feedback randomly less than 5 times during the year with no formal feedback during 1:1s (if I had them), yes. In the sense that I expected no less from my leadership team, nope. So definitely thinking I’m a future list as I specifically asked if I was going on a formal CAP and was told no that we’ll talk again in a few days to make a plan for 2026. Sigh. Just needed to “vent”.

Employee with 20+ years
Currently with Optum

Just asking if any managers are willing to shed some light on the layoff rumors. Are you having meetings to rate everyone employee or what?

I had AI make my end of year summary for me, I briefly looked it over and submitted it, it was a tad fluffy, gracious and full of the big words we all love. I got an “exceeding” rating. I’m baffled. The EOY my AD read me was certainly AI generated and you could tell it was her first time reading it. In the end, my AI summary helped my boss write her AI review and boosted me to Exceeding. How is this broken down? Did only a certain % on each SD team get each rating?

Last year is my only point of reference, so I’m not sure what the norm is. Can anyone confirm?

I’m trying to recall if we received a Q4 % to goal email yet where that payout detail may have been shared but honestly can’t even remember the usual timing of
Those after quarter end.

My boss scheduled a 30 minute meeting with my direct report tomorrow at 5. What could it be? Are they being laid off? Am I? My performance review is on next week, , could they just be getting their perspective on me? This is making me so nervous!

My performance evaluation is incomplete by my manager. Could this mean I’m on the list for 2/19?

Wondering how the next few months usually go during this time of year.

The management and executives here are untrustworthy. They've broken just about every rule and unwritten rule possible with directs. They're the type who give you prop's the entire year and then give you a bad year end review so they can cheat you on your bonus to make some budget number. As a shareholder i've super disappointed in the place and plan to sell my stock holding in this company, and its a sizeable figure.

Most admired for what? Sh-----g on its employees the most? Maybe most admired for offshoring all our jobs and leaving americans with nothing. Oh wait i got it. Most admired for falsifying performance reviews , not even trying to hide it this time, that then cost people their jobs and merit. That must be it.

been only here for around 1.5 years. no one discusses the raise or im not sure what im getting is the right percentage. Is less than 5% a normal rate? or are we supposed to get more? I know i should discuss this with my manager but they all say im getting the max out of all.

If you already got an invite for performance review; please share the date (can be range of date to be anonymous) and the department. It would help people from the same department to anticipate if they are on the chop-off list. I’ll start first.
ECS, no invite yet!

Used to be great place to work...could get away with so much skiving. Then if they wanted rid of you would bench you followed by Payoff...or just a payoff.

But there's another way to get you to go....give you lower performance rating than deserve. And they'll get away with it under new framework. Appeal? ...sure but not to an independent panel, to the same people who give you your score. Great system.

Spoke to my manager today and he told me 40% of people were given lower score than should have had simply for reason 'we want to reduce headcount'.

Things are broken, time to think about Plan B

I recommend people to put their bonus score, so we can collectively try to create transparency ourselves. I’ll start:

CoSA: ERC
Level: Senior
Rating: ME
Multiplier: 115%

The summary is work even harder and hope for the best. Really annoying to say the least

From what I understand, we should get them by the 24th. Is that correct?

2/17 is the deadline for managers to give their ratings out. Who is still waiting?

Or do only those that get “ Exceeding” qualify?

Anyone know why it was pushed to 2/16 instead of 2/11?

• pressure & performance review every 6 mo.
• a lovely 8% pip annual quota.
• Work life balance is just horrible.
• clueless mgmt