#compensation

It’s difficult to see employees lose their jobs while executive compensation remains so high. According to public filings, CEO compensation was approximately $18 million. Many affected employees gave years of service to the company, and the contrast between layoffs and executive pay raises legitimate questions about priorities

Here’s the thing, Fidelity pays a lot lower than competitors. It’s just a fact of the matter. I worked at Fidelity a year ago in WM and as soon as they started the whole RTO thing I did everything in my power to not abide. Leaving early, looking for new jobs on the clock, exceptions etc. believe it or not but if you are licensed that truly does open more doors even in this environment. A lot of the competitors are happy to take us with a nice pay raise

https://investors.autodesk.com/news-releases/news-release-details/autodesk-announces-nomination-omar-abbosh-board

So the 45% pay increase wasn’t enough to get him to concentrate on Pearson?

This is my first year, is this a lot lower than prior years? Even when MIP will pay out at 103% as mentioned in town hall?

From the benefits guide for new employees:
“Over the last decade, our company match averaged 4.5% for employees who contribute at least 6%”
This year would be way below that, like 3.37%

Looking to hear data from actual employees about on-cycle and off-cycle raises? Meaning, has anyone ever negotiated a raise that didn’t coincide with the early December salary treatment supervisor discussion? I’m interested in hearing if you brought a competing offer to the table? What % raise did you ask for? Did you receive it? What time of year? Also interested to hear if anyone negotiated a higher raise % “on-cycle” meaning you did it at the early December salary treatment discussion. Any insights welcome.

If we were really a team then anyone with a C &O or VP in their job title would take a pay cut. You know the ones making millions of dollars per year.
Employees over 60 years old who already qualify for social security benefits and can access their retirement accounts without penalty should take the VSP.
We shall see if our older coworkers thought of others younger than them who may face layoff because you stayed on instead of taking the VSP.

Global looks like their wages are dogshit, especially for the industry. Worldpay was not perfect but much more competitive, nd most of the new HR including the Head of HR are Worldpay folks not Global folks. A good sign for the future of employee benefits?

I’m considering a move to Truist. By the looks of it, Truist has high managed account fees, unattractive compensation grids, leadership turnover, etc. What are the benefits for being a financial advisor at this organization?

Any actual advice on how to successfully get more money from this company. I know most of you will say to leave/find a new job but real advice will be welcomed.

Never thought I would think so negatively about Centene because my experience over the past 4 years has been awesome. I missed the VSP cutoff by 2 days due to my official FTE conversion date, but I don’t think I would have applied anyways.

Curious though, if laid off September 1st, what are typical (non-VSP) severance packages like at Centene?

I started filling this survey out even though it’s requesting your ID. Funny they’re basically asking, do you want higher deductibles that will allow for higher merit or keep it the same. Like either way they’re going to take from one thing to give it to another. It’s insulting. The way it’s set up is to show allllllll the benefits they give us. In reality most Fortune 500 companies offer the same. Travelers offers pension , stock incentives and 20% higher salaries. They know this …

Centene is a such a trash company, 11 years here and the offer I received was horrible. Sarah thinks this route is the best way to go, she is going to lose a lot of people. She needs to pony up and pay her share of destruction she made. Shame on her

I think I speak for a lot of people when I say this: I do not give a fu-k about my 9-to-5 job. I don’t care about your KPIs, the company’s goals, or the team’s goals. I don’t give a fu-k about my coworkers, and I don’t give a sh-t about my boss. I don’t care how some director or VP feels about themselves, the team, or the company. I couldn’t care less about any of that.

The only thing I care about is how much money you’re paying me and how much bullsh-t I have to deal with to earn it. I don’t want drama. I don’t want politics. I don’t want unnecessary headaches. I want to do my job, get paid, and go home.

Over the years, I’ve had bosses and executives come to me talking about KPIs, metrics, performance targets, and company objectives. They act like it’s the most important thing in the world. Meanwhile, in my head, I’m just thinking, “Yeah, sure. I don’t give a fu-k.”

If we hit our KPIs, what does that actually mean for me? Am I getting a significant raise? Am I getting a bonus? Is my life improving in any meaningful way? If not, then why should I care? I don’t give a sh-t about what it means for management or what it means for the company. I care about what it means for me.

Unfortunately, when we’re at work, most of us have to pretend we care about those things. We nod along, smile, and act engaged because that’s part of the game. But the reality is that for most people, work is a transaction. We exchange our time and effort for a paycheck.

I think for 95% of employees, that’s the truth. They’re not there because they’re deeply passionate about quarterly targets or corporate strategy. They’re there to make a living. Everything else is just background noise.

Anyone else RSU grants completely out of whack

Why are some people getting more weeks of severance in the same position - same team - with the same years than others?

First quarter bonus didn’t show up. Then they said they are working to resolve the issues. Is there a date by which this will be resolved?

Interested in the cash amount or actual stock amount he was able to sell, or sign on bonuses actually received etc

Assuming this is public information

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?