#meritincrease

We are all curious to know if financially is it worth staying on board especially in light of bonuses being eliminated, cut in 401k, poor to no merit increases? Do you really believe this will improve? Any real insight? Please share!!!

Is the rewards budget broken up into separate Promotion and Merit budgets? Was told the Promotion budget is zero for our group this cycle.

It seems like the people who can’t walk and chew gum at the same time remain blissfully employed at OpenText.

I received a great review and an above average merit increase. I was laid off.

I was the only person on my team who could do half of our tasks. I rarely missed work and was in the midst of a major project that was ahead schedule.

I saw many other high performers let go.

Even though being laid off su-ks, I am happy to be off the sinking ship.

Oh by the way, directors and above new was getting axed in January, if not sooner.

They’ll say it’s better than nothing 2% across the board No incentive to go above and beyond Bonus should be good though Guess they just didn’t want any permanent base increases

2 years since the last review anyone actually got the raise that Jenny Ragged-one sent the email saying its getting paid this month?

Or was the email more fake news?

Why, why, why doesn’t this company never give a COLA raise. They know these simple merit increases do nothing and barely cover the difference costs of insurance not to mention all the prescriptions they don’t cover that you have to pay out of pocket for. Then they expect stretch goals and go above and beyond but never give anyone exceeds.

Inspirational stuff from the 2026 Proxy Statement. Bill’s total compensation jumped from $22M to over $29M (32%) this year. Meanwhile, in the cubicles, we’re out here debating if our 1.5% merit raise covers the gas for the new 5-day RTO mandate. Truly a masterclass in 'Leading the Way.' Thanks for the motivation, Bill!

https://pex.broadridge.com/getdocument.asp?doc=4CC6BB74616CC807E06317289D0A6255&type=edgar#3547022_1074842_1074924

It’s already mid March, did anyone hear about the year end bonuses and merit increase? Are we having this year?

Have you all got your notifications?

Hi,

Back in 2024, I wrote @OP+1tugivWq where I shared information on PIP changes at Google (as opposed to Alphabet). I felt it was appropriate to write an update for 2026.

First, let me be clear: This past GRAD results season appears to have been a massacre. In 2026, you got your bonus if you were still employed on March 1, 2026. Anecdotally, it seems February 2026 saw a surge of Googlers abruptly leave the company.

This is a continued trend from earlier. At one point, Google used to be more tolerant of employees who plausibly just had a poor performance review period. It is becoming more and more obvious that such tolerance is a thing of the past.

Okay, so you manage to get an S rating. In early March, you learn what your merit increase, bonus and equity refresh are. Based on pay comparison results and personally speaking with colleagues, it seems that the changes described in @OP+1jts0j95y (and kudos to that OP!) have been implemented: T got fantastic raises, O got good raises, S far smaller raises. Depending on where your old salary is in relation to the 2026 salary band for your level, your raise likely didn't beat inflation, if you got a raise at all. Yes, Virginia, there are definitely reports of Googlers who received $0 in base salary increases.

One thing I am trying to wrap my head around is the actual new PIP process. For those who went through it, can you reply with what you were offered? Were you even offered a chance to take a PIP? Did you get 60 days of garden leave? Can anyone say that my belief that those PIPed in 2026 didn't get a bonus is wrong?

SG, the WFH champion, is moving onto Wal Mart. Is it because something will be coming down soon? Bonuses usually coming at the end of March...is that not happening? Merit increase this year? How about the engagement survey that usually surfaces in April/May. Will that be put on hold? More layoffs? OR was she just able to take an opportunity with a better company that offers a fully remote role?

How is it that a bargaining unit in New Jersey gets 5% a year for 3 years (plus a sign-on bonus of 1% each year for a total of 18%) ???
I got a lousy 2.5% ! Most people got 2 - 3%.
Obviously the New Jersey crime syndicate is alive and well in that union.

Anyone got merit this year? I got 7%, maybe I am at lower end.

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

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

Is 3.5% the average salary increase this year? And how much AEG did the lucky ones get?

I heard people are being told about their bonuses, merit increases and promotions in March and it will take effect in July. Is that true? Please share any information you have or your experience if you got this update.

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.

I just got my P4P statement as a JG 14, and the salary range for range minimum, market reference point and range maximum are exactly the same 3 numbers to the dollar between my P4P statements dated 2025 and 2026. Did they freeze the salary ranges or am I just special? I have spent my whole career chasing the midpoint as it crept up and now I am barely and finally above the midpoint due to a generous 2% merit increase.

How did everyone fare? I got a 2.7% merit increase and 105% bonus. High band 4

Leadership is clearly not up to the task to turn this company around. Stock got a bump but regressed, NA volumes aren't working even with PPA investment and acquisitions, and we're getting the shaft with low team score and merit raises. At what point do we collectively say we aren't going to work to execute shoddy decisions that cost us money?

How did everyone do? I received 3% merit and 90% of AIP.

I know it's early in the week, but has anyone found out what their AIP and merit is yet? Was hoping that manager would communicate today.

Is the company effectively “quiet firing” its U.S. and Northern Ireland employees so they can just put more engineers and customer serivce people in India? Top performers are receiving only 1.5–3% merit increases, denied PTO, benefits appear to be shrinking, leadership feedback feels limited and unconstructive, and training and skills development programs seem to be declining in quality. Unless someone has specialized AI expertise, it can feel like the goal is to push people out or pressure them into working longer hours than they’re paid for. Meanwhile, TW continues to repeat phrases like “we’re all in this together,” like we are still in the heart of COVID. This environment feels even more challenging than during the pandemic. Customer service is in the toliet with AI and all the Indian offshoring. Hire 4x the middle managment to get in the way of being productive at work. I'm just glad I have other options other than this blue toilet. However, I know that everyone is not as fortunate esp in the Orange Tu-d's America. Be the CEO of your own career bc this place does not value you.

got exemplary :)

Bonus payouts and merit increases were small this year. Idk about you all.

So when do these things happen if at all. Reviews just wrapped up but I haven't heard any information on that piece. Anyone know?

Was anyone else told everyone received 2% no matter what for merit if they had a Meets Expectations?

Curious if anyone received an Above and Beyond rating and what % raise you received? I know of one colleague who did and their raise was 4%, which only equates to a couple thousand dollars more per year than if they had received a Meets rating and 2% raise. Doesn't seem worth it to put in extra effort and go "Above and Beyond".

What about those that received a Meets rating. What % raise did you receive?

Just a reminder that with bonuses coming up, it’s a great time to donate to your favorite charities through the now sort of hidden and hard to find Community Possible Employee Center and force USB to 100% match up to $2,500 worth of charitable donations.

I figure it’s one way to make up for the pathetic or non-existent merit increases while donating to places that need it in these troubling times.

What’s the average merit increase now a days at Allstate?

So Directors and above 100% stock for Incentive comp and no Merit increase? How is this even acceptable?? This is basically a pay cut. Anyone hearing something different?

Just looking for info/ opinions:

Does anyone else see a potential for management to reduce an employee's merit when the said employee will be transferring to a different department/ segment in 3 weeks?

Example: Management was capped at giving 1% merit increases to their team; they reduce the merit percentage to the employee who is transferring to 0.5% and give the difference to the other employees.

I heard most employees will get 50% to 80% of the 130%.

Why work hard and do everything you are asked to do and still receive a subpar bonus and a small increase just to get bent over year after year.

HAHAHA those paltry $ coming our way and called merits will be embarrassing to the industry

Why aren't we complaining about the laughable 401K match or the limited medical coverage? CDW could contribute $10K to our 401k's today and that would mean more to me than a few days of vacation pay when I leave, or beef up the medical or just give reasonable cola increases? 3% isn't close to actual anything when our base pay isn't even average ---so maybe we should focus on overall benefits that would be incentives to stay.
Calling them merit raises is insulting to people who work hard for this company and get little recognition, but we always seem to find the big money to pay those directors and vp's . Cut the exec pay and use it to pay the people who do the work, then we could have less need for layoffs

Last Spring they basically demoted all the Sr managers and everyone got put under a director for the most part... Those directors suddenly had a minimum of 20 directs and, managing at least two entirely different teams.

Meaning that the director hasn't known jack p-o about what any one individual is ACTUALLY doing/contributing for the last year... I'm expecting a minimal raise but I guess one can hope for a bit more than that

Anyone else have their annual review this year and told they were now maxed out in their jobs payscale? As a result, received a smaller merit increase.