#performancereview

Has everyone loaded up their self reviews for the EOY conversations?

Who’s getting the big merit raises this year?

How convenient. The ratings are updated to drive more slavery. For zero pay increase year over year. Billions and billions in profit.

The new performance distribution targets are roughly 18% 'Contributing' and 2% 'Underperforming.' Is leadership actually held to these same quotas, or is this just another squeeze on ICs? Word on the floor is that managers are using the lower tiers to offload people they personally dislike rather than using actual metrics. Between the forced rankings and the 3-year raise freeze, it feels like the IC experience is being sacrificed to pad the leadership layer.

I’ve completed my appraisal diligently every year. And every year it’s the same outcome: a “2” rating, talk of a pay rise… which then slips, slips again, and suddenly it’s appraisal time all over again. Please do your appraisal.

My role itself isn’t very fulfilling. There doesn’t appear to be much of a pipeline, yet there’s also no conversation about letting me go. I’ve applied to leave and been turned down. I don’t particularly want to become “the new guy” yet again in a technology I’ve never touched, especially when the promised training never materialises. You’re left to struggle, only to see the company later hire people who have been trained elsewhere—and happy to pay them more per month than the cost of the training course would have been in the first place. Who are bloody useless as have no business knowledge.

So I’m genuinely asking:

• Do I decline to complete it?
• Do the bare minimum?
• Make a proper effort in the hope of a pay rise that never seems to come?
• Or be completely frank and say how things actually feel?

Interested to hear how others approach this as the deadline is this week.

I’ve heard a lot that merit was low this year. Can any leaders here shed light on what to expect for bonus and LTI? Assuming a meets expectation review

Given that I was rated as “met expectations” across the board, identified as a core performer, and am contributing to a high-performing team, I wanted to better understand how compensation increases are typically evaluated for employees with under a year of tenure. I recognize that I have the least tenure on the team and that this factors into current pay alignment.

I also wanted to confirm whether compensation discussions are normally part of the performance review process or handled separately, as it wasn’t covered in my review.

What did you get?

So, now that reviews should start coming back, what low % are we looking at this year for ‘above meets’ or whatever label they’re using now? I’m considering posting out to a lower level position. My thinking is if they can’t pay me for the additional workload I e taken on I might as well just work a lower level position that actually reflects my salary and make life a bit easier on myself. Anyone else thinking the same?

Has anyone had their raise talk with their manager yet? What % raise are people getting? I haven't had mine yet.

How would one do this?

With reviews coming up, if you get placed on a PIP and receive a 2 score, start looking for work elsewhere immediately. PIP is no longer a program to get you back up to a 3 to meet standards. Its almost always used now as a way to lay you off in the near future. They used to work with people to get them back to 3s and above, but now its just a tactic to use to RIF you.

Performance reviews done by direct manager but pending review by executives?

Achieved gets you promoted. Exceeds keeps you at same level. How can VP and SVPs justify it? No relation between rating and promotion at TR? What gives? Disappointed.

Wondering what’s the “average” pay increase / bonus adjustment for each of the performance categories.

I know this year (and is typically) a let down, but what are the numbers from the low end of “did not meet” to the high end of “far exceeded”?

If we hadn’t wasted so much time talking about AI, he could have actually covered the important points he ran out of time for.

And another thing , why are people in here celebrating someone getting fired? Sampath! That says a lot about your character.

Paying 100% STI was the bare minimum. Anything less would have been flat out disrespectful after laying off 15,000 people.

At this point, just let AI write my year end performance review.

sounding like new system going to be used sc--w people over

I’ve been at WF almost 10 years and never really heard of anyone getting inconsistently meets until last year, where good and hard working colleagues told me in confidence their managers gave them IM rating. I also noticed that on this site, there appear to be more topics related to this rating. Is this a new thing at WF? I have been an individual contributor so never needed to give rating, but I am finding that the IM’s are coming not because the employees are doing a bad job, but because their managers are micromanaging everything. It makes me want to voluntarily leave as I don’t want to fall victim to this. The ones who I know personally who received IM were shocked when they got it. Some of them had an exceeds rating the year earlier. One of them was only in their role for a few months.

Did you know that the only person who sees your feedback is your supervisor? In the assessment meeting your supervisor can make up anything. There is no fact checking of what they claim your KO feedback was. They can totally make it all up. Same for your PDS write up. Only your supervisor sees it. They could come in and say things totally different from what you wrote on your PDS and your KO feedback said and you would never know.

Got back a mixed review because one of my coworkers is mad that I stopped working nights and weekends. lol. i also need to step up my game in the creation of our team’s decks, because I seemingly can’t read my director’s mind well enough when given no direction. At least I have a good attitude!! F-ck this place all the way to he-l.

For those displaced between 9/30/2025-11/1/2025, did you receive a year end performance review? I completed my self evaluation before non working notice but have not been able to get a clear answer if I’d receive a YE.

I know there are people active on this site that have been helpful as we’ve faced these recent layoffs.
I’m curious if they, or anyone, has credible information on the strategy here. It seems this past round had a large focus on remote, performance review, and a bit grading. Is there a magic number of reduction we are aiming for? Or a magic number of remote workforce?

How are comp statements and bonuses looking this year?

outstanding impact, exceeds expectations, valuable contribution, needs improvement and not meeting expectations. No calibration meetings and forced catagories. Rank and Yank in full effect at chevron

Zillow cut roughly 200 employees, or 3% of its workforce, during annual reviews while keeping job postings steady and growing revenue 16%.

https://www.housingwire.com/articles/zillow-workforce-cuts/

Rated IM for the first time in 8 years. How long do I have.. to look for another job?

Manager shared that they were told if the give an exceeds they have to give an IM. It has nothing to do with performance. Literally you have to pick out of a hat. So my take is if layoffs and reviews have no basis in reality then why try? Do the minimum to not get fired but after that forget it. Seems like a bad way to run a successful company but oh well.

In light of the new total rewards framework, is it now better to be T3 or T4?

Performance reviews here are a joke. They will shamelessly give good workers a bad review.

Can anyone comment on how ranking panels go. Would like to improve next year.

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.

Since it’s Thursday, I guess my manager is just fully committed to avoiding me about my merit/bonus conversation.

For those that got an IM or NI, what was your comp discussion like? Any raise and what bonus?

This was my first full year and got IM at year end for basically no reason. Whatever.

• No raise … I’m already paid on the higher end of my title, also located in major hub

• Bonus … same $ as stated in my offer letter, about 15%

15 percent of high performers across all band levels are be rated as low performers to reduce bonus pay outs. This is the next move on attrition. Next steps may be pips and subsequent layoffs. You would think a company as large as IBM would be able to handle this differently. Hopefully people who know they are high performers that get a low performance review know this has nothing to do with them and everything to do with the dysfunctional management team at IBM.

Is it a problem? He moderate bonus. Big project he put everyone name in to take credit. Let my demoted old boss take my just assigned work which is half way done. Tolerate any team member misbehavior to keep everyone a job! Rate everyone 3 to tell HR no difference effort when Citi changed to performance base. Switch work assignment to make smart ones to teach dead wood. Should I be nice and cover all deadwood in my team? Is my team overstuffed? But claimed understaffed?

Watch Kramer gush about how incredible IBM is. Then Alvind give him a couple hundred grand and everybody's happy.

I have been working at The Bank for over a year now so this is my first time being eligible for a raise. I started in August 2024. Did anybody else not get a raise? I’m trying to understand if it’s just me or is it something that is quite common at The Bank. I’ve never not received a raise at my previous companies. Your input will help. I receive a meets/meets on my annual review

excuse to lay off people