#performance

Leaderboard shows how outlandish quotas are right now. 60+% of the company is struggling to hit. What’s next?

What is the criteria for being a HiPo in XOM?

I have seen a few so far - they literally just destroy the morale of the teams, make terrible decisions that the teams have to bear the impact of long after they leave. They focus heavily on optics to outside organizations, they don’t like technical people (or anyone in their teams) that actually are heart and soul of their teams and perhaps the only good part of it is that they leave soon but it never feels soon enough.

Question is are the rest of us incapable of seeing how amazingly great these future leaders are (and that’s why we didn’t make it) or is this all just as true as it feels?

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

If the rumours are accurate, TD has reportedly made the decision to significantly reduce its New Business team — primarily those operating at field level. In effect, it appears the accountability process was STUBBED at that level.

What is notable, however, is that leadership responsibility for growth through new-logo acquisition does not appear to have been treated with the same level of scrutiny. The individual tasked with delivering that mandate seems to have avoided the cull, despite the outcomes not aligning with the original brief.

Whether this results in a lateral move or progression into another senior role, it raises broader questions around governance and performance accountability. When growth ambitions are not realised, it is reasonable to assess whether the issues sit purely with frontline execution — or whether strategic direction, positioning, and leadership oversight also played a role.

In any organisation, sustainable new-business acquisition underpins stability and long-term success. When that engine stalls, the impact is inevitably felt by those closest to the revenue line. Yet growth challenges are rarely isolated to field execution alone.

If product-market fit was genuinely a barrier, that insight should have been formally escalated and addressed through a structured mitigation plan. Where systemic obstacles remain unresolved, responsibility must extend beyond those executing the sales motion.

In competitive markets where alternatives such as SF or DB may already hold stronger positions, the key question becomes whether the opportunity to win new logos was constrained externally — or whether it was effectively STUBBED internally by gaps in strategy, capability, or vision.

When leadership continuity persists despite repeated growth underperformance, it inevitably prompts reflection on how accountability is applied — and whether standards are consistent across all levels of the organisation. All in all, its evident, those that should hold accountability, despite failure are continuously being rewarded and there lies the problem at TD!

when will bonus for 2025 being distributed? Will bonus being adjusted (up/down) based on refinery performance? what are the benefits of being rated as extraordinary results/role model?

Unless they are stopped, they will continue to force low ratings, terminations, removed merit amongst other things. They plan alot more cuts in 2026 and think they will be AI leaders in the industry when we have to work off systems over 30 years old cause they refuse to upgrade them. FOH. Dont let them get away with it people. Save all prior performance now and challenge any bs ratings

A lot of you have probably faced issues working with offshore where they shirk tasks, overexaggerate their impact, and usually expect their American counterparts to pick up the slack they create. I spoke up about this during my manager 1:1 specifically about how tasks assigned to offshore ended up being done by onshore 60-75% of the time, BACKED UP WITH ACTUAL SCREENSHOTS FROM ACCESS LOGS AS PROOF THEY HAVEN'T BEEN THE ONES WORKING ON TICKETS. The response? "Well you get paid more than offshore so the expectations are a little different." WTF? The whole point of offshoring from the corporate suits perspective is to save money to get the same amount of work done. If they get let off the hook for subpar work quality AND quantity because they get paid less, then why not just keep the same American employees that were delivering more proportional to how much more they were getting paid, while avoiding the communication issue, work culture differences, and time zone barriers? The only thing keeping this company going despite pivoting towards people who get 1/5 of the work done for 1/4 of the price is the fact that the onshore side is willing to shoulder the extra burden because of the sh-t job market.

Does my performance review increase/decrease chances of being laid off?

Any CEO could meet those incredibly low expectation's.

Spend five clicks minimum on SalesChat to prove you’re engaged.

Help train AI systems designed to eventually replace your role.

Accept shrinking commissions so executive comp stays intact.

Stay chained to a desk eight-plus hours a day, regardless of performance.

Bounce between internal tools and dashboards to signal productivity.

Operate inside an expanding web of apps built more for monitoring than selling.

Daily workflows dominated by internal systems, compliance tools, and activity tracking.

An environment where optics often outweigh outcomes.

Operate primarily as a quote generator - processing pricing requests instead of driving strategy.

Go “all-in” and be grateful you have a job.

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

For any engineers on the board, I have a couple of questions. Don't take offense, they are legitimate questions:

1. Why can't engineering ever release any projects on time?

2. Why is anything you do release full of bugs and half complete?

3. Why are we as a company years and years behind the competition when it comes to full-stack enterprise IT solutions?

4. Why can we never see a roadmap with anything on it when requested?

5. Why is there seemingly never any accountability to address failed projects or missed deadlines?

This is by far the worst engineering environment I've ever seen at any company I've ever worked at. Seems to me it's engineering comp plans that need to change, not SCPs.

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.

We have invested so much on an awesome team and leadership in PC chips

Dell used to have quarterly spifs.
Both LEMC and LDell.

They didn't make a huge difference to earnings but they were fun and something to focus on.

Aren't there short term bonuses available any more to push a new or hot product?

Approaching mid Q1, and not a word about goal setting. Makes it very convenient to give bad ratings when you wait till a month before mid year reviews to set the unreasonable goals. Better yet, don’t even bother. Manager “expectations” are better when not actually stated clearly.

If EJ wanted to improve their financial standing they would lay off lazy FAs and replace with people who were willing to work. So many of us are being laid off because of lazy FAs who drink the koolaid.
I’m east of St. Louis and can name many of them that never show up to work and “work from home” but their numbers are awful.

For those who got partially meets what’s your plan? Are you quite quitting until a new job or picking up the pace?

what is your red line regarding CC and V performance that would cause you to say, ok, now we have to act?

New Sales plan incentives sales to reach their targets 2x better than previous plans
and panelizes these below much more than previous plan

This is going to let Dell always earn more per share/deal while also a lot of Sales are goign to leave since it be unbearable - these left are ones they delivered over their numbers and with more accounts assigned are expected to do even more

it's similar to what EMC plan was - so not all that negative. Reward big sales that deliver and push out these that don't. Like it or not .

House is always the winner

What is actually happening to the low performers? Just not getting the “much higher “ gdp? Will there be a layoff targeted at them this month? It sounds like not all are getting PIPs

How many CATA's have we had between 2015-2020 VS. 2020-2025????

CATA's have doubled since Covid and the hybrid schedule! Wake up!!!!!

Get everyone back to the office or weed out the lazy complacent ones that don't put forth the effort from home! It's not rocket science. I know the mandatory 4 days is coming but it needs to happen now! Stop worrying about feelings and daycare! That's half the problem. Some work from home and save on daycare but spending more time dealing with kids than working. VZW has this data already and they know as do the shareholders.

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

I feel a mass exodus from my location. Nobody likes a layoff obviously but the workload had tripled for some as myself. Yes, the stock went up but at what cost. Fire all those people just to hire them back as contractors and paying them more! Should've spent a little time weeding out the ones not performing and those not doing their work from home! Just the lazy one working from the house could've made up for the 15K.

Instead of watered down deals and "pipelines"

Is it true that director and higher level executives get paid on demand but front line and managers get paid by shipped?

No matter who is to blame this is the greatest share destruction of a fortune 200 in the last decade. Mike and this leadership team is going to be under pressure to start showing results soon.

My AD manages 2 people and owns one product . No working level duties .. No delivery pressure or resolving ground level problems

Keep making decks and spreadsheets. Attending meetings where they are not even required.. Taking status from us passing it to leaders as if she is making great progress

What the heck was the purpose of it? Wasn’t the purpose to share CoSA scorecard or how we did in 2025?

Why do we always talk about the future and not take a moment to reflect the success and failures of the prior year?!

Others hearing AIP is disappointing for 2025? What is percent rewarded for corporate?

Is this the same as getting IM? And means the axe is about to fall?

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.

stock is at $58, at what point do people realize extra effort is required to dig out of this. even 1 weekend a month would be a huge help to turn this thing around. let's go !!!!

Despite 14 billion in profits in the last year. Its not out of the question for the stock to go to low 200s. Nothing matters to this company other than 1. Stock price 2. shareholders.
Hard work does not get rewarded along with all the extra hours you put in. Do the bare minimum like Peter in office space, you will get same results. A layoff, oh and sc--w that little dork Sandork Di--oani Mr 100x

Snake oil salesmen got caught!

Yes, a 15% drop in stock price following a missed key metric combined with management downplaying the situation is generally cause for serious concern.
While downplaying bad news is a common tactic to prevent panic, it often indicates a potential disconnect between leadership and market reality, or an attempt to mask fundamental issues.
Here is a breakdown of why this scenario warrants concern and how to evaluate it:

1. Reasons for High Concern
   Significant Underperformance: A 15% drop indicates that the market views the missed metric as a major issue, likely a breach of trust or a sign of structural problems rather than a minor blip.
   Disconnection from Reality: When management "plays down" or dismisses significant negative news, it can be a sign that they are not taking the necessary corrective actions, or are trying to protect their own reputations/compensation.
   "Kitchen Sink" Warning: Executives may downplay a miss, but if that miss is accompanied by a downward revision of future guidance (a "kitchen sink" report), it indicates the company expects the pain to continue.
   High-Risk Signal: Stocks that miss earnings expectations often see continued weakness, averaging a further decline of 8.4% over the following four months, suggesting the initial 15% drop might not be the bottom.

2. When to Be Extra Concerned (Red Flags)
   Misleading Communication: If management fails to explain the root cause of the miss, or blames external factors entirely while ignoring internal failures.
   Reduced Transparency: If the company suddenly stops providing guidance or becomes less transparent about future performance.
   Insider Selling: If executives are selling their own shares while telling shareholders everything is fine.
   Loss of Talent: If the performance issues are causing high-value employees to leave.

3. What to Do Next (Investor Actions)
   Re-evaluate the Investment Thesis: Ask: "Did I buy this stock for growth, and is that growth still happening?" If the core reason for owning the stock is broken, you may need to exit.
   Check Cash Flow and Debt: A company can survive a bad quarter, but not if it has high debt and low cash.
   Look for Alternatives: If you sell, is there another company in the same sector with better management that is not experiencing these problems?
   Consider Tax-Loss Harvesting: If you are holding a significant loss, it might be an opportunity to sell and use the loss for tax benefits.

Summary: A 15% drop is a massive signal from the market. While not always a reason to immediately sell, it demands a thorough review of the company's fundamentals and a critical questioning of management's narrative.

The teams like QPOET full of snakeoil salesmen have done nothing except for cheating and stealing！