#raises

been only here for around 1.5 years. no one discusses the raise or im not sure what im getting is the right percentage. Is less than 5% a normal rate? or are we supposed to get more? I know i should discuss this with my manager but they all say im getting the max out of all.

Exceeded Expectations. 4% raise. 135% bonus.

1% raise and only 5% of my bonus, even though I got a 'Leading' rating.

So, Arvind announced the GDP numbers last week… 0% for low, 3.4% for core and 6.8% for the top. Percentages will go up for 2026 to 5% for core and 10% for the top. That’s for bands up to 9.

Comments?

I didn’t get a raise and have heard of a number of people who are in the same boat. What’s going on? Does TI want us to leave because we are pi---d ? This is a slap on the face, I worked really hard last year

With that amount in the account surely they have enough to give raises. Other companies with nothing can give raises. Whats going on?

Is there a rough estimate out there on Workday? Going from an entry level role to Senior title? Going from a Senior title to a 'Lead'?

Has anyone had a pay raise that kept up with inflation?
You were making $100K in 2019 — now you earn $126K.

Yet you are not giving at least 50 percent of your associates either no raises or bonuses though their hard work and perseverance has gotten you these outstanding results. Ahh I remember complaining about getting the pizza party now this feels like a pat on the back or a ribbon to pin on my shirt. The RIFS, ERP and lack of AIP and raises you would make people think numbers are not being hit but in the mist of the lack of Moral within you are producing exceedingly high numbers. You should be ashamed that many of your associates have to choose between buying groceries or paying for their high medical bills ,because the only thing they can afford is the HDMP cheapest option. Even a penny short on their check puts them at risk of being homeless or not being able to get a loaf of bread to last them until the next check.

How are folks feeling about these cr-ppy raises & no bonuses/low bonuses? Are people planning to stick around ? Do you think you’re getting laid off soon? Things aren’t looking so good right now and everyone from my team is getting anxious

Has everyone loaded up their self reviews for the EOY conversations?

Who’s getting the big merit raises this year?

Given that I was rated as “met expectations” across the board, identified as a core performer, and am contributing to a high-performing team, I wanted to better understand how compensation increases are typically evaluated for employees with under a year of tenure. I recognize that I have the least tenure on the team and that this factors into current pay alignment.

I also wanted to confirm whether compensation discussions are normally part of the performance review process or handled separately, as it wasn’t covered in my review.

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.

I put in my notice and out of nowhere they offered a 15 percent raise after claiming for ages that budgets were tight. It’s impossible not to question the timing, and part of me wonders if it's worth sticking around at Humana because of it or not. It does bring my pay above the one I'm getting at my new position, but I'm still uncertain.

I don’t remember the last time we had a bonus 😅 Is there one happening this year? And do we know when it’d be paid out?

So we have some AIP info, but has there been any discussion as far as merit increases in March?

...more heads rolling in OKC than Houston, even after 6 layoffs Devon is still way over staffed by a bunch of su-k ups doing 20% of the work and drowning the small majority doing the other 80% of the work. If this offends you, you must have gotten greater than 2% cost of living increase for being a yes man boot li---r

When are we to have our meeting with supervisor to go over our scorecard ? I thought this happened in early February? I see no meeting scheduled .

Wondering what’s the “average” pay increase / bonus adjustment for each of the performance categories.

I know this year (and is typically) a let down, but what are the numbers from the low end of “did not meet” to the high end of “far exceeded”?

With more than 20 direct reports per manager, it will be interesting to see how many merit increases are actually awarded this year. I suspect a lot of people won’t be thrilled.

Managers, have salary increases been submitted for your team yet? How’s the average increase looking? Baseless rumors will also be entertained.

I heard a rumor that specialist will not get raises again this year, just the same b.s. bonuses like last year! Does anyone care about us not even keeping up with the economy? How rich do you need to be Marvin?

What is your pay increase percentage?

They don't even match inflation. With everything put together, morale is circling the drain. And do I trust them to find a competent CEO now? Absolutely not.

Just wondering what others received. Did you get a bonus?

Let’s hear bonus/raise predictions for 2026….

My prediction
Healthy bonuses
High performers - 15%
Moderate performers - 8%
Low performers - 3%

Low inflationary raises for older high earners regardless of performance
Youngish high performers - 10-15%
Youngish moderate performers - 5-6%
Youngish low performers - inflationary

Increases shared with mgrs today and they SU-KKKK! Get ready for 2% or less boys and girls

Thoughts? I don’t know about you, but I got a sh---y 2% raise and I have been with the company 15 years.

Is Chevron really freezing raises [not receiving for 2025 performance] or will we find something out this year during goal setting for the 2026 performance year? I hope this is just a nasty rumor - throwing it out here for serious replies.

And yes… mgmt is making it difficult for people to continue to love the chevron they joined years ago - we can’t change that.

Many nurses and therapists working in Home and Community care have seen their roles change significantly over the past several years, especially since the buy out of naviHealth within care coordination roles - consisting of OTs/PTs/SLPs/RNs. Productivity goals have increased to a point that is unattainable due to increased demands/goals/administrative tasks within paid working hours.

At the same time, raises have failed to keep pace with inflation, effectively reducing real wages despite growing workloads and responsibilities. Raises have fallen well behind inflation, effectively resulting in pay cuts for experienced clinicians who are carrying heavier caseloads and greater responsibility than ever before. For a workforce that is highly trained, licensed, and essential to patient outcomes, this trend is deeply concerning. These challenges are not isolated—they are systemic. Raises are consistently 1-2%, with 2% being a rarity.

These issues are not isolated to individual teams or regions. When issues are systemic, individual advocacy has limits.

This raises an important question: Is it time for nurses and therapists in the Home and Community line of business to unionize? And if so, has anyone considered leading this effort?

Guys don’t work after 4-5, don’t go in early, don’t give up nights with your family, don’t respond to emails outside of work hours, don’t be proactive. Can’t tell you how much I have given up for this company over the last few years and what is there to show for it? No hope for promotion, 1% raises, took away my bonus, reduced 401k all for leaders to tell me I should be grateful I have a job. Sorta falls on deaf ears when your compensation is going up and ours is going down. All that to say, do the bare minimum guys, this company will not reward you for your efforts. On the contrary you’ll probably get laid off.

I’m sure we are all excited about the pending 3.6% raise for those at the top. Company talks about our high profits and then nothing.

:)

Used to grind: stay late, extra projects, crush it. Reward? Emoji thumbs-up, 2% raise (lol inflation), then piled with more work.
Meanwhile minimum-effort crew dips at 5 and skates by fine.
Loyalty’s a one-way scam; hard work = free labor.
Fu-k going above and beyond. Act your wage, do the bare minimum, guard your sanity.
Who else quit hustling and started coasting?

Basically 15% pay raise and extending the same contract with minor changes have for 4 more years. A Win Win Leg T employees.

BM: We had a best quarter and best year!

WTF..worst pay hike, bonus and RSU’s ever. Where the money going?

So I got a 3% merit and 13% bonus which was about the same as last year. How about y'all? 👀

Has anyone had their review yet?

I just need to blow off some steam. Anyone else think the review process is fu--ing stupid? I’m so tired of it. Every year, EVERY YEAR, they change the god damn format and make it more difficult than the year before. They move the goalposts on our evaluations so we receive the bare minimum increase on top of our bonuses. I’m tired of being held responsible for things that are outside of the responsibilities of my position. It’s bullsh-t. I’ve submitted my review twice now only for it to be sent back bc I was missing some things. No explanation, no direction. Just forwarded emails. The review process in this organization is fu--ing stupid and ridiculous and honestly? They don’t even look at them. They just want them completed so they can sign off on them. I know this to be true bc I’ve used the same verbiage in my personal comments for years now. They don’t look. They only care about paying the least they can pay. These reviews are a fu--ing headache.

Soooo, how much was your biggest Dell raise ever? #gold