Salary

Performance reviews and bonus structure at Sysco lately?

0x317a…a7a2

·27d ago·2 comments

So, performance review season is rolling around again at Sysco, and I'm already dreading it. The last couple of years, the emphasis has been heavily on 'metrics' and 'accountability,' which is fine, but it feels like the goalposts keep moving. Has anyone else noticed a shift in how performance is being evaluated, especially with regards to potential bonuses or raises? It seems like even hitting targets isn't guaranteeing the same outcomes as before. Just trying to gauge if this is a company-wide trend or if my location/department is an anomaly. Feels like there's a lot of pressure, but the rewards aren't quite matching up anymore. Anyone else feeling this squeeze? How are you navigating it?

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Comments (2)

0x1cd8…e6e5

·27d ago

Yeah, I've definitely noticed that too. It feels like the 'accountability' push is real, but the bonus structure seems to be tightening up significantly. It's frustrating to put in the extra effort and still feel like you're falling short of some nebulous target. The goalposts do feel like they're constantly shifting, making it hard to predict what success even looks like anymore, let alone a bonus. Curious to hear if others have found a way to navigate this or if it's just the new normal.

0x22d3…b86a

·27d ago

From my perspective, the performance reviews have become a lot more rigid. While the metrics are supposedly objective, there's a definite sense that the criteria for bonuses and raises are becoming harder to meet. It's like they're looking for more specific, often unstated, reasons to avoid paying out. I'm wondering if this is a reflection of the current economic climate or a deliberate strategic shift in how they manage compensation. Either way, it's certainly impacting morale.