#performance

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

are we done? This makes 7 months in the rolling 12. Coworkers are all concerned. Is there a grace period? Probation? Warning?

Listen to the Bloomberg Talks interview with Dan. They literally ask him what changes will average customer see that will make an impact and Dan literally couldn’t answer. Totally embarrassing- it’s so CLEAR he has NO PLAN for any real changes. Just AI, AI, AI. Literally no plan at all!!!

Big changes in merrill banking. Word on the street is no more banking quotas monthly for 2026. The new scorecard is radically different suggesting concern over the pressure to open more and more and more accounts. Now the bankers are judged solely on risk and accuracy.
Looks like some freedom fighter took the charge to the Bull, and a RIGHT hook from the disgruntled base connected

Besides broken systems, unqualified leadership and performative culture?

Finance SD is openly vying for a SVP job two levels above his. he frequently mentions it in team meetings and its all over LinkedIn. he uses my annual performance meetings to talk about his desire for a promotion. SVP and AVP show favoritism to him. he acts inappropriately around employees and encourages us all to slack off. he constantly pressures people with opposing opinions in an abusive way and lies to protect himself. toxicity at its finest.

Oracle is performing well 👍

DXC is too morally bankrupt to actually do a layoff where they would have to pay severance packages. Instead HR goes around trying to find low performers on the sales team ( which is basically the whole company) and they put them on PIPs. Even if you make the PIP. They then put you on a new one. Constantly moving the goal post. They also lie on the documentation. These people are bottom of the barrel sc-mbags

I think once everyone learns that FT, who is a large client, is dropping the contract and going with a different company the stock will fall even lower. Well into the 30s. How can you have confidence in the company if they constantly get dropped by clients?

Because 99.9% of the Nike employees that are rightfully issued a Performance Improvement Plan are going to flunk it. Then Nike can fire them rather than issuing a layoff notice then paying unemployment benefits.

“Following the rollout of AI, supervisors appear to have increased pressure on work output and results. They now seem to expect near-perfect performance from a hybrid coax plant that is fundamentally imperfect.”

I ended up getting formal performance feedback not long after suggesting during a meeting that product planning would probably run smoother if a few departments worked together earlier in the process. A mistake I won't be making twice, that's for sure.

I absolutely loved todays call and how Xeroids have to be coached on basic concepts as if they are something"New" to drive toward goals and functionality that Lexmark had already been performing and achieved over a decade ago.

SMH - I seriously don't know how a 120 year old company allowed it's workforce to be taken over by employees that just set on their hands collecting pay checks instead of driving these basic practices.

Thought he was gonna cry saying goodbye to his buddy Brett on the earnings call. Clearly he didn’t want to fire him and EM forced his hand. Neuroscience performance was awful (again)… when was the last time they hit plan??? Getting rid of Brett was long overdue— Geoff you are next

After 20+ (mostly hellish, but somewhat productive) years at Centene, I had the misfortune of being re-orged under a Sr. VP that had no idea what anyone's background and contributions had been over the decades, so I and some others were shown the door in layoffs a couple months ago. I came across this article today that lays out perfectly how the last 20 years have been for a lot of us:

https://www.msn.com/en-us/news/world/gen-x-doesn-t-want-to-work-and-their-reasons-actually-make-sense/ss-AA1VYmbT?ocid=msedgntp&pc=W069&cvid=6a1dd379fcb443ba814542eb7b86d0fe&ei=107#image=1

Slides 16 (Corporate Culture Prioritizes Appearance Over Measurable Results) and 19 (Performance Reviews Emphasize Arbitrary Metrics Over Actual Contributions) really hit home, especially this from slide 16 - "Elaborate presentations mattered more than project outcomes. Workers who delivered results efficiently got overlooked while colleagues who mastered workplace theater earned promotions."

I have never seen a company waste so much time and money on worthless slide decks that are forgotten immediately after they are delivered. If you totaled all the wasted manpower in terms of the salaries of the people that had to drop everything they were doing to work on a deck for some muckety-muck that was coming to town or wanted an update on something, I would venture it is in the hundreds of millions of dollars in wasted salaries over the life of the company.

Anyway , time to get back to figuring out how I want to spend the rest of my career. I promised myself it would be doing something that provides meaningful, measurable, tangible results, so going back to Centene is off the table.

Our closest competitor is ki-ling us.

Portfolio leadership is directly responsible for the failures in losing market share. My Heartland Gulf Operation OD is an example of this. He blames everyone else and wants people fired on our teams and our specialists but never holds himself accountable. Tells everyone to do their job but does not do his. He does not even reside in the operation. This is the type of leadership that loses market share.

META Stock Still Trails Mag 7 Peers Even After New Subscriptions, Layoffs, Cloud Plans

https://stocktwits.com/news-articles/markets/equity/meta-stock-still-trails-mag-7-peers-even-after-new-subscriptions-layoffs-cloud-plans-retail-sniffs-buying-opportunity/cZ0ikQtRevF

There's growing chatter about people being cut due to less token usage.

If you weren't heavily using your copilot, it's being seen as "you're not growing" and "adapting" to new technology.

To me it's seems mo--nic,
It's another metric of punishing people who are efficient while people who used dev assist for simply changing a label on UI are being rewarded.

PEP stock is sitting right in the middle of 2021's range - well below 2021's year-end close of ~$159 - Can doomed PepsiCo turn things around? How much Ramon has left in the role? Is this a real business value of our Strategy & Transformation over the last 5 years?

https://www.crowdstrike.com/en-us/press-releases/crowdstrike-named-a-leader-in-the-2026-gartner-magic-quadrant-for-endpoint-protection-for-seventh-consecutive-time/

Cisco, nowhere to be found? Who was in charge of SBG products, then and now (G2)

The reason for putting more sellers, SEs and leaders on the front lines is due to the fact that the existing portfolio leaders, sellers and SEs have failed significantly.

out of touch or what !?!?

how is the quota so much this month!

Up another 5% today - the market understands that we are hiring and have returned to growth

What’s your aggregate score vs. firm avg?

Not many employees can pass Performance Improvement Plan, and they can be out the sooner than employees given a 60 day layoff notice.

Existing software to be implemented to track technicians locations onsite. It is already in operation in some sites. Managers will be responsible to track and cross reference with PMs to weed out slackers and site leavers.

Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.

https://www.zerohedge.com/ai/was-amazons-tokenmaxxing-fiasco-behind-claudes-500m-mystery-bill

That's great. That's great.

Seems like the sort of thing that could happen at MetLife as they try to measure who is "doing" AI.

Any rumors for next round and where it’ll be focused?

I received exceptional ratings but zero RSUs which is atypical to years past. A bit worried if this lack of long term comp incentive implies anything.

So many people out on paternity and extended maternity leaves. Why isn't their work reassigned? Can't get anything done because their piece is an input. Irritated that this is impacting my ability to deliver upon objectives.

Has anyone ever seen/have had experience with termination due to performance outside the annual PA process, i.e. not talking about safety or ethics violations kind of events

Im sorry i dont mean literally but i have to question whats happening there because not many people i work with have a damn clue how to do their job and have no freakin work ethic what so ever. And its getting worse with each new recruit brought on board. That location has always been known as an issue so very shocking when it was announced a growth location but something has got to give. There are way too many of you that are just a red flag so what gives seriously

They always have an excuse on earnings calls. Covid, Presidential elections, war, gas prices, etc. When will analysts call their bluff? They’re so far off from paying off their debt. If they don’t do sell offs, they will continue to cut expenses (headcount) every quarter to make the numbers look better.

@e2+1kr1f5ck0 said it perfectly.

Nike's turnaround effort has not been a quick pivot, to borrow a basketball term. It has been more like a wobbly slide on a dusty gym floor. The stock price peaked at over $170 in late 2021. It was down to $79 in October 2024, when company lifer Elliott Hill returned from retirement to take over and set things right. Now it is $46, a price investors could have paid nearly a dozen years ago.

There are two more problems. First, although shares are cheaper than they were, they are not trading at a deep and obvious discount, at 24 times projected earnings for the company's fiscal year ending May 2027. A bounceback in earnings would help, but estimates for the years ahead have been slipping.

Second, Hill is already doing the things investors are demanding: refocusing the company on performance shoes after years of shuffling along on casual designs, and repairing relationships with stores after an arrogant move online. There are pockets of success, like a modest rebound in North American sales in the latest quarter. But it has not been enough.

It is a tempting buy when one of history's great growth stocks has fallen so much. A 3.6% dividend is a sweetener. But investors should first consider the possibility that Nike's problems run deeper than they appear.

A plunge in demand from China is clearly a key concern, but there are also questions over whether Nike has lost its marketing edge, amid what might be a shift in the phenomenon that brought it to dominance to begin with: basketball stardom. It may be wise to wait for more progress before buying shares.

## Shoe Drop

An investor who held Nike from the start would have no regrets. Shares sold for 18 cents apiece, split-adjusted, at the initial public offering in 1980. But the price had dropped to 12 cents by Oct. 26, 1984. That was the day Nike gambled a then-unheard-of $2.5 million on a five-year shoe deal with a college basketball star who had not yet played a day in the pros: Michael Jordan. The pact was so transformative that Ben Affleck made a 2023 movie about the executive who landed it, called Air, starring Matt Damon.

It was not just that Jordan won six championships with the Chicago Bulls in the 1990s, or thrilled fans with soaring dunks. The 1990s were the twilight of monoculture, when consumers watched the same television shows and read the same magazines, before the internet splintered audiences.

The 1992 Olympic "Dream Team" showed Jordan off to an adoring world. In marketing, there is a proprietary measure of celebrity reach and popularity called the Q Score. Anything over 20 is excellent, and 40 is a rare pop miracle. In the 1990s, Pope John Paul II, a celebrity pontiff if ever there was one, is said to have scored in the low-to-mid 40s. Jordan hit 56. Everyone knew him, and everyone liked him. He made Nike the place to be for top athletes.

In Nike's fiscal year ended May 2025, its Jordan brand did $7.3 billion in sales, or 15% of the company's total. But that dollar figure was down a painful 16% from the year before.

For years, the brand generated hype through limited releases and instant sellouts of retro shoes, which "sneakerheads" traded on secondary markets. During the pandemic, Nike flooded the market, creating an easy boost for sales and profits, but also suffocating its hard-won hype.

Two disastrous things happened around the same time. Nike's Consumer Direct Acceleration strategy under previous CEO John Donahoe involved cutting ties with middling shoe retailers and reducing allocations to longtime partner Foot Locker, while pitching more shoes online for a higher cut of profits. Meanwhile, consumer preference abruptly shifted away from bulky basketball silhouettes toward running aesthetics, especially dad shoes and tech wear. New Balance, Hoka, and On surged, and stores that had been spurned by Nike were happy to give them shelf space.

## The Skeptic

If there is a measure beyond Nike's stock price that captures its slump, it might be operating margin, which averaged around 13% over the decade through May 2024, and is projected to dip below 6% for the year through May 2026.

Part of the decline is necessary medicine. CEO Hill has pulled back on Jordan retro models, along with an oversaturated basketball low-top turned lifestyle shoe called Dunks. He is also making amends with retailers, which has involved accepting humbler economics. The bull case on Nike - less than half of Wall Street analysts say to buy the stock today, versus more than three-quarters at its 2021 peak - is that margins will revert to normal once Nike regains its footing.

Jay Sole at UBS is not so sure. For one thing, double-digit margins for sneaker giants are unusual. Adidas (ADS) had an 8% margin last year, and it led Puma (PUM) and Under Armour (UA). Also, it is unclear how much Nike needs to shrink to grow. Sportswear, including apparel, has recently been half of sales, Sole reckons, even though the company once said it should never be more than 30%. This risks spending down brand equity that was built with performance shoes, and cultivating a customer base of trend chasers, not brand loyalists.

Stepping back, Sole wonders whether Nike has lost what he calls its superpower: the ability to be all things to all people. "Most brands have some sort of limitation," he says. "They are footwear only or they are apparel only, or they are one country only, or they are one sport only, because that is sort of what they are known as. And it is hard to be more than that."

Lululemon Athletica (LULU, +2.90%), for example, attracts primarily women, and Under Armour attracts primarily men. In past UBS surveys that asked respondents which brands are for them, most topped out at 60%, but Nike hit 95%. It sells to men, women, young, old, suburban, urban, and participants in just about every sport, or no sports.

i’m in finance. My SD lives well over two hours away from BR. He has multiple Asso. Directors on the team who also live over two hours away. he calls into meetings from his kids atheltic events.We’re required to go into these office but these fools are cheating Verizon by leaving early on in-office days (and showing up late. maybe work from 10-2 with a long lunch?), not working, shoving work down on lower employees, and other selfish acts that hurt the company. why would someone be hired who lives in a city over 2 hours away?

I get it for EVPs. but for a lowly SD? our SVP also lives 3 hours away from her home office. this is why Verizon’s performance has been suffering for YEARS and maybe DECADES

I have seen this happen to several people I work with. They are so good at what they do that management refuses to move them up because filling their current role would be too hard AND they make them look good. They're basically being punished for being competent.