#raises

I might be getting a bump in my grade from SG6 to SG7, what percentage of raise should I ask for? I heard I should push for 8-10 percent increase.

Does anyone know what was agreed on in the new contract extension? Raises, pensions, additional vacation,? Etc...

I'm sure it varies from org to org but like, if you are a valued employee and have good relationships with managers, directors, etc... and overall are a stellar employee, what even happens to those who go in 1x a week or 3x week or don't hit the "minimum" day mark?

My director always tells us that he doesn't want us on any "list" - whatever tf that even means.. and to try and go in 5 days to stay off the "radar." Whatever that means...

A list for what, exactly? Maybe a list of people who think it's incredibly unfair that onsite's are held to a standard while 50% of the company is still full remote and can work in the comfort of their home?

Considering Dell wants employees to all be local to an office and go into an office, seems a bit unfair and weird to have such high standards for those unlucky enough to have been labeled "onsite." Especially when 98% of your team is remote while everyone who has to go to an office still joins virtual meetings anyways lmfao.

I'd have no complaints going in if most of my team was in MY office. Problem is is that only 1 person is local to my office so we get to sit next to each other and join the same meetings, virtually! At least I can tell him that his mic is muted though!

I mean, I suppose they can deduct raises - as if those are every great - and bonus's but if the threat is anything like "no promotions" then they can go f themselves bc promotions in the US has been MIA for 6 years now lmfao.

TF they going to do about those who don't go in or don't go in enough? Raises aren't excactly stellar, bonus's are just a % of your base salary and promotions are over in India.

Looking like bonus is happening but not full amount. Does anyone know what % of your percentage they are paying?

Does anyone know what raises look like this year?0-2%? More?

https://finance.yahoo.com/news/unitedhealth-caps-employee-pay-raises-180024516.html

https://finance.yahoo.com/news/nearly-half-companies-turning-poor-155840398.html

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?

I'm curious what my raise will be this year considering that my group was moved to a director who has been MIA for the last year - minus his 5-7 minute 1x1s with everyone. No clue what we actually do, no idea what each individual does. The only info he gets is from our previous manager - our PM now - and I suppose and hope new manager dictates raises based off of old manager...

Not expecting anything great but hoping for a 4% lmfao. LIkely it'll be a meaningless 3.2 but I guess that'll offset some taxes...

I mean, what's the actual point in being a hard worker if your manager is never around, promotions are MIA and ultimately primarily given to those outside the USA? Or the fact that raises aren't even above inflation rates?

I love my job but cmon, I might as well do the bare minimum if promotions are essentially impossible to get and raises are laughable lol.

How are y'all's evaluations looking if you got a write up last year? Is it affecting your raise in non union shops?

After withholdings and deductions, the base increase indeed feels like "peanut butter" sized. It's hardly there at all. Meanwhile, Mr. Shart gave himself a handsome 28% raise.

Trump just said wages have been increasing like no other. He must be talking about Jane’s raise. He definitely isn’t talking about mine.

So many resignations. Looks like the 0% raises are having the desired effect. I for one am applying and trying to leave. What are you doing?

• CNBC: Peanut butter raises
  More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

What do they offer the flow , are they still on ideploy , do they get a raise ?

When's the last time you received a proper raise?

No COLA, no more bonuses, and now 0.75% raise. While they continue to rack in millions for senior leadership.

Any idea on what bonus and PDR raises will look like?

Any rumors on what bonus payout will look like ? I’m over due for a promotion but it looks like this year will be another year of waiting.

How's your raise and bonus?

So we were told in January there would be salary indexation in February, however still no sign of it, anyone got any info?

Throughout the year, I was consistently told that I was exceeding expectations and performing at a high level. My feedback conversations reflected strong performance and meaningful contributions to the team.

However, during my annual review, I received a rating of 3 and was informed that I would not be receiving a raise. This outcome did not align with the feedback I received throughout the year.

Additionally, compensation decisions were not determined by my direct supervisor, who has firsthand knowledge of my day-to-day performance. Instead, they were made by a VP who has only been with the team for a short period of time and has not had the opportunity to fully understand individual contributions.

I have also learned that colleagues who previously received ratings of 5 were given ratings of 2 this year and were subsequently written up, without prior warning that their performance was considered below expectations. All of these evaluation and compensation decisions were made by the same VP.

Any news on layoffs/RIFs? Bonus/Raise? Hoping the Client Management/Sales area is taking less of a beating but I doubt it.

Just trying to figure something out.

Anyone who had no meaningful raise (except one year after Covid) for ten years? Please share your salary growth in 10 years, 20 years

IPO is not within reach.

Net income YoY did not hit targets.

SF, CA office is being abandoned for a new one in Birmingham, AL.

Raises this year are abysmal.

Start looking now. They are willing to let people with years of institutional knowledge go. Let them.

Did most people get a 3% raise?

Anyone know if 3s are getting any sort of raise this year?
My coworkers got a 4 and she only got 1%.

Anyone seen BPI yet? Curious to see if Stock together is really gone. No longer shows on open job reqs, VZ benefits external page or in Total rewards.

Will there actually be raises this year? Or will they give people nonsense like 1 or 2% and not keep up with inflation at all?

White Cap HR is rolling out a forced‑ranking system.

Leaders are being told they can only give out a fixed number of ratings — one “Meets,” and one “Needs Improvement” — even when all employees actually meet expectations. In this example the leader has two employees.

The problem? Raises and bonuses are tied directly to these ratings. That means someone is being forced into a lower rating (and lower pay) purely to satisfy HR’s quota, not because of performance.

Forced distribution isn’t automatically illegal for private companies, but it becomes a legal risk fast when:

• Ratings don’t reflect actual performance
• Pay is manipulated through artificial quotas
• Certain groups are disproportionately pushed into “Needs Improvement”
• Managers are pressured to create negative documentation

This is exactly the kind of system that has triggered discrimination and wrongful‑termination lawsuits at other companies.

If this is really the new direction, employees should document everything — because HR is creating a paper trail that doesn’t match reality.

been only here for around 1.5 years. no one discusses the raise or im not sure what im getting is the right percentage. Is less than 5% a normal rate? or are we supposed to get more? I know i should discuss this with my manager but they all say im getting the max out of all.

Exceeded Expectations. 4% raise. 135% bonus.

1% raise and only 5% of my bonus, even though I got a 'Leading' rating.

So, Arvind announced the GDP numbers last week… 0% for low, 3.4% for core and 6.8% for the top. Percentages will go up for 2026 to 5% for core and 10% for the top. That’s for bands up to 9.

Comments?

I didn’t get a raise and have heard of a number of people who are in the same boat. What’s going on? Does TI want us to leave because we are pi---d ? This is a slap on the face, I worked really hard last year

With that amount in the account surely they have enough to give raises. Other companies with nothing can give raises. Whats going on?

Is there a rough estimate out there on Workday? Going from an entry level role to Senior title? Going from a Senior title to a 'Lead'?

Has anyone had a pay raise that kept up with inflation?
You were making $100K in 2019 — now you earn $126K.

Yet you are not giving at least 50 percent of your associates either no raises or bonuses though their hard work and perseverance has gotten you these outstanding results. Ahh I remember complaining about getting the pizza party now this feels like a pat on the back or a ribbon to pin on my shirt. The RIFS, ERP and lack of AIP and raises you would make people think numbers are not being hit but in the mist of the lack of Moral within you are producing exceedingly high numbers. You should be ashamed that many of your associates have to choose between buying groceries or paying for their high medical bills ,because the only thing they can afford is the HDMP cheapest option. Even a penny short on their check puts them at risk of being homeless or not being able to get a loaf of bread to last them until the next check.