#bonus

Can someone explain the new STIP policy? Former employee here looking to collect their bonus.

Got my compensation letter today. I didn't expect anything great, but a 2% increase is disappointing; it doesn't even cover inflation. And the bonus has dropped so much from previous years, it gives you no motivation to go out of your way and 'exceed expectations' anymore. It seems like it doesn't really matter, since you're at the company's mercy and whatever they decide to give your department.

Definitely looking for a new job, outside the business. In the meantime, just doing my job exactly as specified, no more, no less. Not going out of my way anymore, thats for sure...

Looks like our bonuses will be paid at 143%

Between company cutting costs, restructuring, and all the AI talks.
And yes, bonus week...let's discuss!

Anyone have insight to this?

Is the payout usually below the full target? Company prioritizes full payout for current employee only?

Curious based on how bad foods and drinks bonus % are. How did corporate do?

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?

Got severance last November and still haven’t got prorated bonus payment. Got the severance payment within 4 weeks. Has this happened before? Everyone I asked got the bonus payout. How to ask why, when and to whom?
Thanks.

Bonus payouts and merit increases were small this year. Idk about you all.

So when do these things happen if at all. Reviews just wrapped up but I haven't heard any information on that piece. Anyone know?

Did I read the email correctly from this morning. Bands 1-3 no longer are eligible for a bonus??? So on top of job eliminations bonus is getting taken away and it still does not guarantee our jobs are safe? WOW! Way to communicate this before the weekend starts.

There is a strong emphasis placed on accountability, performance standards, and meeting deadlines, with clear consequences when expectations are not met. Annual performance scores and compensation are directly tied to those metrics.

Given that standard, it is concerning that the organization provided only one week’s notice that the largest bonus of the year would be delayed by an entire month. The communication was limited to a generic platform notification, with no direct leadership acknowledgment or explanation.

Additionally, the messaging shared on internal earnings calls often differs in tone and substance from investor communications, which are delivered prior to company-wide updates. That contrast creates confusion and erodes trust.

Delaying annual and Q4 bonus payouts by a full month, particularly without transparent communication, raises valid concerns about financial timing decisions and prioritization. Compensation is not discretionary recognition; it is earned performance pay.

When accountability appears to operate asymmetrically, it impacts morale, credibility, and ultimately retention. High-performing employees expect alignment between standards set for them and standards modeled by leadership.

Bank accounts will be topped up tomorrow !!! Who’s quitting, where are you headed, and do they have room for more SPAM?

I guess I thought we would hear something today. If it is decent, I also find that a bit odd given all the layoffs underway this year.

Just a reminder that with bonuses coming up, it’s a great time to donate to your favorite charities through the now sort of hidden and hard to find Community Possible Employee Center and force USB to 100% match up to $2,500 worth of charitable donations.

I figure it’s one way to make up for the pathetic or non-existent merit increases while donating to places that need it in these troubling times.

Devon may feel better knowing that Coterra employees got railroaded on bonus pay. Blood is In the water, and expect our efforts in the toilet. Moral is gone, can’t imagine any efforts or above expectations. Let the quiet quitting begin. OKC may keep its strong presence after all. Figured it may let someone other side feel better. I hear Devon payouts were business as usual. Congrats!

Profitability improved more than $2 billion year over year, with net loss totaling $194 million in Q4 and $747 million for the full year.

Looks like Gil and his top executives deserve bonuses for only losing $747 million for the year.

Will there be layoffs in 3rd or 4th quarter after RTO attrition and after-bonus retirements? I’m thinking the aforementioned won’t be enough to avoid layoffs.

Just wondering what the goal is of McKinsey and co to destroy employee good will as much as they can.

Every person who takes pride in their work learns to not only stop giving a sh-t, but extract as much as they can from the company out of pure spite. Every department has people deliberately making mistakes and slowing procedures down out of PURE SPITE because they hate this company.

When you first start, you wonder at the incompetence of literally every team around you, but then you are adopted into the culture. The culture is: Smile while doing everything possible to make the company worse and the people around you’s jobs harder. This a joint effort, and eventually you fall in line.

Senior leadership is involved in this joint effort, they pass down initiatives that they know will fail with a smile and a song, and everyone nods enthusiastically, with the same smile, and the grunt employees smile a painful grimace as they purposefully make the process even worse than it would have been initially out of pure spite. But they are still smiling, that’s the important part. Their middle managers get their bonus, the senior leaders get their bonus, everyone smiles and money flows, wasted on infinite vanity projects and processes that don’t work.

Had you asked employees who do these processed day in day out if they might work, they could have told you from the beginning. But these employees likely did express concern at one point, years ago, and learned that that is NOT the Schwab way. The Schwab way is to keep your mouth shut and smile. Everybody knows they don’t work, but that is not important. What is important is that you smile some that whichever C-Suite gets applauded for fudged numbers from their vanity project.

I don’t know how clients think our customer service is wonderful. Everyone I talk to hates their job and is confidently incorrect. It takes me, on average, 10 hours of extra work a week to fix simply mistakes made by other department. I can call five different departments and receive 5 different answers. I don’t blame them, Schwab provides no training (too expensive) and no motivation. Hurting the customer and internal business partners seems to be the only way to lash out at the company that clearly hates you.

The largest employee migration in Bank of America Company’s history has begun following the February bonus and 401(k) contributions. While some employees are waiting until the end of March for their RSUs to vest, many senior leaders are departing after receiving substantial bonus payouts.🤫

I mean sure thank the folks you let go... Who are not able to join the meeting... Who aren't give the opportunity to retrain... Who get to enter one the harder labor markets.... Take it from these well paid folks who are getting bonuses during such strong business singles thanks...

People complain how things are … don’t you realize things are exactly why management on high wants? Most of these problems could be fixed by Friday if they wanted to. Guess what? They don’t. Churn-n-Burn is what they want. Blame the employees. Keep service as low as they can without the DOIs complaining to earn maximum bonuses. They couldn’t care about the customers. Meema and Pappy who’ve been with us since the Nixon administration aren’t going anywhere. Need new policies? There’s always rejects The General dropped to add for 6months to a year to show growth. Whatever the advertising (either on tv or from your TM or SM) know that the opposite is true.

Does anyone know how bonus amounts are decided? Is it true managers are told how many people must receive a certain rating. For example; on a team with 10 people there can be no more than 2 people rated at “Exceeds” and there must be at least 2 people to receive “Inconsistently Meets”.

All of them are 2x income and in better financial condition. Karma got me on this one. My50% bonus no bueno.

Hearing rumors that huge bonuses were announced for L3 and above at the mass markets event. 100K per director. Anyone else heard the same??

Which are we getting?
Which are we hopeful for?

I heard most employees will get 50% to 80% of the 130%.

Why work hard and do everything you are asked to do and still receive a subpar bonus and a small increase just to get bent over year after year.

What is the typical bonuses for those that are IC3 ?

Is there a way to see what the bonus payout will be for a former employee? I'm not seeing it on the HR Access site, but could just be missing it.

Looks like last year was a very good year. Bonus should be good this year, cannot wait. RTO is working. Thank you all for doing the needful.

Ram led a beverage turnaround, earned the credit, and was rewarded with a promotion and a massive pay increase. We delivered a beverage turnaround too—so why did we receive only 69% of our bonus target? At some point, we have to stand up and say: enough is enough.

With all the layoffs and a severance package that says “you’ll get your STI”. I’m guessing we’re not getting anywhere close to 100% on that. Does anyone know what the STI is?

I work in optum insight. I was moved to new team due to a restructure last year.
3 other people on the team have a job title that is 1 above, so they are eligible for bonus and I am not, along with 2 others.
This means we all work very similar roles, with now more pressure due to layoffs, and I get a 1.5% raise and no RRP due to my level, while they get 5k or more bonuses plus possible merit and a bigger base salary.

Why would I ever work hard when 3 other people are getting bonuses while me and others are not? For almost identical work. It would be different if they did a different job, but with the restructuring, our jobs are basically the same now with the same goals and metrics.
I am at the point of being extremely bitter.
Someone make this make sense at all.