#review

Give it a month or two.

My team is tired of writing quarterly check- ins and monthly practice reviews. They work hard and spending all this time is getting to them. I had a few just not submit one this quarter despite my weekly reminders. Can’t say I really blame them.

I see a lot of people talk about 50 or 60-plus hours, and it always surprises me because I’ve never worked more than the standard 40. My reviews have always been great, so I’m genuinely confused about the disconnect.

For the employee performance review, I see a step greyed out labeled “ Review Promotion Nomination- Not required”.

Does this appear for everyone or only for those that may get a promotion? Also, what do the ratings mean? Is “Leading” the highest rating?

Has anyone had their review yet?

Are more layoffs expected to come post annual reviews in February?

If leadership can dictate NO ONE can get a 5.
If leadership can mandate EVERYONE gets a 3.
If leadership can wholesale change merit increases.
Why have a review process?

Are CTMs still emailing to schedule the review in February?

I got my review. It was a 4 out of 5 and Ive been here about 4 years. I feel great, but does anybody have experience knowing how much more I can expect to get in my incentive/yearly bonus vs the historical 3s I usually get? I know this is up to corporate goals as well but it appears we are on target for all of them. On average, I think Ive been getting a shade under my full bonus, so hoping that I get my full with this 4 and the effort I put into it this year.

Employee reviews have been already approved and managers will start discussing them with their employees this week.

Reviews locked, then comp locks, then MIP memo, then bonuses pay out and then the big shuffle… who’s ready to dance?

Genuinely curious

I keep seeing Glassdoor reviews for Allstate calling it a great place to work…so who has written those? They seem fake to me!

Anyone get a 2025 review? Did anyone set up 2026 goals?

What does that mean? What can I expect? New to Citi and workday

Am I the only one who feels we have too many reviews in Dell? Weekly reviews, monthly reviews, adhoc reviews, quarterly reviews....we seem to review more than actually do the work that can be reviewed.

I get the feeling that too many SVPs and VPs schedule reviews because they want something to fill up they're time with when in reality they are completely clueless about what to do. Not to mention that those who have been in Dell for a long time have developed an allergy to actually doing any real work or taking decisions. they keep reviewing the same sh---y dashboards and metrics and asking the same inane questions in every review.

i Cannot recall the last time a VP or above even facilitated idea generation and discussion, much less provide fresh ideas by themselves. At best, they drop gems like "we should sell more to meet our numbers. we need to discount less to get the margin up"... SMH. Whatever else may change in 2026, i know this review nonsense will only continue.

I posted this over on BBB NY about my customer service experience. For the life of me, I don't understand who in your customer service and operations area is doing anything, but Mutual of America needs to automate withdrawals and extinguish paper !!! Come on people !!!

12/10/25 BBB

Mutual of America Financial Group has been the single most frustrating financial company Ive ever dealt with. Their systems are outdated, their processes are unnecessarily complicated, and their customer service is absolutely not up to modern standardsyet they claim to manage billions of dollars.I was forced to jump through endless hoops just to roll over my account. They required notarized forms, constant back-and-forth, and then refused to accept my documents simply because they were emailed from a different address than the one created years ago by a former employer. They wont allow me to update my email, even though I no longer work at that location. How is a financial company in 2025 incapable of handling a simple email update?Their technology is embarrassingly behind, their procedures make no sense, and theyve dragged out a simple rollover so long that it feels intentional. After this experience, I will never use Mutual of America for anything again. If this is how they treat customers, I genuinely dont understand how theyre trusted with anyones retirement funds.Absolutely terrible experience from start to finish.

My manager has put review comments I am not agreed upon. We had almost 2 hours discussion with no conclusions. What are my options?

Can’t wait to see the hypocratic face of VZ by sending the pulse review in a few months?!?!?

I numbly smiled through my meeting. Mixed bag of ratings from eh to excellent so I guess that means average. I knew they would have to find something in this climate. Curious if same for any others?

Don’t think that hard work, good reviews, or even being chummy with your manager will save you. You’re a number on a spreadsheet. If you make more than your coworkers, well, bye bye. If you don’t want to be caught with your pants down, you better accept this as reality.

How are they lining up discover employee reviews and C1 if the rating systems are different?

Curious if anyone got their performance review yet and if you noticed any differences this year? Also hearing they are changing our comp.

Way to change the rules and reward at the end of the game

Wrapped up my PMP review before submitting and the writing is on the wall: no promotions, and “exceeds” ratings are being restricted so tightly they’re basically unattainable. Add in the latest S&T message from the tantrum-thrower/demotivator himself, DM, and it’s pretty clear that career mobility at Chevron is dead for the foreseeable future.

Here’s the part that really gets me:
The people now sitting comfortably in higher roles and PSG levels are the same ones who climbed paths they’ve now completely demolished for everyone coming after them. The folks being lined up as “next in line” are being chosen based on experience tied to work that doesn’t even exist in the U.S. anymore. And the ones at the very top — secure in their ivory towers, swimming in cash like Scrooge McDuck — look down and tell everyone else to “work harder” while setting performance bars miles above anything they themselves ever met.

And before anyone says it: yes, I know — “If you don’t like it, leave.”
I’m working on it. I have interviews lined up. Chevron might still want me, but I’m not sure I want Chevron anymore

Don’t be. Or at least, don’t take them to heart. They aren’t genuine assessments. They’re just a convenient cover for cuts and reorgs. A bad review might increase the odds of being let go, but it says nothing about your real performance, and definitely nothing about your actual value. Leadership is focused on finding the easiest and cheapest ways to push people out, whether it’s through reviews or some other pretext. The whole thing is just theatrics.

I’ve never been nervous about a review before but this year I really am. Afraid to be marked below for some made up thing no one has ever mentioned before. How is that right to mark a person below when the manager has not said anything all year? I’ve always had good reviews and feel I’ve really been doing a good job but this place has eroded my confidence. Review is Monday, don’t know if first day of week is good or bad. It’s wrong for any of us to be apprehensive over this. Oh well, best wishes to everyone.

What's the hold up? I hear Managers have been asked to wait until January to have performance discussions.

I will start. What do you want to know/hear? Engine? CIP? Next cull?

Yep. And it was a significant one too. Like almost a year's worth. Why? Because the Atty's reviewing the documents and the facts of the severance.....said nope! Way more $$ by fighting it out. Turns out, there is a line of business which has been doing "funny business" as it were. And soon, the truth will be coming out.
For my friend's sake, I sure do hope so. That was a brave act, IMHO.

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.

Lets post our reviews on Verizon in Glassdoor to warn folks joining in the future!

I’m concerned that the current CIO may not have the depth of experience required for a large semiconductor manufacturing company. His background at PagerDuty, while relevant in a different context, does not clearly demonstrate the capability to lead in this type of environment. I would encourage a review of this appointment and the criteria used in making it.

Is it safe to assume the lists have been distributed and that the VPs are reviewing them?

One of your best opportunities to voice displeasure with Trane is to leave a negative review on company review sites like Glassdoor or Indeed before you sign any severance agreement (or even after, if it allows). There is power in numbers, and it's time for the company to feel some pain related to its recent poor decisions.

This is an opportunity for you to warn other good people and hard workers about this company and its executive leadership team. Nothing brings about change like public pressure and a dose of shame. You can make a difference!

How has everyones reviews gone? Seems a blanket no pay rise/promo/share situation even though its one of the best years we have had which is just disrespectful in my opinion.

As we all know, Thomson Reuters does massive layoffs every year in November. If you got a really good review on your midyear review, can you assume that you’re safe this year? Has anyone ever heard of someone getting a great review during their mid year review but still finding themselves in the lay off list that year?

I have been reading all of the posts and can't believe how much everyone sees what is going on in the same way. After reading your posts and including my experiences, here is my report card for US Foods.

HR- The CHRO gets an F for making his team be unethical. I have gotten to know most of his team members through the years and I give them a B+.

Security- How could you select this man to be a security VP. He confessed to being inappropriate and lying. And he betrayed his company or agency or what ever and confessed to telling the media info he wasn't suppose to. And we hired him? Big F

Ops- Some are unethical but some are too flirty. But most are good. C.

Legal- I only know this group and Food Safety is good and so are the contracts people. B. The ethic & compliance is really poor, always has been.

Safety- What safety? D

Sales- We need more tools and we have some lazy people here. C

Workplace Violence - D-

Communications: A

Facilities- Things work and they fix it when there is a maintenance problem in the office. I don't go in much but things are always good and kept working. A

Travel and Events- No clue

Marketing: You all got it right. D-

Finance and Procurement: B

IT: Nothing ever works for a long time and it sc--ws us in sales: D-

Business & Crisis Continuity- They are new but very good and they help us and our customers during crazy times. A

Chefs- A

Transportation- If these are our delivery drivers A

Payroll and Benefits: The benefits and out of pocket are too expensive but they do a god job on our pay. C

Executives: I don't fault Mr. Flitman for hiring his son. He is trying to be a good father and there are many relatives here. I have a problem with our CHRO after some of the things I read here and what he made his team do. Despicable. And now he is leading the most despicable man in the company instead of firing him. So I will take the A- I was going to give and make it a C-.

Let’s all compare. Heard many of my colleagues got an inconsistent in performance even if they were remotely involved with FNV4.

I got told I don’t respond enough on Teams so my collaboration is an inconsistent. Unreal.