#compensation

I think the number one thing that bothers me more than their delivery are their low a-s salaries

Many large companies still use some version of forced ranking, stack ranking, or quota-based performance management where a certain percentage of employees end up in the bottom bucket regardless of overall team performance.

Supporters say it drives accountability and prevents complacency.

Critics argue it creates:

• Internal competition instead of collaboration
• Risk aversion and politics
• Managers spending time managing rankings instead of developing people
• Employees focusing on visibility rather than impact
• Anxiety that reduces long-term engagement

If an organization is profitable, meeting business objectives, and retaining strong talent, what would actually convince leadership to eliminate forced ranking and PIPs as a routine management tool?

Would it take:

• Better performance metrics?
• Evidence of lower turnover?
• A major labor shortage?
• Executive leadership that came up through different systems?
• Or is forced ranking simply too useful for managing headcount and compensation budgets?

For those who have worked at companies that abandoned stack ranking, what replaced it and did it work better?

Interested in hearing experiences from both managers and individual contributors.

https://youtube.com/shorts/cYCHjg4a0fk?is=j8j7dqw6oCh6ynQu

What’s a typical monthly salary for GC16?

Is there somewhere I can look it up?

Can someone help me understand, Dan Lyons said the reason why company profit was lower in Q1 was driven by executives compensation due to 50,% run up in company stock price. Is this real?

Profits took a hit partly because of a dramatic runup in the company’s stock price, a rally that continued with the war in Iran. Part of the company’s compensation package for executives is linked to its share price — when the price goes up, so does the value of compensation.

The company’s stock rose by close to 50 per cent during the first few months of the year, resulting in “higher incentive compensation charges,” which weighed on profits, said Daniel Lyons, senior vice-president of finance and administration.

The charges amounted to $143 million after tax, Lyons said.

So are all executives having a party??

https://ca.finance.yahoo.com/news/imperial-oil-cuts-130-jobs-121636913.html

It is funny after being laid off since last may ,I got a recruiter call for a RF/SP position with Vz on W2 salary of 38/hr non negotiable (no benefit) lol.. I am so saddened.

And they asking for all scripting experience on top of all RF/SP experience . its brutal everyone. stick to your Vz job like your life depends on it.

I mention something, and I get the cold shoulder immediately. I just want to see if I'm being underpaid.

Anyone know?

Kyndryl is dishing out shares worth hundreds of thousands of dollars to execs in the middle of a redundancy program

CEO Schroeter's latest stock award takes his total tally to 2.449 million shares. Likewise, Keinan now owns 1.603 million and Chugh 184,455.

The average wage paid to a Kyndryl employee in 2025 was $39,464 versus $15.8 million awarded to Schroeter

https://www.theregister.com/on-prem/2026/06/09/kyndryl-showers-execs-with-shares-while-staff-ponder-redundancy-packages/5252181

Was just recently alerted to a former coworker who posted to LinkedIn about being let go.
This wasn't the normal LinkedIn post just letting people know about the employment change.

This coworker was fired for asking an "Unprofessional" question about why "employee comp hasn't been keeping up with inflation while our CEO's comp has increased 300% during the same time"

I missed this but give this guy props. I've wanted to do the same on so many calls over the years.

Can't even ask comp unless it's private now. Nothing can be talked about in the open with coworkers.

Crazy to know that leadership doesn't include themselves when tightening CDW's belt to weather the storm....they'd rather just throw people beneath them off the ship to stay afloat.

This coworker sounds like they got walked off the plank for mutiny.

on the CGL town hall Adam was very excited to tell everyone that executive pay increases were approved by the board so we can retain top talent like him. i think he forgot the rest of us did not get anything.

Despite enacting 1000s of layoffs as the company claimed it needed to reduce costs. We also expatted an American female to SJS in a GL role, paying for 5 kids to go to private school all expenses paid.

Why don’t we just replace the worthless SLT with AI? The direction will be way more focused and with clear strategy. We will save tens of millions if not hundreds of millions when counting stock comp and bonuses.

Tower contractor’s perspective:

https://wirelessestimator.com/articles/2026/contractor-evidence-and-verizon-internal-communications-make-the-case-that-the-fcc-can-no-longer-ignore/

I received two separate payments today. One appears to be my regular paycheck, and the other shows a gross amount of $500 with a net payment of $150.

Has anyone experienced something similar? Could this be a payroll error, a bonus, or some type of adjustment? I’m planning to contact payroll, but I was curious if anyone has seen this before.

What has been the recent severance packages for those getting laid off? I’m curious about the severance base pay (for below job grade 12’s) and additional pay from number of service years.

Has anyone received money yet? This was announced early April.

https://dxc.com/about-us/legal-compliance/dxc-australia-pay-remediation-program

The hours keep getting worse and the work keeps getting harder. The pay, though, pretty much stays the same. Who in their right mind wouldn't be tired of this cr-p?

The Truist Championship did one thing for sure; it took money from raises, bonuses, and promotions. That is it. The rest is speculative and ignores the terrible work the executive leadership has done since the merger that undermines all of the claims.

Has anyone else’s 2026 RSU grant been awarded yet? My compensation statement said it would be on May 29th. I’ve not received any emails regarding accepting the grant.

Does it take a few days? Maybe I’m not recalling the timeline correctly.

Can anyone explain to me the actual process and math used for benchmarking of compensation for employees and executives?

Did your compensation range go up or down? Which skillpool family and JG are you in?

Wells skillpool went up however salary stays the same. Did they realize we were underpaid and only moved the ranges as an optic? If we were truly not competitive previously than your PIR should be kept same within new CR to account for it. Thoughts?

Anyone else notice the new pay bands are lower than the old target ranges? Wild that this got sold as “better for employees.” Everyone getting promoted (lol) is starting lower than the old structure would have put them, and new folks won’t know the difference.

It is becoming more and more of a joke.

1. Housing allowances that are insufficient to pay for housing and are even less that what our EPC contractors pay their employees
2. Premiums in war zones that are less than half of what the premiums were only a few short years ago.

The latest circling HQ is anyone with a “manager” title without direct reports is going to be demoted to specialist / coordinator / analysts whatever the respective position would be. Hearing minor impacts to base pay but would impact bonus % and stocks.

Stop crying about being laid off. You have spent 20, 30, 25 years and feel betrayed. Enjoy the millions in the 401K and move on. Pathetic.

I spent 15 years at Oracle and was laid off a few years ago. I worked with many of the people who were recently let go. You are talented, highly intelligent, and among the company's top performers.

The reality is that tech companies eventually reach a point where they can no longer justify paying top dollar, top bonuses, and large RSU packages to the same employees year after year, regardless of performance. Many of you have earned substantial compensation and built successful careers.

Being laid off is never easy, but at some point it's important to move forward rather than seek sympathy. Take pride in what you've accomplished, leverage your experience, and focus on the next opportunities.

Noticed my LinkedIn page has been getting views from cognizant recruiters starting last week, so I’m guessing my time has come. Has anyone heard news on what’s coming first week of June?
Also, how does the transition to cognizant work, does our compensation change? Does your job grade have anything to do with the separation process?

With the upcoming expected layoffs, can folks who have recently been laid off in the US share what their severance was? Please include C-level and location.

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 :(

Years of hard-earned shares, gone in a jiffy. People poured everything into their roles, and just because the company decides that a role no longer exists, with zero explanation, zero rationalization, employees are left holding the loss.

And the timing? May 31st. Current quarter incomplete. Not only do you lose the shares you earned over years, vesting over the next 3 years, you lose out on the current quarter too.

How is any of this fair?

The shares should be paid in full as those were allocated on the basis of the hard work done so far. This was definitely not expected from Fidelity.

Executives feel expats are making too much compared to those who “stay in Houston like them and do the heavy lifting and strategy work” so rather than raising Houston compensation they plan to continue lowering expat compensation. Plan accordingly.

Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.

Ron needs to increase his total compensation for 2026. He's like the Freddy Krueger. Once you think you're safe and put your head down, he comes after your job. Do not sleep!

Did I miss something about our deposits being different? None of my insurance was taken out, and my gross pay is less.

RIF employee here and my separation agreement contradicts what SNPS had Etrade do with all non-vested RSUs.

All of my 2023 and 2024 RSUs that were awarded during that period should have been fully vested right away. The 2025 RSUs should be fully vested all the ones that would have vested in the next 12 months from the terminate date.

They canceled all of them.

Calling SNPS stock services right now so everyone affected by the RIF should check their etrade account.

Who is eligible for a yearly bonus. Doesn’t seem very clear. I am getting the the feeling it’s only for upper management employees.

Print Baby Print: Xerox Shareholders Approve 15 Million More XRX Shares for Executive Compensation. (google this tittle)