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The original was posted on /r/maliciouscompliance by /u/OkMarzipan3163 on 2025-04-15 23:53:42+00:00.

So, for years, it’s been in my micro-brain that the three levels of performance at my work can be best fit to a bell curve. With the very small percentage of people (<1%) who are headed towards a performance development plan (PDP or PIP), making up the left hand tail, and the exceptional people (<5%) making up the right hand tail.

I used to bend over backwards in my efforts, with long hours, weekends, events-missed, etc. to earn those high marks and get only a slightly better raise. In my last performance review, however, I was told straight-up that no one in our division will be getting an exceptional this year as we don’t have the work load to justify it.

Ok that’s fine, I’ve reset my attitude and I’ll just aim for the lower end of the Bell curve then. Need a volunteer for some unplanned, emergency work or someone to help build a business case for this or that new concept project? Don’t look to me. If you want me to work on anything, you’d better assign it. Need help orienting the new employee, or showing them around a facility? Not me! Just enough performance to avoid a PDP, and nothing extra. I preach this philosophy to others at work, and they think I’m crazy! If yiu want to give your soul to the company store, knock yourself the heck out.

As a side note, there aren’t layoffs in our industry as we stay busy enough and we have a perpetual customer base.