#bonusstructure

In recognition of all your hard work, you have earned a nice big bonus. Unfortunately, it's too big. After talking it over with the share holders, we don't think you'll know what to do with all that money, so I've decided to reduce everyone's bonus by 5% and keep it for myself. Keep up the good work, and with any luck we can do this again next year, but if you do to good, I might have to take even more of your money.

And 1.2-1.4 bonus?

Merger completion is in a few months and traditionally there has been bonuses. Any word on a merger bonus? I know completion is around the same time as regular bonus cycle, so not sure if that will complicate things.

It’s becoming increasingly difficult to understand the direction this company is taking.
Reorgs seem to mean moving employees into roles beneath the roles they were previously promoted in to, while insisting it isn’t a demotion. At the same time, bonus structures have been reduced or made so difficult to achieve that incentives no longer feel particularly motivating or achievable.
Experienced leaders are being let go, outside hires and former colleagues of the new leadership is being brought in, and long-tenured employees with decades of institutional knowledge continue to leave. That kind of talent and experience isn’t easily replaced.
Perhaps most concerning is the shift away from what has historically mattered in this industry: customer relationships. Publishing is relationship-driven. Those relationships take years to build, and constant employee turnover comes at a cost.
Customers are also questioning product and platform decisions that we cannot answer for because it just doesn't make sense.
At some point, you have to ask: if experienced employees are leaving, customers are frustrated, incentives are disappearing and successful people are either being let go or demoted, what are you doing here?
You will find it increasingly difficult to retain good employees if you stop rewarding them for their success, whether that recognition comes through compensation, bonuses, advancement, or simply allowing people to remain in positions they worked hard to earn. You cannot continually remove the incentive to succeed and expect people to stay.
The culture that once earned this company recognition as one of the best places to work is being dismantled by these decisions. That should concern everyone.

Anyone heard anything about the annual review bucketing, potential increases and bonuses? 2025 was already bad. What should we expect? Same, better, worse?

Do we have to stay til march 15th to get our bonus? Or is that just the payout date?

Company 125%
Personal 125%
15% of 240K (just an engineer)
The bonus is ?
240K 1.25 1.25 * 0.15 = 54,000

Alternate way for a loser ex CSCO:
Buy 5400 shares.
Wait CSCO from $113 to $123
Profit = 54,00 * $10 =$54,000
Promise you by NOV, it will be $150.
HA HA HA HA HA HA HA

Can someone explain the new MIP structure?

My friend is a director in compliance and works with facilities CHQ & coming in 2027 hearing we’ll be implementing badge in badge out to ensure people are in the office. Also being said Q4 they’re advised to review reports of people who are not in 4 days a week. They were originally pursuing the idea of tying in office personnel, bonuses to days in office, but couldn’t make it equitable for the work from home employees..

if we are laid off this year, between now and December, does anyone know if we will get our bonus next year?

What’s the chances we actually get a bonus this year? I’m thinking it’s pretty slim, but also hoping for at least the minimum of 25%. Wishful thinking?

Dell adjusted the FY27 company bonus plan to have a lower waiting on a revenue this year.

Dell knew that the revenue would be much higher this year when contracts were booked in fy26, sales were rewarded. Revenue follows cost/shipping (accounting).

Is this true?

Okay… yes all you directors and i10s may have shares LTI. But most of us i6-i8 have squat :(

What is up with this NEW bonus structure. It will be impossible to hit any of the goals. If you do, it's a lousy payout. Head reduction on is way. That was the plan all along.

The Bently Nevada division has already gone through multiple layoffs in 2026. It’s all about making sure the almighty EBITA is good and no longer focusing on making sure the client is being taken care of.

The sales team is shrinking without backfilling roles. When a rep leaves all of their clients and spread out under another sales rep. Increased responsibility with no increase in pay.

Technical Account Managers are being laid off without being replaced. The remaining Technical Account Managers are spread so thin that no one has the bandwidth to fully support the sales reps.

There are also less Sales Directors now. Instead of backfilling the roles reps are just spread out amount the other directors. Each Sales Director has too many reps to be responsible for now.

Quotas have been unrealistically increased and the bonus structure has become even more difficult to reach your 100% pay.

Company is trying to become a software company and has put all of its eggs into the “cordant” basket even though the hardware is the meat and butter of the business.

All of this happening despite the fact that we break record numbers in sales every year. Overall team morale is the lowest I have ever seen and I have been with the company many years now.

When do we get our bonuses this year?

I received a 2.5 performance rating that my manager told me “had to round down to a 2 due to a new policy”. Has anyone else been told about this “round down” policy? And then I was told I will not receive anything for a bonus payout because of my rating. I’ve been here for years and this is my first time ever getting a 2, so want to see if any of this sounds normal or if I should be taking to HR

All of them are 2x income and in better financial condition. Karma got me on this one. My50% bonus no bueno.

For those of us who were recently impacted by the layoffs, does anyone have clarity on whether we should expect to receive our annual bonus next month?

I remember my manager mentioning that bonuses would be paid out sometime in March, but I’m not sure how that applies to employees who were laid off before the payout date.

Steve said that we achieved 100% on the goals for the Annual Incentive Plan and that it would be funded at 100%. and I quote: "it means there's enough money to pay the entire company 100%, but not everybody is going to get 100%. Some people will get less, some people will get more. We've been talking about establishing a high performance culture. I am pushing the management and leadership team to make sure we differentiate. So, if you're a top performer, you should expect more than 100%. That's what our management team has to do. We're not gonna just spread the funds out amongst the whole company. Were going to recognize the top performers."

Can someone clarify the upside potential under the new comp plan? With the shift to quarterly targets, is there a meaningful opportunity to over-attain, or does this structure make that less likely?

Store Manager/RXM bonus this year is 75% based on "company numbers" that this private company controls and self reports.

Only 25% of the bonus is based on your store or pharmacy.

Do you trust Sycamore?

Have they been transparent and trustworthy?

Their #1 goal is IPO and staging the numbers for the underwriters that determine their IPO value.

Low expenses and cutting payroll helps them accomplish their goal.

when will bonus for 2025 being distributed? Will bonus being adjusted (up/down) based on refinery performance? what are the benefits of being rated as extraordinary results/role model?

Bonus and scorecard is a history!
Can anyone share what bonus we are getting and how is it going to be fair to everyone? if my boss decides to give more to his favorite person at the team, that’s possible now.

For those recently laid off that are bonus eligible, did they give you a bonus for all your 2025 work or offset you not getting one somehow?

Do associate levels get bonus? How about senior associate? Finance

What is your interpretation of the statement by CFO at kickoff —

“For every employee the bonus structure will shift to reflect the overall company performance”

How is this different from previous years? Just an excuse to water down already meager bonuses?

Rumors are that the 2026 bonus pool (paid next month) is not fully funded.

Not sure what this means - whole company, specific business units, etc.

How does this compare to previous years?

Any details on bonus?

Bonus for lead and Senior software engineer?

I’m hearing RRP is funded 72%. If someone earns a 3 rating, what percent of the 72% would they get?

I’ve looked at the financial goals for 2025 STIP from the last proxy report and have been tracking them all year. It seems likely that the year should exceed 100% of all 4 financial goals. But of course with the new regime who knows what will happen. Thoughts?

STIP 2025 annual metrics as of 3Q25

Adjusted OIBDA $3.1b now 2.46b
1Q $688m
2Q $824m
3Q $952m

Free cash flow $250m now 255m
1Q $123m
2Q $117m
3Q $15m

DTC OIBDA ($837m) now 388m
1Q ($109m)
2Q $157m
3Q $340m

DTC revenue $7.8b now 7.06b
1Q $2.74b
2Q $2.16b
3Q $2.16b

Right before his retirement this month…. Guess if you drank the kool aid and helped drive the company into the ground further, you get rewarded

10%? 30%

Ford said it will record $19.5 billion in charges, with most of it taken in the fourth quarter. Of that $19.5 billion, about $5.5 billion are cash charges with the majority of that being paid in 2026 and the remainder in 2027.

Thanks, Bill Ford, brown noser Farley and the entire Model e team.

What are the bonuses going to be? A new cr-pper in the bathroom? The Indian employees are awful and Dave nothing….JPM is a disaster

Trying to understand why my bond wasn’t 100%

Based on my experiences in Australia, bonuses are not merit based but essentially based on how well you get along with your boss. They can make all your hard work and outcomes achieved throughout the year meaningless. They dictate your year end review and also what salary increase and bonus to put forward for you.

I think they also play favourites as in a way they have a certain budget to work with for the team. Give more to brown nosers and less to associates they don’t like.

Lesson - at a company like this, it’s not about producing grade A product and being a grade A colleague. It’s about kissing A.

Can someone explain to me how the bonus calendar works?

Anyone know when we got bonus points the last two years? I can’t remember, I just want to get them and get out along with my match if we’re even getting any this year. I pray it’s not more shares. Also people who get actual bonuses up yours. Most respectfully of course because you deserve it, I’m just a little jelly