It is the d-mbest business strategy ever, to rely on pure luck that employees will not go where their work would be adequately rewarded. I know a person who now has almost 40% higher pay than he had here. Does AIG really think that we will keep doing our best and stay here until they decide to get rid of us, especially now that it's never been easier to find a better job? Goodbye, AIG.
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Good reading in this article if you have any any questions on why NOT to consider counteroffers
https://www.apollotechnical.com/reasons-to-not-accept-a-counteroffer/#:~:text=What%20Is%20a%20Counteroffer%3F,This%20is%20called%20a%20counteroffer.
You wouldn’t counter offer? It’s a win win at that point.. see if AIG matches, if not, okay you still get to leave with money. Why wouldn’t you counter? You’re literally saying “hey someone values me at xx amount of dollars, so will you guys? If so I’d love to stay”
Not sure why that person below is confused.
Very confused by the message below. You received an offer 60% higher than AIGs and you were looking for a counteroffer?
I literally got another job offer for 60% more than I make now.. doing the same job with a promotional role. I tried to counteroffer and I really thing AIG thinks i am bluffing and said we can’t match but can offer you 10% more.. they suck honestly. Just 10% more when the market says I’m worth more? Smh. They refuse to pay you what you are worth and hope you don’t go around seeing what you’re actually worth
You always have to check the pool for p-e.
The STI pool is dirtier than most know. Here is the new extortion method. It is a fresh new maneuver for 2022. They don't care about pay grade 19 and below because those sti targets are generally small so they let your manager have some say.
But for pay grade 20 and above the rules have changed. Keep in mind that pay grade 20 and above is where you start to get into the five digit bonuses so this is where the real money is at sti time. More sti equals less base pay on a percentage basis so it's not always a great thing. Your direct manager for pay grade 20 and above has no say in your bonus this year. Upper management won't even say what these folks are funded.
In the past it was very transparent. Your target sti is X and the business unit was funded at X. You can easily figure out where you should fall based on your performance. Not this year. This year you target is still X, but we have no idea how pay grade 20 and above was funded.
So let's say your business unit was funded at 110% this year for giggles. If you don't know how it was funded then you have no idea what you should expect to receive at sti time. There lies the issue. Let's say your sti target is $10,000 and your business unit is funded at 110%. If you are fully met you should expect around $11,000 right?
This year upper management gets full authority to pool all of this money together and not tell anyone how much pay grade 20 and above were funded. So you had a bang up year. Upper management says congrats! You get 102% sti. You are awesome! In reality you were funded at 110% just to fully meet. So your above and beyond performance that in reality should have netted you 110% or more really nets you 102%. The message from management is you should be happy you exceeded 100%, not everyone gets that extra 2%. In reality they skimmed 8% plus off of your sti to give to their favorites or to fund executive bonuses and you have no idea how much they skimmed because no one will divulge actual funding.
It is just another way upper management says thanks and screws you for going above and beyond. Enjoy your 102% while they enjoy their 150%.
Wait until you see the raises when they’re eventually released. Hint, they won’t equal inflation, not even close.
Yes they want attrition because that’s the only way they can reduce costs without touching their precious LTI.
And by the way, note your STI was not done by your managers, it was done by HR before reviews. So your contributions to AIG last year mean nothing as to your bonus. Let that sink in a little.
They want you to leave and they don't want to pay you severance. This is a play to make people quit to shore up the bottom line. No one that has left in my department has been replaced. Their work just gets dumped on the next person until they quit.
It is a great way to help execs show they are cutting expenses. It is also a great way to ki-l customer service and lose business to companies with employees that care.