#goals

Long time employee here. I have never had a supervisor make goals, training plans, or anything else with me let alone document anything in Career Connect. All they want is an update so they can pretend they are in the know when they talk to their boss.

LL6 is a terrible role in every way, including compensation. Don’t take LL6 unless your goal is to use it as a step toward LL5 or higher.

LL5 is where the real money, annual stock awards, and other quiet benefits start to show up compared with LL6. LL6 is basically GSR8.5.

If you work on CA, can you share your experience. Particularly from blended associates who do inbound/outbound. What has been your experience, do you take an even number of calls for both or do you see yourself taking more inbound? How about the goals?

What is up with this NEW bonus structure. It will be impossible to hit any of the goals. If you do, it's a lousy payout. Head reduction on is way. That was the plan all along.

While the new commission structure promises more pay when you hit 100% of their goals, I feel as if people are not getting paid on about 75% of the commissionable work they do. We all know there are slow months and better months, this new system doesn't account for any of that. Is this the quiet firing that everyone is talking about?

Any news on the gigantic CCB reorganization? When is it going to be over? What are the goals?

WL wants
10B by 2028
3B to come from Upstream
1B from GOA Upstream

...any guesses where he'll put this money?

Since they are all so busy, they may be worried about getting their goals in by the 15th. Let's share some ideas here! I'll start: AC remove the defacto hiring freeze, stop the gaslighting, and then just go home!

Figure it out yourself it seems. Can’t even provide a live month to date view of what did or didn’t count so we can course correct. can’t clearly explain how to ensure our days do count. Cant tell us what months count in the rolling 3 months, surely can’t be anything prior to today and this new tracking system. Can’t provide a target of in this month x number of days (pre-adjustment) for next month or the future. when a week straddles 2 months we need to go in more than 3 days??

Today in the office most people spent more time putting together tracking files for themselves and this new messaging than the jobs we were hired for because this convoluted tracking system that only cares to show you historical data after the entire month has ended.

I struggle to understand how compensation for the year can legally be tied to RTO push that has ever changing tracking methodologies.
How can this be a goal in the system when the goal is clear as mud? Why does the goal keep changing?

When was the last time you had a 1:1 with your manager? Do you have yearly goals you commit to? Do you receive a year end review?

We need net Adds for Q1

Manager added 7 performance goals to MyGPS without my consent yesterday.

5 are AI related. Stuff like "develop your AI Persona", "demonstrate AI to the organization", and "Deploy AI to Production."

None of this stuff is related to any of our day to day work at all. We use AI as an assistant, it helps sometimes and we are mandated to. Thats it. There is no AI in production anywhere, and customers dont want it.

WTF are we doing here? Its year 4 of this song and dance. Shouldnt there be returns on investment and real products to point to at this point?

Anyone get their goals? Why are there so many? This isn’t manageable. I don’t get what any of them have to do with me. Create 10% digital employees, reduce night shift by 75%. Um I don’t have staff, and I don’t work night shift. I’m assuming night shift is Pune and we only have 1 person. How is 75% reduction possible and why do I care? I’m already doing their work. You already took my staff and gave them to Pune. D-mbest firm ever! I guess they are gearing up for another 10% layoff!

Our goals were rolled down to us from senior leadership.

They are not measurable, vague, and for several it is unclear how they are applicable to our job.

I would expect clearly defined, measurable goals - not this hot garbage.

I feel like it is clear that they are trying to set us up for failure.

I met with my leader this week about my goals this year. I presented to them what I felt was a skill I needed to grow in that directly affects my work and meeting business goals. It was also something mentioned in my review as something to focus on this year. My leader didn’t agree that the goal made sense and that it was ambitious enough, even though I had a clear case as to why it was.
What this tells me is that they are actively positioning to set people up for failure or lower comp again next year. Never ever in my career have I had a leader tell me they disagreed with a goal of mine. Especially one that is directly tied to work. It’s not like I made a goal to take extra lunches or see how many pencils I can sharpen in a day.

I had my annual performance review yesterday morning.
I had 6 goals last year.
I got a 4 on 5 of them and a 5 on 1 of them.
I got a 3 overall and thus no raise and my bonus was greatly reduced from what I would have gotten had I gotten a 4 overall.
Make it make sense!

When are we suppose to enter goals for 2026? I do not see portal open yet.

Our agency continues to struggle to meet goals, including the minimum autos. How many months are we allowed to miss?

Whats everyone putting for theirs? Does learning how to use Grok to make deep fakes of our dear leaders count as AI training?

I've over doubled my net worth in the past year while working at Xerox.

I'm not here to boast. I'm simply here to say that, despite job instability, you can set goals, improve your life, and grow your finances.

My salary is modest.

Attitude + Aptitude largely sets our Altitude. Toss in Focus and Perseverance and you have the formula for surviving a layoff and prospering well beyond it.

If I can do it on my salary, anyone can. What Steve does or doesn't do doesn't affect me anymore - and, frankly, I couldn't care less. I took from him his power to hurt me.

Anyway, I pray that everyone here has an awesome year. Let's nail our 2026 goals while Xerox sinks.

Heads up...Just saw this job rec and it actually says in job description "Lead the globalization of our healthcare revenue cycle (RCM) business. The person in this role will be essential in hitting our goal of globalizing 1900 employees within 2026 and expedite our remaining global workforce goals for 2027."

• band 4+ individual contributors: add a personalized leadership goal aligned to at least one leadership competency (great, we have to provide leadership without the pay or title)

• starting with the 2026 year-end review, all employees will receive a 4-point performance rating, building on the band 6+ approach used in 2025 (no way could this be used as a "rank and yank" method to target workers for termination)

Great things ahead for those not lucky enough to get the VRP!

Simply put, translation: if you’re not meeting your goals, you’re going to be let go.
Read between the lines. He’s basically saying, no goals, not meeting goals….no job.

"Its a great time to reflect on last years successes and the opportunities to accelerate our momentum in 2026"

Hey SN, accelerate my salary increase!

https://www.sec.gov/Archives/edgar/data/1571996/000157199625000111/dell-20250930.htm

Is to create shareholder value. HBU?

The goal to let people go is a different feel now they will look for every little reason to fire someone and to make sure the severance cost plummets so make sure you hit your goals office expectations etc yes I know this is old news but it isn’t because it is a real goal so look for more firings in 2026

My revenue production goal for next year just went up by almost 100%.

Usually it’s a joke that top producer goals will double.

Now it’s a reality.

RIP

For anyone with Humana that is held to certain metrics (which I'd imagine is all roles but I don't know), how many of you weren't even told of them until March-April (which has been typical for many years), then you have your mid year review a couple months later of course. Makes no sense. It's not been right for Humana to do that and ultimately grade us on the entire year when we do not even know the metrics we'll be held to until 2nd quarter. This has affected a lot of people's bonuses year to year, and has caused undue stress and pressure on people. I cannot even count how many of my peers have had stress, depression, nervous breakdowns etc. Now they are grading us differently for end of year this year, and I wonder how that will go. To be held to 95% and greater on metrics for the YEAR and not even know what they will be until 2nd quarter sure sounds like a calculated move. Class action?

With this new system, and unattainable goals: how can a goal be set if management doesn’t allow you to meet it? It seems like a very complicated way of saying gotcha!

did anyone listen to the earnings call? are we really going to have majority migrated to OneTru by EOY and completed fully by mid next year? haven't heard of that internally yet - what happens if we dont make it?

What can we do about it?

How long will it be before we know how many have opted out of the crazy and taken the severance package? And then how long before we know how many more will need to be laid off to fulfill the goal set?

Kicks off next week. I hear leadership is not going to be as stringent on hitting participation goal numbers. I wonder why! Layoffs, no focal. But don't worry folks, we listen, develop, and take care of our employees...

Never have I ever saw a company set goals for employees and never offer a glimpse of whether it’s on track to not.