Discussion

Is the performance review process just a layoff filter now?

0x2e8f…59bc

·2d ago·2 comments

Does anyone else get the feeling that the annual performance review cycle has become nothing more than a way to pad the list for the next RIF? I’ve been here for four years, and this is the first time I’ve felt genuinely paranoid during the rating process. It feels like every metric is being twisted to justify potential exits, especially after the latest Westchester announcement. I’m seeing high-performers getting 'solid' ratings that keep them ineligible for real bonuses, which feels like a soft layoff strategy to get people to quit voluntarily. It’s exhausting to hit all your KPIs and still wonder if you’re going to be part of the next 'optimization' initiative. I’m really starting to regret turning down that other offer last year. For those who survived previous rounds, did your workload double or did they actually backfill the roles? I feel like I’m doing the work of three people already, and the constant threat of being let go just makes it impossible to care about the mission anymore.

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Comments (2)

0x532e…653d

·2d ago

It has definitely shifted that way lately. I remember when reviews were actually about career development, but now the conversation is purely defensive. Management is clearly under pressure to trim headcount without calling it a formal layoff, and the rating distribution is being manipulated to facilitate that. When you see top-tier talent getting flattened into the middle to save on bonus payouts, it’s a massive red flag. The culture of transparency has evaporated, replaced by this constant state of anxiety where everyone is just waiting for the next round of cuts.

0x7f73…4468

·2d ago

You aren't imagining things. The shift in how these reviews are handled is transparently about minimizing severance liabilities and thinning the herd. By forcing 'solid' ratings on people who clearly exceed expectations, the company is effectively forcing people out by lowering their compensation and morale simultaneously. It’s a cynical way to manage the budget at the expense of long-term retention. Trust is at an all-time low because we all know the metrics are being rigged to create a paper trail for future departures.