#compensation

I read where it will be voted in soon. I see some speculation with the average payouts. Does anyone have any idea how much a long term premier baker may receive?

Is it true, if you get a promotion (going from p2 to p3 let’s say) and your salary is already in the p3 band, you will not get a raise?

Anyone see the disclosures of the C suite pay? Some notes

1. GK got about $17MM. AC $19MM. Note GK’s pay went up 60%!!!
2. They were reimbursed about $150k for personal financial planning.
3. Gunjan was reimbursed $300k for her housing here, commuting back to her home state and personal use of private jet
4. AC still got $8k of personal home security paid for
5. Jodi got a THREE MILLION DOLLAR retention bonus

Meanwhile everyone else gets a 3% bump tops, 20% no raises and they actually wonder why trust in the MC is low? Kinda funny actually.

https://d18rn0p25nwr6d.cloudfront.net/CIK-0000036104/39f53130-145f-4bed-bfad-5ad9c29f97e8.pdf

I’m curious to hear from people who read or post in this forum, what are your reasons for not liking Truist as a place to work? I’d appreciate specific examples if you’re willing to share.

Personally, I’ve been with the company for several years, and overall I think the compensation and benefits are decent. My main frustration, though, is the lack of real career progression. When I first joined Truist, the position I’m in now lined up well with my long-term career goals. It gave me the chance to gain meaningful experience in a field I’m genuinely interested in and want to keep developing in.

That said, after being here for quite a while, I’ve felt stuck. It seems like I’ve been pigeonholed into my current role. Year after year, performance reviews with my manager talk about growth and advancement, but in reality they’ve felt more like lip service than a clear path toward moving up.

What makes it more frustrating is that I previously worked for several years at another bank in a role that would essentially be the next step for me. So I already have experience at that level. At Truist, however, that same role would be considered more of a lateral move, meaning there wouldn’t really be a pay increase.

Because of that, it feels like the best option for my career growth and for earning more would be to leave Truist and continue my professional journey somewhere else.

Anyway, sorry for the long rant. I’m just interested in hearing what reasons others have for feeling dissatisfied working at Truist?

For those from legacy Ansys, how did bonuses change 2026 vs 2025 ?
Trying to get a sense if they went up, down, or stayed roughly the same.
US / APAC / EMEA ?

Are you all ready for the 2025 10-K to come out in a few days and see PP and the soulless ghoul squad all getting another 8-15%+ bump.

Our hollow shell of a MP is about to make $30-33M+ and the rest of her sycophant cronies $20-25M+!!!

But we need to manage our costs and get more efficient folks!!!!

https://www.beckerspayer.com/workforce/humanas-5-highest-paid-execs-in-2025/?origin=PayerE&utm_source=PayerE&utm_medium=email&utm_content=newsletter&oly_enc_id=5934G3746101A9J

Unless Nike cuts down paying the ridiculous amount of money to corporate/tech employees, it is hard to balance the books with how much sales are happening. It needs to take just one-shot, and clean the mess of both cost and productivity, and a clean restart/resuscitate, but unfortunately, what is happening now is the slow and prolonged death. A typical principal costs approx $400 to 450k for Nike, in some case, as much as $500k for a shoe company, well for a niche shoe company - (bonus, espp, bonus, stock awards, medical, 401k, and other benefit) and it is paying as much as a tech company, and more in some cases for the same role. Typically, the going price for a principal can be cut down to half of this, even if they outsource it to outside of Oregon within US...and when it goes to ITC, it will be just a tiny tiny drop in the whole bucket of money... and yes, the stock price may possibly pick up at that point...and it is unfathomable even to speak about the total package cost to the company for directors, sr directors, svps, vps, who are just layers after layers who all - never do the right thing and never do anything!

Wells Fargo Net Income (2025): Approximately $21.3 billion,

Wells Fargo CEO and Chairman Charlie Scharf was awarded a $40 million compensation package for the 2025 performance year, a 28% increase from the $31.2 million he received in 2024

Wells Fargo & Company's (WFC) market capitalization as of December 31, 2025, was approximately $288.23 billion.

VS.

NVIDIA's net income for the full fiscal year 2025 (ending January 26, 2025) was $72.88 billion. In fiscal 2025 (ending early 2025), Nvidia CEO Jensen Huang’s total compensation package was approximately $49.9 million, driven heavily by stock awards. 

On December 31, 2025, NVIDIA's (NVDA) market capitalization was approximately $4.53 trillion,

Effective 4/1 , every reps account assignments will be slimmed down to 20-40 accounts in total. The remainder will be moved to inside sales. Expect more layoffs, compensation will be moved to net new client acquisition (make the same but you have to convince new businesses to work with this horrendous business - in other words , make a lot less). Good luck everyone. I feel sorry for all the great customers that will no longer have the coverage they need to support them. This is embarrassing.

Has anyone who was let go on the 19th received the email with the info on their bonus payout yet?

The one advantage this company always had was flexibility. Even before COVID people weren’t chained to a desk five days a week. That trust made the job sustainable and made people willing to go the extra mile.

Now that flexibility is gone. And with it, the one thing that actually differentiated this place.

Instead of motivating people, a strict five-day RTO mandate has created the exact opposite effect. High performers stop going above and beyond, while mediocre performers can hide behind a badge swipe and eight hours of “presence.” When attendance becomes the metric, you get attendance.

At the same time, compensation here isn’t truly market based. Raises and bonuses are largely blanket treatments, so individual effort barely changes the outcome. When results aren’t meaningfully rewarded and flexibility is taken away, the incentive becomes obvious: do the minimum and check the box.

Meanwhile the industry has already moved on. WFH and hybrid are now the standard across tech, telecom, finance, and most corporate roles. Only a handful of companies are still trying to force strict five-day office mandates. Fighting that reality doesn’t make this place competitive. It just makes it an outlier.

Ignore the market and ignore your own employees long enough and the result is predictable: the best people leave, and the only ones left are the ones with fewer options.

It surely will not even match inflation. Dell is cheap. Life is getting more expensive by the day. If you feel like you have less money, it's because you do. Raises will 100% not fix it.

Store managers, District Leaders, and Regional Directors, please remember this:

When a dedicated, loyal, hardworking employee gets the same "3" rating (and same cr-ppy raise) as a slacker employee who skates by doing bare minimum nothing, all motivation for hard work is lost when said dedicated employee realizes that hard work is no longer rewarded. STOP lumping everyone together as average and start viewing everyone individually. Every team has those people who go above and beyond and do more than others. They deserve to be rated 4 or 5, not cut down to 3 because everything needs to "balance out". Fight for your people, because that's what a good leader does.

Especially since they cut the perks at work :(

Not feeling that great about the new commission structure. It feels like it’s set to cap at the new at risk. It will be nearly impossible to make the same as if there were still multipliers.

Got a nice bump, remote engineer , ive seen loads of remote ppl paid over 200 and not enough work,hope the same in 2026,

Does anyone know what the bonus were funded at?
And the merit increase percent?

In a recent department all-hands, we got to hear that raises are going to become a thing of the past for a lot of us:

“…the composition of your compensation may look a little bit different. So you’re going to see more of your compensation reflected in your AIP and LTI and potentially less in your merit. That’s just how the new structure is set up… That gives us more of that merit pool to focus on those lower grade employees that don’t have that full package, who don’t have AIP and LTI. And so we can give more merit dollars to the folks where it will make more of an impact to their day to day lives, and compensate our executive management the way that the package allows us to do so, focusing more on the AIP and LTI. It is still discretionary; it will be discretionary to managers to decide how they want to distribute that, so I’m not saying that if you get AIP and LTI you’ll never get merit, that’s not what I’m saying... that’s not the message I want you guys to take away. You will still be compensated, it just may look a little different. You might not get as much merit. Maybe in some cases you don’t get merit, but you’re getting more AIP, you’re getting more LTI…”

Thoughts:
AIP: If an employee's base never changes, the AIP will likely not change either as it is a % of your base. Also consider how many times you actually hit 100% of your AIP goal.
LTI : This gives the company 3 free years as your "award" has to vest over that much time. When you leave (for whatever reason), you lose all that in between money. An award in 2026 is not seen or heard of again until 2029. Considering their pro-attrition stance...

Legit said the pay was under market, that the raises I am stating are "best case" are far below market for role, and that nominal cash bonuses with zero equity upside mean: "we aren't paying to keep you or grow you."

This was the UHG CoPilot, not some outside source. Our leaders told us to use AI for professional development and job work, and wow! LOL

0% for managers in many groups. Fully met but 0% and lower Sti's than last year. Great year numbers wise in these groups. What's going on? They said they didn't have enough money and had to take care of people. Is it the $2M they had to give the guy who couldn't start . . . what a joke! We are tired of beating goals and getting 0.

Very few job title bands. So I’m hoping when a promotion finally happens the pay rise is in the larger side. Is this true?

Raise %:
Bonus %:

Scentsy, a fragrance company, announced new layoffs. The company eliminated 11% of its total workforce. This decision is part of thoughtful adjustments to its organizational structure. Impacted employees were offered a compensation package. Scentsy also conducted a round of layoffs in April 2025.

Meridian, Idaho

https://www.ktvb.com/article/news/local/meridian-based-company-scentsy-announces-layoffs/277-a9f6939a-5843-424b-9e51-adec8a7f6216

Those who have had their pay rose discussions, how are the %s?

so, I got totally 4.5%, and I got 1.5% beyond structural raise of 3%.
below average?

2.25 % here. It su-ks but I’m wondering if that’s the amount most people get.

Working on a large deal? Oh well, come 4/1 that opportunity is gone. Have a large customer base to flip and keep steady commissions in place? Not anymore and no salary increase or draw to compensate during the transition… Tell me RB wants reps to quit without telling me… disappointed in what Xerox has turned in to.

The uplifts were supposed to be in the March pay.

Has anybody heard from Raul and his gang of liars?

What's with some people getting 3% and others getting 3.5% for same grade ?

How did everyone fare?

anyone else’s Lexmark counterparts receive bonuses? when us Xerox folks found out morale dropped a lot… we didn’t get bonuses, just the Lexmark folks.

No, not at Truist of course.
After two consecutive years of $0 bonus at Truist I'm happy to report that the bank I am now with is giving me a 5-figure bonus + 4% raise (and I've only been here 6-months). Would have never happened at TFC!
Cheers to greener pastures.

anyone else think this trimester update is stupid? the behavioral model is just word soup. how about talking about why our 401k profit sharing contribution was so low?

I have to say despite knowing I'll be downvoted into oblivion, this place is fine. Good pay, decent work. If you're miserable here, you'd probably be miserable anywhere.

So I guess this is my first taste of corporate life. Getting no merit increase because of a promotion.

Schwab really does know how to take care of their employees.

Bonus payout was good but anyone else get laughable salary adjustment?