#underpaid

I go above and beyond I’ve always gotten exceptional but not today. Today I got a 3 and 90 percent. I am in dis belief I’m hurt this really is hard constantly overlooked and underpaid.

People are just maintaining status quo. No one willing to contribute out of box in fear of No recognition, No salary hikes or promotions.

1. Skilled people were exploited until they stopped innovating. No one is motivated to contribute extra.
2. Management is begging Developers and leaders to bring change with AI , hackathons, and study more on AI concepts. Even if I learn AI, why should I contribute if no recognition ? I will use my learning to jump for more salary.
3. Oracle is the low payer , even less than Asian service / body shopping companies.
4. Lots of bureaucracy in Oracle.
   Throw out all Directors, Senior Directors and VP's who doesn't add value and improve salary structure for real working employees. Things might change.

Well another year or three will go by again without a raise.
Thank God all of you people in Seattle get yours, so you can fuel those black SUV’s. It’s a good look.
If I could spend what Seattle upper management Spends on gas, and buy groceries... I wouldn’t be having top ramen 6 days a week for dinner.
Do something about the wages Nordstrom pays in Arizona compared
to the rest of the nation.
Equality wages are needed across the board.

Four years in and my last raise was only 2 percent, but a recruiter just reached out for a similar job that pays 15 percent more. It’s frustrating realizing staying put can cost you this much. Makes me wonder if loyalty to one company is really worth it anymore.

That position sounds horrendous. Did they give you an option for the severance or did they just pick who they're keeping? This job su-ks now and adding hiring, training, doing schedule, covering call offs/short staff on top of being a rep and cleaning up backrooms. That sounds like 70 hrs a week. Those of you that took the role what you thinking????

There’s a particular flavor of workplace dysfunction that thrives in Chicago offices, and it’s the kind everyone pretends isn’t racist, s-xist or classist because they call it “fit” and “professionalism.” But we see it. Who gets promoted. Who gets visibility. Who gets coached. Who gets written up for the same thing someone else gets praised for. HR isn’t confused; they’re complicit! The end! IF you dare say something about the disparities—how certain faces always rise and certain others always plateau—you get the corporate sermon about “opportunities for development” or “taking initiative,” as if the issue is your work ethic and not the rigged ladder. Meanwhile the pay here is an insult with direct deposit. They tell us morale matters, they tell us culture is important, and they host a lunch once a year to prove it. But when people burn out, get vocal, or simply ask for livable raises, suddenly the budget evaporates. Funny how it returns every time a favorite gets bumped up a level.
The worst part is they know morale is low. They’ve known. They’ve done surveys, held town halls, launched committees, ordered branded mugs and stress ba--s. The answer is not a mystery. People are tired of being underpaid, undervalued, and watched like suspects while the chosen few glide. And don’t come at me with the classic “If you don’t like it, leave.” Leave to where? They are all hiring at the same salary and running the same playbook? The whole ecosystem is built on keeping people grateful for scraps while pretending the problem is our attitude. We shouldn’t have to contort ourselves into silence or gratitude to survive a job. We shouldn’t be expected to normalize racism dressed up as “professional readiness” or favoritism dressed up as “high potential.” We shouldn’t be made to feel disposable while being told culture is everything.
Morale doesn’t matter here!!!! People matter here only when they’re useful and only when they look like the archetype leadership already decided on. And I’m tired of the lie that this is just how corporate life works. It doesn’t have to be. They just choose it.

About 70% of my team will be gone before Feb 1. Two people called it quits today. They didn't even give a full day notice. We can't function as a team of 3 people when Feb 1 gets here. This isn't just hurting the remote employees. It's crushing the in-office staff as well. I don't mind being in office but not everyone has that viewpoint. Losing 2 people today was a wake up call because my workload just increased. We know there is no such thing as overtime at PNC, (just overwork and underpaid). I know I will not get compensated for the additional workload. I'm trying to remain optimistic. The RTO mandate is pushing away loyal talented employees and pushing away people looking for a job. It's a lose-lose situation. Losing talented employees and pi----g off the employees who are trying to stick it out.

Has anyone else landed a new role and been shocked by how much more it paid compared to Cigna? I moved into a similar position and my salary jumped by around $12k without added responsibility. It changed how I look at what I was earning before. Losing that job pushed me into something better.

I make under $100,000 a year. The job is categorized at 40 hours. Yet, me and my coworkers often work close to 60 hours per week. When the company fired 250 employees, where did their workloads go ? To me and everyone else. Are the corporate executives making $700,000 feeling our pain in anyway ? When will receive additional support ? Never ? More gets lumped on each day w/no end in sight. The only option is to quit and that is exactly what i will be doing. Woe is me. Good riddance.

Got an annual raise of 1.3% as a TDGUS employee. U.S. inflation is probably in the 2.5-3.0% range next year (~2.9% for 2025?) - so I'm effectively getting a pay cut. Why does the bank think this is OK to do? I like working here, love my work, and enjoy collaborating with my coworkers. Rated middle of the pack - I'm not expecting a crazy raise or anything - but at this rate I will have to start looking for another role inside or outside the bank just to keep up with the cost of living. It's just depressing that to see $hit like this...

How can it not? Underpaid lackeys for decades training others, and core development is all outsourced.

Competitors with the good taste, rare talent and skill to innovate will make the company more and more irrelevant in due time as a guarantee.

Ever since the last round of cuts, my plate has doubled with no support in sight. I barely get a moment to breathe before something else lands on my desk. Breaks are more of a hope than a reality these days. I am counting down the time until I can move on to something healthier.

Most teams here feel stretched thin, and it shows in how tired everyone looks. Changes keep rolling out without enough people to support them, so the workload lands on whoever is closest. No one wants to take responsibility, so talks drag on forever while we wait for someone higher up to decide. It leaves the rest of us struggling to keep things moving.

Is your salary keeping up with inflation???

Mine definitely is not.

when I look back and adjust for inflation, I realize I am makin less now than I did 15 years ago, even though my responsibilities and workload have gone up.

Costs keep rising and rising and rising --- everything from groceries to housing to basic bills, yet wages do not seem to move at the same pace. It is frustrating to feel like you are working just as hard, if not harder, but falling behind in real terms. Just putting that out there.

Hello,

As the title suggests, has anyone received a pay increase without a title promotion (associate to senior associate to vp or so on)?

I feel like I am underpayed and my contributions to my team are not reflected in my current salary.

Is there anyway to formally request this?

After many years at Verizon, this layoff opened my eyes to some hard truths. Many of us worked weekends, late nights, and emergencies to make the network successful — but it took the company only minutes to cut us off. In certain regions, decisions were extremely unfair. Poor performers were kept because of friendships, while high performers were let go simply because we focused on the network more than politics.

I’m disappointed in how favoritism outweighed merit. But I’m also grateful for the experience — and very excited for the next chapter. Verizon underpays, and now I know my true market value. Sometimes a closed door really is a blessing.

And it is real bad. bad coffee machines and no raises

This is becoming ridiculous.

I had enough of the mo--ns and the low pay. Right after COVID I got a second job and never looked back. Now i make more than a director and do half as much. I recommend it for everyone. I don't worry about a lousy increase because I still make more than my manager. LOL

Belk is the cr-ppiest company to work for. They want so much done. Like markdowns, markups, 5000 times the freight, customer service, credit, apps, sale sets, fullfillement, etc... all under minimum hours. Stores look like cr-p, can't recover, always on the register or having to do other things because God forbid they don't meet the numbers for them. Not to mention the dock, corporate watches the camera to see if your dock is cleared (he-l no it isn't, we have no hours and no time), they don't support there associates!!
But corporate has time to throw lavish parties in Charlotte and open new stores 🙄 that they won't staff correctly with a abundance amount of work to do. How about stop having stores hire if you won't give the stores hours to give them, common sence there. Do not work for Belk. They take all there associates and salary managers for granted. Less pay, less help, but more workload!!!!

Quite possibly the worst run school division in America. Gutless leaders who have no concept of how to support the sanctity of the learning environment. Their policy is to literally sacrifice the all for one.

Teacher support and retention is negligible. To make matters worse, their compensation is about 10% lower than it’s surrounding school divisions.

Just look at all the openings on their website. Mess beyond belief. STAY AWAY!

Checking in to see if all areas are like mine. Stuck now without the long term, valuable associates that knew their job, who were an asset to the company and now the rest of us are struggling to keep up with tasks that aren’t even in our job description and working with associates who are barely able to do the bare minimum of their job description. We were already overworked before VSP and now the ones that are still here are underpaid with more work than ever in hopes of maybe a 3% raise next year which isn’t even close to inflation rate. Feeling defeated at this point working for a company who has proven they don’t care about their employees.

I have left due to being significantly underpaid. My manager was a true mentor and I liked working there. If you want to join you want to make sure you negotiate a good salary ahead of time as you'll have much harder time getting anything in addition to whatever they give when you start at USI. Overall, I'd say the company is 3.8 on a scale 1 to 5 where 5 is the best.

TCS offer some of the lowest billing rates to clients- only robots can ensure profitability -humans staff cant, if humans then they should be like slaves/bonded labor.

Telling some of your top performers and employees that the decision to cut your job was done to "strengthen the company". Next month they'll be saying their people is their power. It used to be "we only keep the elite, top performing" as if your status here is some badge of honor. Only the best get to stay. Think that lie has run its course. They think folks who continually refuse to pull their weight, do the bare minimum and constantly whine about the need to do more will match the work ethic of the folks they are laying off. Good luck with that. Ive given up my weekends, evenings and worked so many hours because of these so called competitive moves. Who's going to do that now? This is about a bottom line, a bottom line gets you bottom of the bucket quality. I hope this company finally gets what it deserves. For folks outside of the company thinking of doing business with Imperial or ExxonMobil. Stay far far away. Unless you love not getting paid, having no one to answer your phone calls and now no one to hold those individuals accountable to do either of those things.

Why do employees settle for less? CEOs and exec VPs making 100x-1000x times the average employee. Why do we make em’ so rich.

I mean if a company makes net income per headcount say $10M for instance , it does not make sense an employee average income is $150K, why don’t employees ask for $9M? Why should employees allow any more than 10% margin for employers

Eastman continues to layoff tenured employees, keeping less experienced (certainly less paid) employees… regardless of merit. It’s shameful.

I left Boeing a year ago and have been watching the company from the sidelines. Honestly, I can't see any improvements since I left the company. Boeing's salaries are low; especially with the cost of living in Seattle the benefits are average at best. Why bother going back.
I was shocked when Boeing won the F-47 Next Generation Air Dominance Fighter. Believe Boeing will perform poorly on that contract with the risk of cancellation.

For tenure employees such as myself, I did not get $20000 raise collectively since 2017. As of right now, my pay is a little over a dollar more than minimum. Yes, I am bitter and BOA can careless. After reading the Employee Communications, BOA only cares about new hires as they begin their "meaningful journey". What about existing employees with 25+ years at BOA, what is the "meaningful journey" for them? The pasture? It sure looks that way. I know that there are many B6's such as myself in the same situation. How do you cope with the news? I am at the point of retirement with no notice.

Anyone else’s managers suddenly started micromanaging THE HE-L out of them??!?! No??? Just me??!! My boss straight up asked me why I’ve been away from my desk for so long because they stalked my Teams status (I put a hold on my calendar) and when I told them I had a doc appt, they asked “with who?”…. Did I really need to tell my boss I was at the gyno? Even with stupid tasks like replying to emails, my boss will Teams me and say “when are you planning on responding back to that email that just came in 2 minutes ago???” Like jeez they underpay us, ask us to come in 4 days, and micromanage? Big brother much?

A recent "news" article says the CEO "is paid 183 times the average...worker".
Is that even possible?

• Grossly underpaid compared to the area market for my role
• Grossly underappreciated
• Grossly overworked
• Managers and org leaders Grossly overpromise dates without regard for employee morale
• Inspire awards are Grossly under given
• Direction changes seemingly daily is Grossly infuriating
• Grossly unprofessional behavior from others almost daily

Are we seeing a theme here?

At one point in time, Dell actually WAS a good place to work. They offered hybrid work, had amazing benefits and PTO, flexibility, and paid competitively. THey also offered RSU's to most people (IC's) and not just those who were already making 200-1m/year (Directors and above...)

Now? RSU's aren't offered to anybody below I believe a SR. Director. Dells benefits and PTO, and flexibility is offered at literally any half decent company these days. So the benefits and 5 weeks PTO is not anything special anymore. Most companies caught up to Dell's benefits or far surpassed it.

As for pay... I make 110k/year with a 5k bonus so chalk it up to 115k/year. Not horrible but not great. I found a job over at AMD that is quite literally my EXACT job right now - same knowledge/skill requirements, same duties, etc... It is MY job right now - but, the starting pay is 120k and goes to 170k. It's hybrid, offers the SAME benefits Dell offeres me now, and the office is 10 mins from my house (instead of 55 minutes.)

Yes, I applied and yes I do have an interview setup. As much as I love my job, team, cowworkers, manager/management of my org, along with everyone I work with; I'd very easily start at AMD with a 140k salary.

And it's not just AMD but, in my field of work MOST companies are paying at minimum 10-20k MORE than what I'm at right now after 6 years at Dell.

Oh, and lets not forget about the lack of promotions for the last 5 years. It's the same story year after year... - I didn't get any REQ's - as my manager (and I think most dell managers) don't promote via merit increases as it's unfair to the rest of the team. I've been on the edge of promotion for 3 years now and,

this January I was asked to fill out an application for a 30k promotion. Filled it out and everything. A week later, I was told the REQ was pulled and it isn't happening. WTF??!!!! My manager is super super cool and has tried to get myself and another person promoted year after year and it's always something.

I would have left already if it weren't for my solid raises tbh. First year I got a 9%, second year, a 5%, 3rd year it was 3.5 I think, 4th year was a massive 12% raise. This year, a measly 4% raise.

So not bad overall but I'm still an i6 lol. idk what the pay band/ranges are for grade levels but maybe I'm in the i7 range already, idfk.

Funny how things change. When she was climbing the ranks, she blasted the board as 'male, pale, and stale.' Now as CEO, the company runs like a sweatshop—understaffed, overworked, and underpaid.

cancel your car bookigs, subscriptions, home bookings, tech folks are being cheated by govt and firms.
Prices jacked up to su-k all our pay and leave us vulnerable and exploitable.

OK, keep cutting but FYI - our morale is at an all time low and the window to turn the ship around is rapidly closing... Do you gentlemen (and ladies) know that there is no opportunity for employees to move to another assignment, once they have been tagged in a Resource Action - WHY? If you are over 40, IBM does not want you - is this an #AgeDiscrimination.

Finally, our famous and celebrated (merit based) performance review system is a total lying farce designed by hypocrites. Employees do not get an honest and fact based evaluation of their performance.

We all know that our workloads can be extremely heavy requiring much overtime for extended time periods - yet we are not paid if we work extra (even if we bill clients for it) - #underpaid.

Pay raises??? Forget it, if you are over 40, forget it for sure...

We also mastered the fine art of importing cheap labor and indentured servant from India - when the dust settles it'll only be #H1B and Executive Line up left standing...

I am sick of this Ginny Rometty...