#performance

I’m not going to bother logging on my laptop until it’s time to get my W-2 form for this year of hard work I have been preforming.

I’d like to ask for clarification around AHT expectations within Member Services. We’ve been told that AHT is not a primary performance metric when all other quality measures are being met, yet many of us are now being told our AHT is being closely monitored and even audited.

Can leadership provide transparency on how many employees have been written up or let go specifically due to AHT, particularly in cases where other key metrics—such as quality, compliance, and member experience—are consistently meeting expectations?

Additionally, what does it mean in practice when AHT is ‘not a metric’ but is still being tracked and acted upon? Understanding how this is being applied would help reduce confusion and allow us to better align with expectations while continuing to provide quality service to our members.

Coming soon to an office near you: widespread layoffs dressed up as “performance decisions.” Don’t expect generous severance packages or smooth exits. Companies are increasingly looking for ways to avoid those costs altogether. Instead, they’ll build a case against you.
Return-to-office mandates, shifting performance metrics, evolving skill requirements, incomplete trainings ... Anything &everything can become the justification. The bar will keep moving, and the reasons will keep changing. What used to be acceptable yesterday may suddenly be labeled inadequate tomorrow.

This isn’t always about individual performance and it’s often about reducing headcount while minimizing financial and legal obligations. The strategy is simple: create enough documented “cause” to make departures look justified, even when the real motive is cost-cutting.

In this environment, job security isn’t just about doing your work well. It’s about staying alert to how the rules are being rewritten around you.

It's just a matter of time my friends.

Do people at the management‑ladder level and principals, senior principals, chiefs—ever get put on a PIP? I’m asking because we have a principal on the team who struggles with fundamentals, guided the group in the wrong direction, and then claimed we needed “modifications” once things started going south... he is PIP material

Unpopular opinion: many of the people who were let go weren’t adding enough value to justify their roles. If we’re being honest, there’s probably more inefficiency still left in the system.

So, I have confirmed it with multiple colleagues. Apparently in the last few weeks some of them indeed received salary raises, surprisingly nice ones. If you still haven't received, that means you have been skipped. What is weird - these raises do not follow any pattern, some best performers were skipped, some people who do not have "friends" in management granted, tenure also didn't matter. Seems almost random. I have no clue what this company is doing and it seems they also don't know it...

• Debt has ballooned to $27B -- more than $6B higher than at the end of 2025
• Cash from operations at a loss of $2.3B for the quarter
• Cash from operations ex working capital of $700MM
• Debt to cap of 48%! - this is a BB+ to B- rating (speculative credit) at S&P and implies a significant re-rate of PSX debt and increasing cost of capital

Yet management continue to claim a strong balance sheet.

$3B of cash tied up in working capital with no sources of cash to fund it = debt

The commercial organization is an anchor around the necks of PSX shareholders

PSX has increased volatility by increasing exposure from commercial trading activity and is is competing in shark infested waters. We don't have the stomach or the people to participate in this business. Everyone knows it and they are taking advantage of it.

On top of this, Midstream underperformed and increased capacity in a market that is swimming in capacity and putting downward pressure on renewal rates.

Corporate costs have also ballooned despite business transformation efforts.

Renewable fuels losses are accelerating again.

Yet the tone from management remains optimistic and they can't be honest with shareholders.

This management team must go. A CEO that is out of his depth and a CFO that has taken on increased risk at the expense of a once pristine balance sheet.

Curious perspective: The company has all but ki-led chances of promotion with this new approach to business approval for increase of an individuals grade. You need to have some serious power behind you now if you want that next pay grade - GOOD LUCK! Seemingly, at the same time there appears to be a lock down on performance of wealth, the executives down to directors/RLT receive stock as part of their performance, and not that ridiculous new VCIP rule that you just about can't cash in because they're rolling people out through the night, but a spot bonus as a result of their grade. Dividends are being paid out at a huge sum, while alot of the stock is owned by the uppers who none of us ever see. It's almost as if the money is moving to individuals through the stock attraction of high dividend. I admit, I'm not economist but why are we do eager to pay out the high rate when we are still struggling to get our cost per barrel down?

Devastating review by new young S&P analysts. Employers will now begin to review MoA as a going concern from a fiduciary standpoint. Rich has another 12 months to turn things around.

Mutual of America Life Insurance Co.
Ratings Lowered To 'A-' From 'A' On
Weakened Competitiveness; Outlook Stable

Mutual of America Life Insurance Co.'s competitiveness has been declining in recent
years, evidenced by volatile profitability and business and geographic concentrations
that constrain its ability to achieve performance consistent with similarly rated peers.

S&P Global Ratings therefore lowered the long-term issuer credit and financial strength
ratings on Mutual of America Life Insurance Co. (MoA) to 'A-' from 'A'

The outlook is stable, reflecting MoA's turnaround plan to drive revenue gains and
reduce expenses.

NEW YORK (S&P Global Ratings) April 27, 2026--S&P Global Ratings today lowered its

long-term issuer credit and financial strength ratings on Mutual of America to 'A-' from 'A'.
The outlook is stable. MoA's volatile, below-peer profitability and concentrated product and geographic profiles dent our view of its business risk. MoA has reported operating losses for the past three years,
with a loss of $27.6 million in 2025, compared to $149.6 million in 2024 and $223 million in
2023. The company had positive net income in 2025, of $2 million, for the second time in the
past five years, but in both cases this owed to one-time, unrealized gains from real estate salesand other Non-Interest Maintenance Reserve (IMR)realized gains from the investment portfolio.

We had anticipated that MoA’s cost-cutting initiatives would generate consistent profitability and returns commensurate with ‘A’-rated peers. While the new management team has taken significant actions, the company has yet to demonstrate sustained profitability Although MoA is pursuing numerous strategic initiatives to restore profitability, we anticipate it will take time

The Missed Targets Report
​A report (notably from the Wall Street Journal) revealed that OpenAI failed to meet several key internal goals:

​User Growth: ChatGPT failed to reach its goal of 1 billion weekly active users by the end of 2025.

​Revenue: The company missed multiple monthly revenue targets in early 2026.

​Competition: Competitors like Google’s Gemini and Anthropic’s Claude are reportedly eating into OpenAI’s market share, particularly in the high-value coding and enterprise sectors.

EH will be fired within a year. He came in with more good will than anyone. Employees were ripe for change, and even serious sacrifices. He has squandered that. His tenure will only be known for devastating cuts, backward thinking, and the worst stock performance in more than a decade. Ceding China and Digital will be seen as complete dunderheaded moves when those are the biggest growth areas. Divesting from Tech, when that is what enables innovation in this century. Offshoring and outsourcing jobs when that could not be more politically and culturally toxic. He's had more than 2 years and things are almost inconceivably worse than could be imagined.

Going against the conventional flow o with this post: (a.) thankfully, I wasn’t impacted (b.) not surprised to see this large of a cut—we all knew there would be a round 2, esp once MD was let go 6mo ago (c.) tbh most of those impacted NEEDED TO GO and were low performing and not talented. Feel free to challenge this, but hard to see anyone strongly disagreeing.

Leave you with this: Polymarket is taking bets EH is next to go in <12mos. Take that side bet

• Were you the one writing AI first or AI driven in your linkedin profile?
• Did you posted that “ I would like to share that I recently completed blah blah blah AI course” too often in linkedin?
• Are you the one who bluffs in meetings and throw big words all day long but dont do sh-t?
• Did you kissed the bottom really well all these years?

I am geniunely curious. What did you do right?

The 3 benchmarks are AI, S&P500 and cd’s/treasuries for 5 years total return

AI. 100%+
S&P500. 85%
CD’s/Tr. 15%
Waters 0%

Waters is clearly not a growth company, but stagnant.

Be homest how many of us really want to get RIF we this point? I mean 100% seriously, not just joking around saying it. I do! haven’t yet told my AD, as I’ve seen it make no difference because AD will always pick the low performers over a strong performer that’s asked for it. They do what’s best for them only.

Not only will we beat the numbers, we will blow past them

The numbers are awesome, we are returning to growth

Watching promotions roll out is something else as well. It makes you really question if performance actually matters even a single bit. To say the names on that list don't always match the people who carry the weight daily would be an understatement. It's hard not to notice.

55k Phone net adds. Increasing guidance on EPS and noting we will be at top end of phone net adds range of 750-1M. All major metrics at VZ w YOY increases.

Stock temporarily up.

Don’t get me wrong I’m all for hiring ambitious people. But why when someone screams “I’m using this as a stepping stone” do you hire them? You do realise your stakeholders internally have to tolerate their mediocre work, slow deliverables and lack of knowledge. What is even worse is when as a leader you reward their behaviour and enable them. Then they leave. Great use of everyone’s time and efforts…

Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.

Heard 4th resignation in last 2 weeks. These people were top performers who found better opportunities outside ... guess with so much uncertainty here and with zero growth opportunities, people are going to leave and these are not slackers

If you have talent then job market is not that bad..

I don’t know why people think results will make a difference. At AT&T, layoffs happen regardless. Good results, mediocre ones, bad ones, it doesn’t matter. They’re just part of how things work here.

Regardless of the reason (short squeeze, car sales volume, etc.) It's a bad look that hertz is at $7.00.
Coming soon Gillybean will brag about how strong Q1 results, but core rental is still under performing.
Product team got bounced from Sandipshit and now report to Dreary CIO. That means the legacy of nearly Ded Ned is gone.

Thank you John for RTO

Looking at this sorry soap opera called Expand one wonders.

Why filling the spaces left by a bunch of incompetent losers that got nothing to show for after 2 years of walking, meeting and sipping like mindless drones?

Why not buying a tent and make this sad show a travelling circus going round and around PA, OK and TX?

Give the investors something to laugh about instead of a truckload of excuses.

I spent years trying to earn a promotion and the bonuses that come with it. Every time I got close, something changed. The metrics shifted, the requirements increased, or the timeline got extended. At first I thought it was bad luck but then I noticed the pattern. They moved the goalposts on purpose. They kept me just close enough to keep trying but never close enough to actually get there. If anybody is wondering, I never got the promotion and I wasted years chasing targets that were designed to move. Now my main focus is to find something else so I can leave.

I think we've slipped down almost to the bottom of the list, judging by the quality of new hires.

Do you know that executives are not part of the new Performance Management? I spoke to an HR colleague yesterday and she mentioned this to me. I was shocked. It seems that the automatic calculation only pertains to T1 to T5 employees. Executives in the areas are above that and their compensation is not part of this calculation. Because of this, most of them got high increases (up to 10%) in their salaries as well as more RSUs than employees. So, these greedy people are taking money away from the employees so they can get more. They are the ones that "make the laws" and employees aren't allowed to complain. She mentioned that compared to earlier years, the budgets for employee compensation was lower in ratio to executive compensation. This makes me so mad.

So here's what I shall do. No matter the consequences, I am giving my honest opinion in the Unfiltered. I know it doesn't make a big difference unless we all do it. But let us not give in to the pressure this time. If we are frustrated, show it in the Unfiltered. If you didn't fill in the survey before, do it this time. If you did and gave good ratings because you were afraid, show your frustration by being honest in the reviews. The Unfiltered results will be picked up by news outlets and they are sure to run stories on how much confidence the employees have in management. It has been steadily declining but the tipping point will be if it goes below 50%. I am sure that will be a big story. And I am also sure they will change the survey questions or frequency after that.

Should I apply for the short term disability? Is it job-protected? I’ve never received an ‘IM’ performance rating. How likely is it that I would fall into the category of being terminated without a severance package?

I have been getting along with my peers and manager well.

At AT&T, that apparently means trimming ambition, stretching timelines, and praying no one notices the difference between discipline and drift.

Have you actually worked with our contractors lately? They have massively lost capability due to offshoring. They basically just have a bunch of people doing copy and paste from old deliverables without any understanding of what the deliverable is. Very low quality coming out of these HVECs today.

it's been a few months now. what is our grading of their performance?

i'll go first:
churn is the worst it has ever been (D-)
we haven't done anything to address our network strategy (D)
we moved data under a guy who knows nothing about data but is a friend (F)
we hired a manager to be svp of analytics, but at least they are friends with CTPO (C-)
we have no call center ops strategy (D-)
we've outsourced everything to hit an ebitda number, but now have no sustainability of ebitda (F)

overall grade... F

$87.71 today and climbing.
Read it and weep.

Not a bad job by the top execs

any company in the world, after certain growth it becomes mature, lackadaisical, entitled, and full of you know what! That is where Nike is and stuck!!
Unable to crawl out of sh4t pile that they slipped and fell.

EH just joined Nike when they came out with "Just Do It" campaign because they were young and hungry while living on the edge. Now, JDI means how to print on the T=shirt and sell it for $25.00 when it cost only $3.00 to produce.

Nike only know how to play prevent defense and that will prevent you from winning.
According to dearly departed John Madden

So now we have a "Panel Manager" role who gets paid 120k per year to literally take a number from a performance report and put it into an email because directors and field managers arent competent enough to monitor their teams performance on their own. 750k per year spent on a team of secrataries to spoon feed directors data from the same reports they have access to. No wonder we have to layoff other roles.

Every time you get an email about a re-organization, you can expect layoffs to follow. This will continue under our current CEO. It’s a way to distract and perform for the board with dismal earnings. Some advice: understand and use AI, you are marked if you don’t; speak up in meetings or you are marked if you don’t; take extra training and courses offered, you are marked if you don’t; if you have unlimited PTO, don’t overuse it, you are marked if you do.

Definitely a better close to the week with the stock over last week and many weeks before.

They say it's all smoke and mirrors though.