Associates Report Inconsistent PACE, Missing 1:1s After Alleged Cadence Change

Home Depot associates reported uneven application of PACE performance reviews and missing manager 1:1 meetings after an alleged change to the review cadence, according to a thread of front-line posts on Jan. 21. The discussion flagged gaps in feedback and varying practices across stores, leaving some associates uncertain about merit timing and expectations.

One associate wrote, “I havent had a single 1 on 1 since April and haven't had a single pace and I've been here for a year and a half.” Other commenters suggested a change took effect Dec. 1, 2025, with a new alignment tying PACE reviews to associates' anniversary or sixmonthiversary months. “PACE cadence was altered as of December 1 2025, I think they're now aligning it based on your Anniversary/Sixmonthiversary Month? Citation needed,” one post said. Several participants asked for a standard operating procedure citation to confirm the shift.

Accounts in the thread described a patchwork of experiences: some stores reported managers continuing periodic check-ins and review cycles, while others appeared to pause or reschedule PACE entirely. That inconsistency can affect how associates experience performance feedback, the timing of merit increases, and perceptions of fairness between peers at different locations.

PACE is Home Depot’s performance assessment and career development framework for hourly associates. Regular 1:1s and scheduled PACE conversations create documented opportunities for coaching, goal-setting, and eligibility checks for pay increases. When those touchpoints go missing or move unpredictably, associates can miss benchmarks that inform raises and career progression, managers lose structured opportunities to coach, and local leadership may face uneven morale and higher frustration.

The thread represents front-line reporting rather than company confirmation. Field leaders and corporate HR typically set cadence and protocol for reviews and 1:1s, and several commenters sought a formal SOP citation to verify whether the cadence change was authorized and communicated systemwide. Inconsistent implementation at store level can also complicate workforce planning and create questions about compliance with internal timelines.

For associates, the practical steps are straightforward: document missed 1:1s and PACE cycles, ask your manager or store leadership for the official cadence and any written guidance, and escalate to HR if you cannot obtain clarity. For managers and field leaders, this ground-level visibility suggests a need to confirm and communicate any policy changes consistently across stores.

This conversation matters because regular feedback drives hourly associate engagement, pay equity, and operational clarity. Watch for company guidance or field communications that clarify PACE schedules and 1:1 expectations; until then, associates should track their review history and seek written confirmation of any new cadence.