I understand that everyone's situation is somewhat unique, but for salaried ICs, how much (average) of a reduction are we looking at?
3 months is a long time to wait to find out...
18 replies (most recent on top)
I'll take my 30K bonus. kthx
That is all dependent on LOB. I’ve been in WIM and my bonus has always been at least 95% of target, typically closer to 105%, like last year.
Always 90 percent it seems then a minor division level haircut to 88. Your Manager then calculates Mrp with others on your team. If low, your bonus might end up being from higher but in years past a meets has bee 83 to 88 percent. Calculate 80 and just be happy you end up with 85. The comments here make me believe most responding are not or have not managed employees in CP&D.
I’m a Sr. Manager and we heard this week that the numbers are looking better than expected. “Pleasantly surprised” is how my boss, a Sr. Dir., put it.
Highly compensated will NOT be raise eligible this year, again. The only unknown is the threshold for Highly Compensated which will be different from last year.
Wasn't there also some talk of bonuses that are for pushing the DE&I metrics in a desirable direction? I think these were retention bonuses, which is something different that "regular" bonuses.
What I remember is somebody saying that "targeted bonuses will help move the needle with respect to our DE&I metrics".
Probably not exactly what the OP was asking about, but a bonus is a bonus. Does anybody know when those were going to get paid out....?
@1gjr+1dJcGlgx our bad employees got the ax. It felt good to see them go. They did squat. They socialized like crazy.
I can cooborate that highly compensated which last year was anyone making over 150k regardless of location will be eligible, at least as of today
@1cow+1dJcGlgx the people who left voluntarily and who were fired on our team were all really bad employees. Extremely petty, hated agile, wanted to build personal kingdoms and people did not want to work with them. I can say that the team works better without them. There is no longer any bickering, back stabbing, harassment and HR issues. Thumbs up to Wells Fargo for getting rid of them.
Can anyone corroborate this post that highly compensated people will be eligible for a raise?
No budget provided yet so we don't know, but indications so far are that bonuses will be similar to last year. One good thing is that highly compensated associates are eligible for raises this year.
5 hours ago by Anonymous | 4 reactions (+4/-0)
Post ID: @lcz+1dJcGlgx
"turns out making people miserable gets rid of the good talent before the bad and creates lots of risk"
Who'd have guessed?! This company, I tell ya...
managers will get their budget next week once cp&d opens up. don't forget we are moving away from set target and to a variable model. however as has been already stated indication is that merit and bonus budgets should be pretty good. definitely not less than last year. turns out making people miserable gets rid of the good talent before the bad and creates lots of risk so they are trying to trying to adjust for some of that
Don’t worry. In the next couple weeks people will find out their new job titles so they whine about that until after t-day, then it will be the holiday wind down when people get nothing accomplished, then it will be rto whining, and before you know it you will get skimped on your raise and bonus numbers!
I believe you only have to wait 2 months?
No budget provided yet so we don't know, but indications so far are that bonuses will be similar to last year. One good thing is that highly compensated associates are eligible for raises this year.
I think 90-100%
LOLOLOLOL...scared of attrition....LOLOLOLOL. Thanks for the laugh buddy!!!
I heard that the bigwigs are scared of attrition so it might not be any reduction at all.