#bonus

I guess Managers got around 5K-7K and AM got <4K, others are even lesser

keep working hard v-teamers

So, what actually happens if someone doesn’t stick to the 5-day RTO policy? Will managers just note it during performance reviews, meaning it could impact our bonuses or raises? Just wondering what steps Truist expects managers to take with team members who don’t follow the policy.

Just calling it now — once AIP drops in March, Q1–Q2 2026 is going to be a bloodbath for Truist talent. Every high performer who still cares enough to tough it out right now is probably already polishing their résumé. Between the 5-day RTO nonsense, the constant cost-cutting “initiatives” that make zero sense, and leadership’s habit of treating teammates like disposable headcount, why would anyone with real market value stick around?

It’s honestly painful watching good people get run into the ground while execs talk about “purpose” and “care” in the same breath they use to justify another round of cuts or policy rollbacks. The writing’s on the wall — once the bonus hits, the exits will light up.

Truist keeps acting like folks don’t have options. Spoiler: they do. And the ones who’ve kept the lights on are about to prove it.

I have a workable and thoughtful proposal, aiming to avoid layoffs completely while still achieving the desired cash flow for investment.
Here is a breakdown of the suggestion and some key aspects it addresses:
💡 Proposal Summary
• Goal: Avoid layoffs and fund a new investment.
• Method: Temporarily cut employee bonuses (10% to 50%) for two years.
• Investment: Use the saved bonus money to fund the project "Dan wanted to invest in."
• Incentive/Risk:
• Success: If the investment works after two years, the employees receive their deferred bonus money back as a lump-sum incentive for their sacrifice.
• Failure: If the investment fails, "Dan should accept the responsibility"
✅ Key Strengths of This Approach

1. Layoff Avoidance: This is the strongest benefit, maintaining team morale and institutional knowledge.
2. Shared Sacrifice: It frames the financial challenge as a company-wide effort, which can foster unity.
3. Incentivized Risk: The promise of a repayment and potential "extra incentive" acts as a performance bonus for the overall company strategy.
4. Accountability: The success or failure of the plan is tied directly to the leadership ("Dan") who proposed the investment, which could satisfy employees who are bearing the temporary cost.
   ❓ Considerations for Management
   While compelling, a management team would need to carefully consider the following details:
   • Legal/HR: The company would need clear legal agreements outlining the bonus deferral and repayment mechanism.
   • Employee Morale: Even with the promise of repayment, a 50% bonus cut for two years could lead to high-value employees leaving for competitors offering better immediate compensation.
   • Financial Math: They would need to ensure the 10-50\% cut actually yields enough cash to fully cover the required investment without jeopardizing other operational needs.
   • Definition of "Works": There needs to be a clear, measurable metric (e.g., specific ROI, revenue increase) defined now so there is no ambiguity about whether or not "Dan's plan" was successful two years from now.
   It's a creative way to turn a potential crisis (layoffs) into a shared, high-stakes investment with an immediate path to funding.

does anyone know if RTO hour are being tracked/days in office? Will it affect our bonus this year?

I recently became bonus eligible (grade 11) in September (US employee).

However, I was basically told “everything is under review and typically you’d get 33% of your bonus in cash and the other 67% in stock”

Anyone know if that’s staying and when the payouts typically are? Can’t find anything on FUEL and my managers keep saying they can’t be 100% certain…

Any indication on what bonuses will be in spring of 2026? I need for SOMETHING to look forward to

Can’t say all of Optum Tech, just my area. I have about 20 people under me and I gave out two 5’s, six 4’s, the rest were 3’s.
I was informed this morning I am “allotted” zero 5’s, one 4, and I need to give out at least three 2’s.
Upper management is really pushing for the 2’s to the sent their way by end of week.
Last year 3’s and lower got NO raise and bonus was about half of the allotted amount.
Read into it what you will.

What are software engineer bonuses like in PA and Lake Mary? For associates, senior associates, and VP levels?

Are those still a thing?

EmployeesVerizon has declared a Special Enhanced Income Security Plan (EISP) for the Potomac Region.
Eligible employees may receive:
A $40,000 supplemental bonus + $10,000 termination bonus
$2,200 per year of service (up to 40 years)
Waiver of age-based pension reductions and band acceleration
The volunteer period runs through November 25, 2025, with off-payroll date December 14, 2025.

https://www.cwalocal2108.org/

Get ready everyone. Saw ours without final sales and scan and gos last month. We usually get decent bonuses and ours is complete a-s now because of the scan and go metric. Another goalpost moved to f us right in the A.

If you worked there prior to 2000yr, then you remember how great a company this was.
People could worked their way up the job ladder through hard work.

The company rewarded employees with good raises and bonuses.
The company motto was " Our employees are our greatest assets"

Then around 2000yr a dark cloud appeared and the company became obsessed with
saving money through any means.

Suddenly raises and bonuses were reduced to 2%. Then came the period of working
2 to 3 years with no raises or bonuses.

Departments saw their staff cut 25% to 40% sometimes 50%
To add insult to injury then came in the massive flux of H1B workers to take jobs from
U.S workers.

MW region here
Is it true that TMs that are capped out will no longer receive a bonus when their annual JD happens?

I am joining EJ in couple of weeks and really worried about layoffs. I am leaving my current job to join EJ. There is pay bump in this job at EJ but I am afraid that the work load is too much and not sure how much is the bonus. They said the bonus for senior director is anywhere from 35-60% and I will be at level 15 and the next level is senior partner. How are the bonuses in the research department and do they pay good bonuses.?

Hearing about a bonus in December but cannot find information. If so, will it be paid if laid off before December?

I was laid off a few months after getting both from my last job. I was convinced I was safe, and I was not. I just thought people should know this, because I’m guessing this is true everywhere.

SAP is presenting a formal offer in an attempt to resolve the antitrust inquiry. In the past, SAP claimed to be compliant and to follow the antitrust procedure. However, since Celonis filed a lawsuit, this has gained momentum and it is unlikely that the probe will be resolved. The US has also criticized the commission for allegedly targeting US businesses. For the sole purpose of making a point, they might wish to fine SAP.

The board won't give up its bonuses, and SAP has little cash on hand. Can you guess where the funds will come from?

Layoffs every year. And reduction in yearly appraisals. The latter is easy to do with the new “performance management” system.

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

The usual old folks in higher up positions, that make all the money at Zebra, said how important it is to work from the office by wanting you to come into the office 3 days a week. As usual, companies like this pull this stuff to force you to quit as their new form of layoffs. While they say that they are profiting and growing, we get no significant raises. In fact, raises at Zebra are MUCH LOWER, than other companies. The higher up postions line their pockets, us regular folk barely get any scraps or a good wage to fight this inflation. They also love outsourcing people at Zebra instead of focusing on Americans. American company that doesn't care about Americans. Sub-par benefits, sub-par bonuses, sub-par raises. They try to convice you to only rely on Google Gemini AI summeries as they are heavly shoveling AI down your throat so you don't think for yourself. AI is just a tool that's not even 100% correct... As usual, consume their propagana that, how those higher ups love to think here. Examples of their mindset below:

• Corporate BS = good
  come in to the office or else = good
• Remote work = bad
• Hire a bunch of overseas people to pay them cheaply and give those people remote work = good
• Give the worst raises and bonuses = good
• Hire postions that track every bit of your time AND don't understand your job so they can try fire you = good

How can these higher ups say they care for their employees when they think like this?

Received my get out of jail card this week and I'm over the top delighted. Over the last 10 years, this place has become so toxic, it's sickening. Pay for performance is a joke. Senior managers, who don't know the staff or what they do, are forcing lower ratings to get their 25% (used to be 10). If you don't have enough, they force more. Bonus amounts, given by direct managers, are changed by higher ups. It's unethical but don't bother reporting it. HR works for them, not us.
Save as much money as you can. Print all your employment records. Use their training portal to take resume building classes (after your AI training to replace yourselfof course). Go into the office, stay all day, and keep your head down. I wish you all the best of luck.

I want to start this conversation because something isn’t adding up in the way our company talks about risk and reward.

We’ve all heard the narrative:
“Partners take on the financial risk, while employees share in the success.”

But when you look at how our compensation and margins actually work, the picture appears to be very different.

How the Current Model Really Works
Here’s what the numbers show:
• 11-12% profit margin is built into the financial model for LP and GP payments every year. Approximately 72% of that margin goes to the GPs. See page 30 and 50 of the publicly available 10-K.

•   After covering that 12%, whatever’s left goes to the employee variable compensation pool (bonuses,and profit sharing). We have all heard during bonus time that employee bonus can not be make the profit margin fall below a certain percentage depending on the bonus level.

In formula term
Revenue - Expenses - Bonus Pool = 0.12 Profit Margin
So the bonus pool is 0.88(Revenue - Expenses)

That means when expenses increase, bonuses automatically go down, because the partners’ 12% margin stays fixed.

Let’s put that into perspective:
Scenario Revenue Expenses Partners (12%) Employee Bonus
Normal year $10M $7M $1.2M $1.8M
Expenses increase $10M $7.5M $1.2M $1.3M

Even though revenue doesn’t change, employee bonuses fall by $500K while partners’ returns stay identical.

So the idea that partners are “bearing the risk” of expense increases doesn’t appear to be accurate mathematically. Employees appear to be bearing the brunt of increased expenses with lower bonuses. Unless my math is wrong, which maybe it is, but there have been lots of discussions about decreased bonuses with record profits over the years.

Now About the New Limited Partnership Offer
At first glance, it sounds like a great opportunity.

But here’s what’s changed under the surface:
Before: Limited partnership returns were guaranteed.
Now: There’s no guaranteed return, just “potential for higher earnings.”

That means the company is shifting more financial risk from the partners to employees. If GP payouts are guaranteed first, then the LPs again are taking on the risk of increased spending by the GPs.

What We Should Be Asking
Before signing or investing, ask these questions in writing:

1.  Priority of payments:
        Who gets paid first — partners or limited partners — and in what order?
2.  12% margin protection:
        Are we maintaining 12% margin protection and do GPs still get 72% of that margin? What percent will go to LPS?
3.  Profit calculation transparency:
        How exactly is “profit” defined for distribution purposes? Are partner salaries, perks, or expenses deducted first?
4.  Historical context:
        What would limited partner returns have been under this new structure for the past five years?
5.  Liquidity and exit:
        If an employee leaves or wants to sell their stake, how is the value determined? Is there a buyback obligation, and at what price?
6.  Governance:
        Do limited partners have any say in how profits are allocated or reported?

The offer sounds good but without a guaranteed return, you’re taking on real investment risk. At the same time, if the partner allocation remains fixed, then the risk is being shifted more to LPs.

This doesn’t mean we shouldn’t participate, there are still many unknowns about the new offering. It does mean you should go in with eyes wide open. Transparency and informed consent are what fairness look like. If the company truly wants shared success, the financial model should reflect shared risk not just shared language. I hope I am wrong and this is a good thing because given what we have all been through this year we need a silver lining. The culture has shifted drastically and a lot of trust has been lost. Let’s make sure we are asking the right questions to ensure GPs aren’t raking in cash and spending like drunken sailor, while we get the crumbs.

https://finance.yahoo.com/news/wall-street-pros-to-see-their-biggest-bonus-bump-since-2021--and-just-about-every-banker-will-enjoy-the-spoils-100037321.html

What is the timeline for

1. Manager submit perf rating.
2. Bonus amount confirmed.

I got the enroll in deferred compensation email today .

Will someone please post what the Bonus payout percentage is, if it was emailed yet or when they do send it? As someone that was laid off this summer, we’re eligible for pro-rated payment and I’m curious where it’s sitting at as of Q3. I saw a post about the GTH and usually they release it around the same time but haven’t seen anyone mention it.

Can we just assume we’ll have none of these benefits anymore?

Look at the stock price that all the RTO defenders pointed to. We’re back to the January levels, headed for sub-$20, bet.

Where are these RTO defenders now? Hope all you id--ts sold lmao.

By the way you also won’t be getting a bonus due to the increased operating costs RTO has imposed on the business. RTO is working!!!

They got love seeing the stock price lately. Probably ecstatic as it means millions less in retention bonuses that will need paid out.

If you don’t get one - does that mean your bonus will be sc--wed over?

Any word if we are getting anything?
That’s what usually makes the stress worth it!

So I was hoping to get promoted since last year, my manager is horrible and did not promote last year and gave me hope for this year with extra work. I did everything and beyond this year but my manager still rated me met expectations and said no scope for promotion this year. I dont agree with it and want to go to my Director or MD. What will happen if i donot acknowledge my met expectations review? Will i not get performance bonus also?

What a joke. These EC member elitists are getting millions in stock options and salaries and then are giving us merit increases less than what inflation is. Then they expect us to be happy with an extra 10 percent bonus? The RTO answer was a joke as well. Rick needs to open his eyes if he hasn't seen top talent leave. I can't wait until we get younger leadership and not anyone from McKinsey

So wonder Dan is realizing how useless Most upper and lower management is in wireline & wireless .Maybe he has realized only the people who are in some sort of hands on position are of any value.The whole reason we lose market share in wireless,wireline,buisness is because of bad management decisions on how to get the largest bonus .Maybe spend the least amount of money by shedding all our customers.Its like committing su----e trying to grab the dollar off the track with a train coming!!!!!

Usually there is an email sent out around this time of year for progress on Success Bonus. If green or yellow or whatever. Anyone seen it? Any word from the suits on our bonus?

Long story short, I'm an L4 - Community, Gender-Expansive, Kinship - Analyst. Thankfully, I survived the blood bath and still have my job.

Does anyone know what the implications are for the bonuses? Are we still going to get the full amount or are they cutting that too?

Thanks!

I assume the restricted stock bonus is gonna go away once you’re laid off. Is this true?

The first Monday of November is when layoffs were done the last 2 years. That allows your employment to extend into the following year and you get the annual bonus.