How do you rate? Are you an overperforming five, an underperforming one, or a mediocre three? Many would argue that it does not matter. But when redundancies are being made, performance appraisals can take on a whole new meaning.

'If you score a three, you can be a happy camper,' says the head of performance management at a global investment bank. 'Anything less would indicate that attention needs to be given to personal and professional development.'