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So i got offered another gig, how prudent would it be to give 2 weeks notice before the bonus gets paid out? So for example the new firm wants me to start asap but open to me starting in january or early feb.
Just worries these ppl wont pay me and make me quit same day i put in 2 weeks
Companies that have punitively restructured their comp plan, rarely walk it back.
A return to a fair comp plan only happens when one of three breaking points hits:
Regrettable Attrition Hits Top Performers: Right now, Dell is fine with underperforming and mid-tier reps quitting. They want forced attrition. However, when more of the top 10%–15% of enterprise account executives defect to HPE, Lenovo, Cisco, or Super Micro (taking billion-dollar accounts with them), Dell will care.
Legacy Business Collapses Faster Than Expected: While AI servers get the headlines, Dell still relies on high-margin storage, servers, and commercial PCs to fund its bottom line. If gutted sales territories and demoralized reps cause traditional enterprise renewals to plummet, finance will be forced to re-incentivize the sales floor.
Competitors Steal Market Share on Customer Relationships: When buyers get frustrated by constant rep turnover and chaotic internal processes, they eventually move their budgets to vendors with stable account teams.
These things ARE happening. But I don’t think Dell executives recognize the path they’re on. In 2-3 years, they will learn the error of their ways and attempt to reclaim market share, and customer and employee confidence.
I’ve been here five years, pre-dating the Pagero acquisition. It used to be a decent place to work.
Today, it’s a masterclass in corporate self-sabotage.
Leadership is gutless and incompetent.
The European leadership, from the MD down to every single manager under her, is the most thoroughly useless group of people I’ve ever worked for.
The executive level is no better. The new president hasn't got a clue what is going on, and the previous one was just a tyrant. Management positions are simply handed out as participation trophies to people who have hung around long enough, regardless of whether they have ever actually done the job.
They have zero industry experience, zero strategy, and zero spine. At month-end, they’ll breathe down your neck to pull in deals just to pad their fragile forecasts. But the second a customer escalates an issue? Absolute ghost town.
They're glorified spreadsheet jockeys who would rather hide behind a monitor than pick up a phone and face an angry client.
The legal division is bleeding out.
Don't even get me started on the legal side, which is where I am based. Agile competitors like Legora and Harvey are absolutely destroying us.
Our grand answer was Coco, which is a masterclass in delivering nothing. It is barely an upgrade and it arrived far too late to make a difference.
To add insult to injury, the year-on-year price increases are an absolute joke. Reps are haemorrhaging renewals on an hourly basis because we are charging a premium for a second-rate platform.
Operations are a daily car crash.
The bare basics do not function. Internal sales systems don't talk to each other, billing is a daily disaster, and delivery manages to botch almost every single deal we close. I don't sell anymore; I’m just a full-time professional apologiser.
Pay is outright theft.
Management actively robs reps by stripping deals away from them so they don’t get paid. My target has skyrocketed by 70% over the last three years, while my OTE hasn't moved a single penny. That is a massive, insulting pay cut, yet they demand you bleed for this place while giving you zero support.
Product teams live in a fantasy world.
They are completely detached from the reality our customers face. They’re more obsessed with padding their egos on conference stages and webinars than ensuring the tech actually functions. And just like leadership, when the product inevitably breaks, they immediately go into hiding.
The $800m Pagero sla-ghter.
TR blew $800m on Pagero, a genuinely fantastic product with a stellar reputation. Their genius strategy? Erase the brand, bleed out the top-tier talent who actually built it, and drive it straight into a brick wall.
They buy things they don’t understand and systematically destroy them.
The bottom line:
Competitors are all over us, customers are absolutely fed up, and senior leadership refuses to take a shred of accountability for the mess they've created.
Would I recommend working here?
Not a chance in he-l. If you get an offer, run.
If you’re already inside, update your CV yesterday.
This is a hopelessly broken, completely fu---d up company run by cowards who haven't got a clue.
Let's be honest here, we all know what the layoffs are going to be all about: getting rid of the older folks who are the highest earners. I know they'll mask it by also getting rid of some younger folks, but that won't remove the intent. My question is, is there anything that can be done about this, legally?
For the longest time, salaries capped out at grade 15. Now there's grade 16 with a max comp of $450,500.
Makes me wonder... is this a move to accommodate the new "managing director" role, or a means to bump up GP W-2 comp while reducing the GP partnership payout. The old, "GP returns will be lower to be allocated to LP/SLPs, but we will increase their salary to make up the difference".
This place disgusts me
Laid eyes on the merit increase matrix for 2027, and it's as pathetic as the firm's leadership. Since we're all now meeting expectations because it's impossible to exceed (guess they're saving those ratings for EJ India), increases for meets will range from 0.9% (over 110% of midpoint) to 4% (under 90% of midpoint).
So yay... I'm just barely over midpoint (by $567), so I will get an amazing 2.1% raise for 2027.
But ELT will continue taking home their 8-figure payouts and not caring in the least about the people actually doing the work. I've said for a while now that my loyalty to EDJ is gone but that I wasn't actively looking to move. And stupid me decided to go ahead and buy in to the LP offering.
So either I'm stuck until the LP loan is paid off (18months +/-) or I have to find a way to pay that off so they can liquidate my LP and go to a competitor since it seems every other firm's pay & benefits are better than this dumpster fire.
So let’s review recent rifs in our area:
People who were rating 1 or 2 were impacted.
AND
People who were highest earners got impacted
So this tells me you don’t want to be asking for more and more $ (and shooting for 4 and 5 ratings) because that will put you on top of the cut list for being too expensive. And then you don’t want a 1 or 2 rating because that is easy low hanging fruit for them to cut you.
The sweet spot is to be a rating 3, keep your head down, and just do your bare minimum work until the job market improves.
Just my 2 cents
This company is as corrupt as ever and they are absolutely gutting risk&compliance while bringing back the compensation plans
For those being here for many years, was there a cap on severance (#weeks paid per yr)?
We don’t have a business set up properly to accommodate this model. I don’t understand the benefits to the CE. They can talk all they want about how the customers like it but let’s talk about how the CE’s feel. I quoted one up by 2X but no change to my comp plan, I now oversee five people under my number who are struggling all the same I am. The effective result is lower attainment and lower pay. Just shifting the selling motion doesn’t change the backend problems of pricing, licensing negotiation, and never-ending back-and-forth.
No one cares about your stupid stories. We are not your children.
None of this will help the company
and you are certainly not fostering any goodwill when you deny your employees increases they earned.
I am new to the company so I was curious if the VoiceEX survey really means anything
I see they posted the results on SharePoint where it’s pretty vague but mentions compensation, RTO
Thanks for any insight
The Communication Workers Union (CWU), through its United Tech and Allied Workers (UTAW) section, has now commenced the formal statutory process under UK employment law to secure workplace access at Dell UK, following its earlier voluntary request.
The process will now follow the relevant legal procedures, including involvement from the Central Arbitration Committee (CAC) where required.
Stage Deadline
CWU statutory request received 30 October 2026
Dell must formally respond 20 November 2026
If Dell rejects or partially accepts Further 25 working days to negotiate, starting from its response
If no agreement is reached CWU can apply to the Central Arbitration Committee (CAC).
Secure CWU/UTAW Members’ Channel
The CWU’s UTAW section has established a secure, private communication channel to help members communicate, share information and organise collectively.
An email containing the invitation link has been sent to CWU/UTAW members. We recommend joining the channel using a pseudonym and avoiding personally identifiable information.
Security measures are in place to restrict unauthorised access, including attempts by Dell leadership, HR representatives or individuals seeking to disrupt or undermine legitimate trade union organising. These safeguards are intended to protect members’ privacy and provide a confidential environment for open discussion. As with any online platform, absolute confidentiality cannot be guaranteed.
Please use personal devices and accounts, rather than Dell equipment, for union-related communications, and conduct organising activities outside working hours.
Anyone wishing to become involved is encouraged to join the CWU through its UTAW section and participate in the channel.
Why Join the CWU/UTAW?
Importantly, the CWU has already secured positive outcomes for individual members at Dell.
It is worth emphasising that Dell does not need to recognise a trade union for collective bargaining for employees to benefit from union membership.
Under UK law, employees have the right to join a trade union and are protected against unlawful treatment because of their membership or protected union activities. Employees also have statutory rights to be accompanied by an eligible trade union representative at certain formal disciplinary and grievance hearings.
CWU/UTAW membership can provide advice, support and representation on matters including:
Union Recognition Is Not the Only Objective
Dell UK now has unionised employees, regardless of whether Dell formally recognises the CWU for collective bargaining.
This is an important distinction. Union membership and statutory union recognition are two separate matters. Dell employees who have joined the CWU are already union members, with the associated legal protections and access to union support.
While formal recognition remains an important longer-term goal, it is not a prerequisite for employees to benefit from union membership today.
Individual representation, access to employment advice and the ability to challenge decisions through established procedures can already make a meaningful difference.
We encourage Dell UK employees who have concerns about their employment conditions, compensation or career progression to consider joining the CWU/UTAW.
Moving Communications to the Private CWU/UTAW Channel
As the statutory process progresses, we will gradually move away from posting updates on this public forum.
Unfortunately, discussions here frequently become dominated by unconstructive comments and repeated speculation that Dell will simply offshore UK jobs in response to union activity.
People are entitled to their opinions, but we are not seeking a wider debate about the merits of trade unions, nor are we particularly interested in engaging with speculative commentary about moving jobs overseas.
Our purpose in posting here has always been straightforward: to communicate factual information directly to Dell UK employees about their legal rights, union membership and the ongoing statutory process.
The private CWU/UTAW channel provides a more appropriate environment for those who genuinely wish to stay informed, ask questions and become involved.
Dell UK employees are already exercising their legal right to union membership and representation. Formal recognition would be a further step, not the beginning of unionisation.
The statutory access process is now underway. Employees do not need to wait for formal recognition to exercise their existing rights or seek support from the CWU/UTAW.
Dell UK workers are now unionised.
The amount of negative changes in the past several years has brought down morale and is impacting my mental health. The department I’m in has changed PTO bidding, supervisors/managers are constantly changing and have no idea what lengths we go through daily to meet our metrics while getting little to no support in trying to grow your career, and no acknowledgment or thanks for taking on stretch assignments. What is the point of trying? I’m constantly ignored while making suggestions on improvements. It feels as though they are making all these changes (worsening of our health insurance plans, taking certain benefit coverages away, changing department PTO processes, little to no pay increase, minimal bonus) to edge employees closer to resigning so they don’t have to provide us severance or unemployment. Defeating to say the least.
All 12 months IMO share buyback quota used up in just 6 months and the company is still left with almost 3 billions cash sitting in the company account. And yet we treat our employees like we were Greece under austerity measure. I can't wait my last day and run with my severance.
I have heard if you get laid off after the new year and before the stip is normally paid out (feb-march), you'll still get your STIP.
But what if you resign?
Just go ahead and leave, the pension is a fever dream that only the old folks will benefit from.
I left and got a 30% raise and made back all the lost opportunity within the year. Not to mention I can actually talk to the people at work without the awkwardness because we both know that we need each other to fail to get that VG 4% raise.
Unlike most people here, none of us from my small and rather insular team want to leave Optum. We work normal hours, are compensated well for it, and our boss keeps telling us we're safe. He has no reason to be lying, at least none that I know. I can't lie and say I'm never worried, though, hence me being here in the first place.
Everyone needs to ban together and do this. Ethics, your states eeoc, state senators, news media, ethics etc.. Anywhere you can to expose what they are doing. Lets see the foreigner talk his way out of having to explain why hes taking jobs from americans, whys he’s falsifying your performance, taking your merit, taking a % of your bonus and investing it into bny stock that you dont want so he can make it appear like bny is doing great. You get sc--wed and he makes out. Look up his pay details because its vile. We have to expose this dou--e bag in high numbers. Hes sc--wing us over and so are his minions so lets take them down together.
Looks like average 6%
No, people are not finding better jobs with better pay and leaving in droves. A few maybe got lucky, but that's it. The job market is horrific right now. It's one of the most hostile job markets to employees ever. Thinking that you'll get a better job with better pay is naive at best, and stupid at worst.
Hi folks.
I've always heard (but never seen proof with actual numbers) that it's absolutely possible, and actually quite common, that higher grade AEs have a higher total compensation than their own managers (usually Senior Manager levels).
I was wondering if such a dynamic can happen also within Inside sales, with more senior ISRs/ISAEs having a higher TC than their Inside Sales Managers (who are on "manager" grade, not "senior manager").
Some said it's possible, but from what I know Inside Sales have a pretty rigid compensation plan, with almost no margin to negotiate, so it sounds very unlikely to me.
If someone has figures (also in %) comparing ISM/ISR compensation ranges it would be very interesting, since I've always been curious to understand what the delta is between an IC and manager position within the same org and level.
For those who started as 3Mers (corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??
For those who started as 3Mers (in corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??
Why is it that McDonald’s is the arch nemesis of railroad employees? Everyone that works at the railroad is so afraid they’re gonna be at McDonald’s flipping burgers. Is that because they are not capable of anything else? Also McDonald’s managers make on average $27,000 in annual bonuses . Train masters don’t make that.
Over the last couple years I found that mgmt here has decided they would rather use human capital or other headhunters to place sub-par people into upper mgmt roles than to take employee suggestions on who might be a good hire.
We have gone external for a lot of role - and not a single external hire has been impressive but they all get paid more than internals.
Like of course a head hunters firm that gets paid on placing candidates in your shop will tell you everyone walks on water other than your own employees….
EM is my first job out of school. I thought it’s a place where I can retire, until I discovered this site. I never stopped learning new skills and looking outside. I will leave soon a much better pay job. Thank you all for sharing the bad stories and saved my career!
total monthly cash package of SAR 45k (including housing and expat uplift), is this a gc14 offer?
seems abit low, and not even matching payslips.
Let’s check in with our good old pal Gemini to see what he has to say on this topic.
The top 10 reasons employees cite for Canon USA being a difficult or "bad" place to work include:
A recurring complaint involves a deep cultural disconnect and "us vs. them" tension between American managers and their Japanese overseers. Workers report that Japanese leadership holds ultimate decision-making power, frequently disregarding open suggestions or context provided by regional staff.
Many current and former employees feel that career growth at the company is stagnant. Employees frequently complain that promotions take an exceptionally long time to earn, and internal mobility is limited.
Salary dissatisfaction is a major driver of negative reviews. Employees often report low starting pay for many roles and annual merit increases that fail to keep pace with inflation or market rates at competing tech and imaging firms.
Many reviewers express frustration with highly disorganized internal communication and a lack of transparency from upper management. Teams often feel siloed, leading to a chaotic or confusing atmosphere when new corporate strategies are rolled out.
A significant portion of negative reviews highlight a highly political, cliquey corporate environment. Employees state that management positions and opportunities are frequently given to favored individuals rather than based strictly on merit, work ethic, or tenure.
Discussions on platforms like The Layoff highlight persistent fear regarding structural reorganizations, corporate mergers, and staffing reductions. Workers note that ongoing cost-cutting measures have severely damaged company morale.
Following waves of structural downsizing and budget restrictions, remaining individual contributors frequently report severe work overload. Reviewers state they are expected to take on the responsibilities of eliminated roles without receiving additional compensation.
Despite being a prominent technology and imaging manufacturer, employees complain that Canon USA's internal infrastructure is remarkably slow to adapt to modern systems. Implementing new internal tools, software upgrades, or process changes can reportedly take years.
While the company's entry-level staff is broad and varied, multiple reviews note a distinct lack of diversity within middle and upper management. This creates an environment that some employees describe as "segregated" or exclusionary for diverse talent aiming for leadership roles.
Recent employee reports point to a corporate shift toward sending backend support jobs overseas, outsourcing tasks, and aggressively pushing AI tools. Employees feel this transition compromises support for both internal personnel and external customers.
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.
“We can’t afford raises this year, but here’s an email announcing our record-breaking profits.”
Reading these posts is sobering and the amount of discontent listed here should make any exec concerned about the future of the company.
Anyhow, I am in Dallas and without work for 7 months now, I am an IC specializing in Infrastructure/Networking.
I wanted to see if someone would be able to explain how roles and levels work at Dell. A recruiter I am working with would like to set me up with a role she has but it's hard to figure out where in the hierarchy this falls (and if comp is proper). Thank you.
Oracle is going in Downward spiral. It has to break before rebuilding itself in certain areas. Some of the top management is ruthless as they are packed with their targets to meet.
But as a leader how much you tried to save your team ? or just accept the numbers proposed by your manager ? You guys know Oracle pays very less to team and you are not affecting one single person but a family.
I know there are lots of politics inside Oracle but tell from your heart how many individual's life you sc--wed up for your own ego and benefits and then felt for your mistakes ?
Karma will back-fire
But ceo salary and bonus increase. Seem fair? Nope. He’s a sc-mbag. Whoever supports these a-holes you need to look in the mirror.
Just got displaced after 14 years. Will I get my bonus in February? My last official day is December 26th, 2026
https://www.instagram.com/reel/DfXi-y9RPGP/?cplk=MWRiNTF3ZnhpY2xyYQ==
Expect the economy to stall out. This will give power to employers and suddenly benchmarking will say you are Overpaid so no raise for you!
GC 13 offer only 9.2k usd per mth now (base+expat uplift)...kinda sad for a specialist role
Pretty safe assumption I think that bonuses will be down 20%+ on average? Mine has been down annually the last few years anyway rates exceeds/exceeds…now they actually have a legitimate excuse with the fine and stock price imploding again
We all made Medtronic the MedTech juggernaut it is today and it’s our time for reparations.