#compensation

A senior well respected technical engineer who I look up to recently told me he hasn’t had a meaningful raise in more than 10 years. He is late career but not beyond normal retirement age. Is this normal!

In a recent forum an executive enthusiastically talked about quadrupling the share price and getting investors to value our company differently. I am sure he is excited sitting in his pile of RSUs. But he forgets that for average joe employees we get nothing when the stock price goes up. Heck they cut our 401k match rather than reduce their own dividend checks. Employees get zero benefit from the stock price changing.

Yes, you heard it right. Your compensation and maybe even job will depend on how much of this garbage you repeat.
Yes, they are the worst batch of leaders NM has ever seen.
Yes, they spent millions of dollars and over a year to dream up what you just saw.
Yes, it was absolutely underwhelming.
Yes, they gave you absolutely nothing new.
Yes, there is no way this will work.
Yes, NM is in huge trouble.

I got hired and been rockstar for the last 3 weeks. I’m getting great feedback from the cross functions teams and manager. I don’t get why the promotion hasn’t hit yet. I brought this up to my manager and he keeps saying it’s too soon.

That’s ridiculous. If they want me to work a 3 person job then they need to compensate me for it!

This company is filled with lies. They said I’ll have a great career here at my interview. It’s more like a dead end job.

G10, 120% IPF, no merit, no RSU this year

Last year, 122% IPF, no merit, but at least gave $20 RSU

i was just told this morning that we're on ANOTHER DRAW for Q2.
so no settle check.
when am i going to get paid correct? i hit 103% in Q2

Are laid-off employees getting severance? How much, based on your tenure?

Enjoy your 1% raise that Amazon so graciously gave us peasants
Find it under workday compensation changes if you want to look at it

I see many b5s having the same exact responsibilities as b4s. I’ve heard you don’t even get that big of a salary bump moving up to b4, if any. This is unlike any company I’ve ever heard of. It seems it’s either you’re a band 3 or a peasant. What is going on?

I've been with the bank for 28 years and this is the first time I am actually ashamed to work for US Bank. They treat their employees like dog s***. The raises and bonuses don't amount to anything anymore. They're making it impossible to meet goals so they don't have to give us raises and bonuses. If US Bank doesn't care about their employees why should their employees Care about US Bank.

If they want to fire me because I cannot make it in for some uncontrollable reason go ahead.
The roads and mbta are horrendous each alternating a nightmare scenario.
They’ll need to give HUGE raises and comp more because people are spending a fortune now and it’s just begun!
Is anyone hearing anyone still complaining or is everyone just grumbling to themselves?
No recent survey since earlier on it either.
You think they’re mulling it over still or staying hardline? I hope they’re going to loosen this and allow even one day a week wfh but I’m afraid I’m still wasting sugar coated glasses.

Just got that my IPF is 132, but no promo. 2 prior years it was 125. Are we really that tight on budget?

Wondering if I ask for a raise what is the likelihood of it getting approved and what factors typically get considered in the process? (Cost of living, performance review, performance in general, work load, team size etc). Wondering if it is even worth asking

If Fidelity can’t afford raises for “associates” (only a dum--ss would think that’s a good name for employees), than they shouldn’t be able to increase the profit they make from us. No raises based on inflation, but we also can’t keep the lights on if we don’t charge you more.

Heard 120% bonus and promotions from senior to staff, 10% increments.

Does anyone have insight into how compensation is handled during the Trader Development Program (TDP), and what typical compensation looks like for traders after completing the program?

I did not write the questions, I just passed it through a LLM to categorize - the original posts are here @OP+1m2fy22jr

Performance Ranking |---

• Why were protections against dramatic ranking changes removed?
• Why were NRE protections removed?
• Can employees now move from the top quintile to the bottom in one year?
• Is relative ranking being used to reduce headcount?
• How can employees challenge a ranking they believe is unfair?

Employee Surveys

• If surveys are anonymous and voluntary, why can managers identify who has not completed them?
• What survey participation data can managers, HR, or EMIT see?
• How does leadership validate claims that engagement is improving?
• Why was the 2026 survey skipped?
• Will leadership publish more detailed survey results?

Morale and Retention

• Why are so many employees leaving?
• What is the current voluntary attrition rate?
• Which groups are seeing the most attrition?
• What is leadership doing to retain experienced employees?
• What are the biggest employee concerns leadership is hearing?

Workload and Efficiency

• How much more work are remaining employees doing after headcount reductions?
• When does "doing more with less" become unsustainable?
• What work will AI and automation actually eliminate?
• Will AI productivity gains reduce employee workload?
• How does leadership measure burnout?

Management and Overhead

• Does the company have too many managers, advisors, and chiefs?
• What is the manager-to-employee ratio today versus five years ago?
• Has management headcount fallen as much as individual-contributor headcount?
• Is the company planning to reduce management layers?

Offshoring

• What determines which jobs are moved to lower-cost countries?
• How much more work is expected to move offshore?
• Which functions are most likely to be affected?
• How is leadership measuring the impact on quality, morale, and institutional knowledge?

Layoffs and Headcount

• Should employees expect more workforce reductions in 2026 or 2027?
• Does the company have specific headcount reduction targets?
• How much of the reduction is layoffs versus attrition, retirements, and performance exits?

Compensation

• With strong oil prices and profitability, should employees expect higher compensation?
• Will there be a cost-of-living adjustment?
• Has employee compensation kept pace with inflation?
• If productivity per employee is increasing, how are employees benefiting?

Pension and Benefits

• Is the company considering changes to the pension?
• When would employees be notified of pension changes?
• What is the long-term plan for the pension?
• Will current employees keep their existing pension benefits?

Leadership

• Why did Kathy Mikells resign as CFO?
• Does the CFO transition change the company's cost or restructuring strategy?

axed back in May (OCI). I am still struggling finding a job. Landed two interviews but it did not pan out. Still have hope. Have a Q for folks that were let go - when were you laid off how long did the search take, and was your new compensation lower, similar, or higher?

If they don’t grant me the same quantity of RSU in October that just vested for me, I’ll get a pay cut. I’m inclined to mention this to my manager if this is the case. Anyone else facing a similar situation?

I knew taxes would be taken out of my severance, but I wasn't prepared for the amount. Over ten thousand dollars disappeared before the payment even reached me. Does anyone know whether some of that can be recovered through a tax refund? I'm trying to figure out how much of the payment I can actually count on.

Likely a pointless long-shot here, but it has to be said. It’s time for the senior leadership in this company to allow those who can to return to fully remote work. Between the enormous increase in health insurance premiums this year, a reemerging inflation crisis, skyrocketing transportation costs, etc.; the overwhelming majority of employees are unable to carry this financial burden. Compensation at this company simply isn’t high enough outside of the executive class to cover the cost of living explosion on 2026.

Allowing sales, admin, billing, contract, etc. staff (most of whom are still sub-6-figure incomes) to work fully remote removes some of the financial burden we’re all facing with $5-ish a gallon gas and all the inflationary side effects with $7-ish+ per gallon diesel (even worse on the west coast).

In addition, Canon is surely facing logistics increases as the diesel prices have skyrocketed and will continue to increase. Imagine saving money on utilities for office buildings for a while until the ongoing global conflicts find some kind of resolution.

Collaboration isn’t limited to face-to-face contact, and most of us still attend meetings via Chat even when we’re in the office. Something has got to give, here. People need a break. I just filled the gas tank on my aging SUV to prepare for the week before football today and it cost $100 (I guess I should have filled up on Wednesday and saved $0.40 a gallon…).

Do SOMETHING to help the people who actually do the work and make the company money. It’s costs the company nothing in the end, but can help improve morale and the financial health of the workforce in a historic time of financial stress outside of any of our control.

So I found out from a peer that H1B employees get automatic raises because they have to be at a certain salary. No one needs to ask or approve, they just get it whereas we wait and wait forever to get any raise. How is this fair?

How does everyone plan to spend that extra cash.

Anyone inside corporate willing to share details or compensation differences between the 3 new agency models coming in 2028?

Message from management is that we give RSUs to keep high performers and close to Zero base pay increments. During layoffs we they let go of certain people because they had a large RSUs due. So the logic appears to be make people slave with the promise of a reward and then cut them close to it. Oracle will sc--w you given a chance, make sure you view and treat them with the same manner. Worst severance in the industry - so always remember this and don't work too hard for Oracle, prioritize your interest first just like Oracle does. Seen multiple of my colleagues work crazy hours and then get like this. Out manager could not save them. Now it's 60 days for some of them to find a job or get out of the country. Others are burnt out and I don't think they are in a good space to do interviews. What does the 28 million dollar devils spawn tell us in the all hands - it is a good time to be at Oracle.

At what point does an employee reasonably say, “I have accepted increased workload and expectations for three consecutive years without a meaningful merit increase or bonus, while the company’s financial and stock performance have deteriorated, so the economic relationship between my contribution and my compensation no longer makes sense”?

If PepsiCo again provides neither merit increases nor bonuses for a third consecutive year, would resigning immediately be an irrational reaction, or could it reasonably be viewed as the culmination of a three-year pattern rather than a reaction to a single disappointing compensation cycle?

What's the biggest percentage increase you've gotten at EJ? Mine was 6 percent, and that was the high point.

I had an eccentric manager who was brutally honest and upfront in individual syncs. Manager was impacted yesterday. I see the focal posts, dropping what was told to me by my manager - I will fight to get you focal + RSU if you perform, but, understand Oracle is using the bad job market and AI hype to take advantage (no raises to base pay) and they use the RSU as a carrot to make you work but you might not be employed to get it - so don't work extra, do the best in your normal hours. Remote employees on our team got 3 days notice and lost RSUs. So don't work to hard, work smart and look to exit this company. USA where employees don't have good protection like our European and Asian colleagues.

Question for remote employees. If we were all changed to the same Geo location c, why they hiring homebase users at higher pay grades in the career hub? There are multiple states listed in the state drop-down selection that have higher than C pay grades what gives?

Can someone explain to me why unvested RSU needs to be forfeited when you leave the company.

RSUs are given as part of compensation for the work performed for the company. How can the company take away the compensation when you leave ? Isn’t this wage theft?

Although many layoffs occurred, there are still a lot of b-ms around. 1. The guy walking in circles and around the office all day (VP) making over 200k probably close to 300k along with the rest of his crisis management people. What do they do? I think we need to also look into lower salary people that don’t do anything as well. Or if we aren’t going to get rid of the non- workers, atleast increase compensation for those that are completely swamped with work.. important valuable work.

I did not really understand why they were making this move with store managers pay going from once a month to bi-weekly. Now I understand it they just figured out a way to sc--w your pay to their benefit.

I've been talking to some of the newer hires, and frankly, it's almost disgraceful what they're being paid. My pay is the one thing I have always been satisfied with here, so I feel so bad for them.

As an additional note, talk about pay with your coworkers. Legally they can't stop you, and it can be very eye opening.

Curious XOM salary vs others. A key Houston peers salary is posted below from 2020 (adjust for inflation).

17 = $71,700, 8% CIP
18 = $82,000, 9% CIP
19 = $93,800, 10% CIP
20 = $106,500, 11% CIP
21 = $122,900, 12% CIP
22 = $141,400, 14% CIP
23 = $163,000, 16% CIP
24 = $187,900, 20% CIP
25 = $216,700, 25% CIP
26 = $246,500, 30% CIP, & stock options
27 = $283,600, 35% CIP, & stock
28 = $326,900, 40% CIP, & stock
29 = $377,700, 50% CIP, & stock
30 = $439,000, 60% CIP, & stock

A 30 year old D&C engineer ~ 22-23. 45 year D&C engineer ~ 25-26. D&C engineering manager ~ 27-29.

I always thought XOM paid more but I’m finding out that might not be the case. We are continually laying off, moving to low cost countries and pushing more and more change. Culture is still ok, even though everyone complains.

Curious, how’s your pay compared to the above (x1.25)?

I've been looking around, and I realized should be paid more for the work I'm doing with my experience. I thought this place was one of the better payers. Was I wrong?

The drastic cuts
Restructured comp plans
Hold-out on commission payouts.
Gunning for EPS and headlines.

NVIDIA would never move to reduce its revenue-per-head (RPH). Our executives should not be offended. It’s not practical to compare Dell RPH to NVIDIA. Server production (and rest of Dell portfolio) in a predominantly direct-sales model will always yield higher operational cost than chip manufacturing in an alliance/OEM model.

MD should be proud of the massive company and portfolio of products he built. Dell ranks only slightly below median RPH compared to similar businesses.

The long-term strategy (and legacy) would be to treat employees well. Don’t go down like this MD.