#bonus

AI chatbot told me, when I put in my particulars, that the gains foregone from the switch to annual match from quarterly we used to have is about $1,500, since missing out on getting money in during the lower levels throughout the this year, assuming S&P closes out the year at current level. Thanks Charlie, and the "special award" ain't gonna make up for it, even if we're around for it to vest. Especially given the big lump that would have matched Q1 on the bonus period contribution. And most companies match per pay period, so annual is a real stiffing.

https://www.barrons.com/articles/citi-ceo-fraser-bonus-called-excessive-560ac41b

Greed has no limits. Get rid of hardworking workers and make it hard for them to get roof over their head and food on the table while greedy executives splurge on expensive caviar and champagne. So much for board independence.

Can someone share light on what are the bonuses for the marketing team at Wealth and IM? When I joined HR said it is anywhere from 30-55% of your base salary. I joined as SVP of product marketing from big asset management firm and we used to get only 20% so was surprised that the bonus range was so high? Also, when do they payout your bonuses?

Has anyone heard news
of corp bonus payout timing and/or percentage?

Mechanical Engineer for Chevron of 5 years here in the Permian Basin, I make $152K base plus an additional 10% increase off that for living in Midland,TX and my bonus every year is around 45K, looking at the posts here it seems Exxon is just as Toxic as Chevron, but how is the pay since I heard y'all don't get bonuses?

Loved how on yesterday’s internal earnings call Stank opened up with T missing its cashflow plan so bonuses may be impacted. Seriously? You can’t manage cashflow so make the employees pay? Also loved the comment about using corporate tax reductions for “other purposes”.

Stank - it’s time to go.

Lo

This company is pure garbage. I've never witnessed such a debacle in my life. Everything about it is toxic, the commercials, the service, the agents, the cr-p workforce and leadership. I talked to a customer recently that said the same thing and said it appears we are only interested advertising stupid commercials, putting our name on stadiums, stupid Bateman commercials, and paying Patrick Mahomes more money. She said after 30 years with SF she is moving all of their policies because we have become like every other company and could care less about the customer and its employees. She said that she could tell everyone she spoke to sounded absolutely miserable and hated their jobs. She had heard MT got a $24 million dollar bonus while she is getting a 17% rate hike. I couldn't say a word but she couldn't have been more right! Place is a sh-t hole!

If they are going to treat exempt staff like hourly employees, threatening to hurt our review and bonus, i want my overpay time pay, i work weekends and sometimes 10 hr days. If they in anyway try and threaten us i would demand to see the data, for us compared to others. I don't know what WF Legal is thinking following directions from Bridget Engle, she doesn't even have a college degree. Their legal team better be ready because there's some hungry down and dirty lawyers who would LOVE to sue the living day lights out of this place and i will be calling them up if i'm in anyway shape or form impacted by some stupid 8 hr rule.

Asking for a friend.🐄🤠

Remember when CK claimed he would invest more in India, and now we’re facing layoffs instead? The board seems to be in a comfortable position, making decisions without any real accountability. A decade ago, it would have been unthinkable for them to alter performance measurement or halt a program like MOVE SAP, but now they can do so without challenge. Their only apparent strategy is to use layoffs as a tool to boost stock prices, showing a lack of genuine direction in their actions.

Meanwhile, Germany is experiencing significant political shifts, with the AFD gaining traction and many citizens expressing frustration over the representation of non-Western individuals in various roles. This discontent is not rooted in racism but rather in a sense of lost opportunities and stagnant wages.

CK and his board seem to be aligning themselves with the AFD, likely hoping for increased bonuses under their potential leadership, while they continue to earn far more than the average SAP employee. What are your thoughts? Should we advocate for a salary cut and no bonus for CK and the board? How do we go about it? Should we have a general strike?

Has anyone heard any rumors related to 2025 bonus pool? There are a ton of meetings related to reductions of budgets, almost like a last minute scramble to cut costs. Maybe we should have subleased Frisco and ramped up remote work?

Another big beautiful LR is in the works?!!?? HR is singing their happy songs and internal leadership is buzzing with excitement as they get to destroy more lives just in time for the holidays! Oh happy happy joy joy, but when will Chuck Robbins and his gang of merry Indian H1-B Visa dwarfs get the axe? Instead they get big bonuses and promotions. While American citizens get stomped on again by Cisco.

What exactly does the severance include and is there a max? Is it 2 weeks for every year of service? What’s the max amount of weeks they’ll give? 50? Do they also give bonus and stocks?

I joined BNY in Lake Mary this year as an associate full stack engineer. Got a "meets expectations" during my mid year. Will I be an easy target for the 25% of employees that are being marked as "below expectations" for the end of year?

On the other side, how are bonuses if I get a meets or exceeds? I've heard $1000, 1500, and $3,000 from others I work with.

He thanks everyone for an incredible year and all the hard work.

He also says not everyone will receive their full, earned bonus. Some will; others will receive less.

Let me put this plainly, Mr Chief Executive: if employees receive anything under 100% of their earned bonuses, we will lose critical talent with irreplaceable institutional knowledge—losses compounded by past redundancies. They’ll vote with their feet.

Others may stay on, but if they’re paid only 60% of their bonus, expect about 60% effort going forward. Think very carefully about the next move, PD. Can Avaya really afford to lose more legacy talent? Won’t that hobble the plans you and the Board have—plans that reward specific leaders with bonuses tied to a single target?

Think. Very. Carefully.

1. What bonus percentage (as a % of your base salary) do you expect for the end-of-year payout?

0-5%
6-10%
11-15%
16-20%
More than 20%
No bonus expected
Not applicable (e.g., not eligible for bonuses)

1. What pay increase percentage do you anticipate for the next performance review cycle (e.g., 2026 base salary adjustment)?

0-2%
3-5%
6-8%
9-10%
More than 10%

People are rumbling at the support center about a change in bonus, making it a long-term incentive or something like that. Does anyone have a communication summary on that? I think it only went to Sr. Managers and up.

Have anyone got the bonus package yet or heard what % it is

Don't forget everyone, its national bosses day. While employees are faced with WFRs, little to no raises, no promotions, evolving job responsibilitiesand last years RSU bonuses are worth considerably less than what they were issued at. Make sure to give your boss a thank you.

I just cannot wait to tell my team they are getting 1% merits and minimal bonuses yet the earnings reports shows massive growth for the company. Ranking 25% of my staff below expectations, in a non growth everett location all my promos denied. Lovely to have to explain this to them soon at comp talks. Thanks RV making our job so great! But hey!!! We have Eliza !

2.7 COLA; no corporate factor; no promotions; everyone gets meets expectations.

Don't forget to fill out your common review to highlight all your accomplishments over the year and also submit your peer reviews. If you go above and beyond and are a high performer management will reward you with a low merit score of a 2 or 3 and give you no bonus only to give 3 and 4 scores to those who kiss their behinds and are their favorites. Then place you on a CAP if your lucky only to lay you off. Also, please fill out your survey as they care about your feedback

I’ve been at Mattel for under a year and was wondering how firm the company is when it comes to repaying sign-on bonuses. I’m realizing that this might not be the right environment for me.

Why the he-l is WF making such a big deal about today being the last day to accept the special award and making sure employees accept it. I don’t understand how all this works, but are employees helping to artificially inflate the company stock? I know few people not accepting it out of spite. I mean, 3 years to collect $2k…the argument is, just give me a $0.33 cent per hour increase for the next 3 years rather than making us wait for the full amount when there is a possibility of getting laid off anyway.

There’s been a lot of predictions on here about more rounds. Anyone got any real intel? It appeared the layoff impacted certain teams a lot more than others. It would make sense that the teams that were spared last time will be next in the firing line. Before Christmas and bonuses? How did they decide which teams were impacted more than others?

Every year we get work work and responsibilities and get paid less (when you take in account inflation and less bonuses) f this place

Hi everyone, Quick question, does anyone know if someone who leaves Chevron this coming November would still be eligible to receive the bonus payout in March 2026? I've been with the company for over five years. Thanks in advance!

Bored. I can’t hide the fact that I’m nervous about layoffs. I’ve been with the company for over 8 years.

If you’re open to sharing, how many years did you work for the company, what was your salary at the time, and how much did you get paid? Did it include bonus? What’s the tax percentage they held?

He complained about his long commute, uprooting his family, a full parking lot, no car…typical Ginger stuff. But he didn’t mention the bonus part. Yes, bonuses of over 100% multiplier for many departments. Oh…we can’t mention good news. Yes, there will be change. It su-ks. Get a grip. There are other places to work. You can just quit. No one is forcing you to work for Walgreens. With no car you should have a nice savings built up.

In 2024, Christian Klein, 44, received a €19 million ($19.9 million) bonus, up 165% from the previous year. Eliminating all MOVE SAP and similar programs, limiting bonuses through performance management, reducing yearly salary increments, Project Mongoose, and so on should net him approximately €32 million bonus in 2025. When you compare all of the numbers shared by the CFO and Works Council newsletters in 2023, 2024, and 2025, you get this figure.

I wonder how much he'll actually get this time. Guess we won't know until this information is made public.

What is the supervisory board even doing? Are they also going to make a deal with the board to get good money for being laid off like how the Works Council members did?

Earlier in the year, the bonus level and public guidance didn’t match. To get a bonus we would meet to beat all the guidance. Seems disingenuous from Blake. Not surprising, he is an id--t narcissist. What multiplier will we get and when is he finally leaving. Enough already!

Stop letting the supervisors and managers in here fear you into not doing the survey, or giving false good scores. The systems registers if you took it but the answers are anonymous. Unless you wrote out very specific details or a situation and drop names they will not know it’s you. They won’t give you a bigger bonus, they won’t give you a better yearly review. Be honest and if you fear retaliation reach out to HR and document, document, document. If you want a better work place SPEAK UP! You can’t cry and moan the environment is cr-ppy if you’re going to willing lay in it.

Are those off the table? The only thing keeping me here is the bonus, then as soon as I get that I'm out, unless I'm laid off first. Anyone have any intel if the bonus will happen in 2026, or did those get axed as well.

Analyst program bonuses are a joke😂 are they serious? How do you expect us to want to stay here when you’re giving us a bonus like this? Slap in the face. Don’t expect us to last long

How has everyones reviews gone? Seems a blanket no pay rise/promo/share situation even though its one of the best years we have had which is just disrespectful in my opinion.

I will say that the layoffs on 9/30 are "convenient" from the employer cost perspective. Yet, so were the earlier ones throughout the year. It is hard however to stomach losing bonus and 401k match so late in year. Would be better to just get displaced on Jan 1 - where the emp is not giving up anything.

IMHO, it seems that WF is getting rid of the "undesirables" as well as the ones who don't fit the new location mode. Its all over the board. Yet, we, the displaced pay the price.

The only benefit is, we are gone from the toxicity of the environment, we are gone from the daily worry "am I next...!" thoughts. Is there something better? Time will tell. Will I miss my coworkers? YES. That is an unequivocable answer. YES.

The Wells Fargo today is not the one I started working for years ago. It is completely different. Cutthroat. Conniving. Political BS. Pitting co-workers against each other at review time. Yep. Totally different. I think there must be something better out there. Better for the career, better for the soul, better for learning. Just......better.

Thats my .02 for the day.....working through the grief process and separation process and everything that entails.

Its real.

What are you hearing about the AIP? Is it really at risk? Seems like it would be a slap in the face to those who either elected not to take the VSP or were not eligible for the VSP to take the AIP away on top of everything else.

Saw a guy on LinkedIn who says he got “laid off” with only a transitional offer through January 2026.

How does one know if their offer from HPE was “transitional”? Does it explicitly state as such? My and my colleagues offers were silent on the matter however the titles and bonus were disappointingly low. :(

My Director mentioned that there’s a leadership meeting on October 8th same day as the October Employee Meeting. Only Directors and above are included in the leadership meeting.

This is unfair to the Lead level. Leads are Leaders without direct reports (people management responsibilities), which is a testament that Leads and Directors have the same pay band including target bonus. As such, Lead should be invited to the Leadership Meeting.

Humble request to extend the invitation to all the Leads.