Any rumours on what this will entail? They're saying it's not a cost saving exercise, which I highly doubt.
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@grz you should have an email. But t4+ no merit but lots of rsu's. t1-t3 loads of merit, hardly any rsu's. But actual amounts are completely opaque
Any updates on this from anyone?
@sz Because they are also heavily invested in the stock price as that's all anyone paper wealthy cares about and the supervisory board dosen't have enough low level stakeholders involved
Has there been any more info on this? I’m genuinely curious how they’ll spin this into “improving” pay when it reality, it’s a cost cutting exercise..
This is a cost-cutting measure.
Because the new Moves will be longer-term, T4 and higher basically get sc--wed. Once the board has cashed in on their bonuses, their short-term-only strategy will fall apart, the stock will tank and the Moves lose most of their value.
I really don't understand why the supervisory board lets them get away with ruining the long-term prospects of the company
@cv+1k6k0ygea That’s a typical stock vesting structure of any US company like Amazon where the bulk of the shares (40%) are received/ vested in the 4th year of employment if the employee is lucky enough to survive in the company for 4 years!
Sad but true that SAP is going in that path of copying US companies after bringing in all the US minded management such as ex Microsoft employees like ex-CMO and current board member Mohammad.
So what is the point? This board is about layoffs. Do you imply that this is another step that will lead to layoffs?
Otherwise I think there are way too many people at SAP that are "Just there" .. "chillin".... since 15+ years .. and not contributing to real progress of the company, but stil earning good money. Because of them I'm OK with making the rewards system more competitive and performance-oriented.
@cw Kermit, Miss Piggie and Gonzo are insulted and considering legal action!
oh he-l naw. yall betta listen up cuz yall straight trippin. yall mahfukkaz be actin like we ow u stocks n sh-t. we aint owe you nothin.
sheeeeeit
@d0 yes, that’s correct
Total rewards team su-ks and should be optimized by 2/3, why they have so many chief staff and project leads?
@d0 Correct (Ireland)
Total corporate manipulation and poor employee forecasting, it is an embarrassment for SAP
@d0 That is how this is handled currently.
correct me if I'm wrong, but the current policy says you get all your shares paid out if you're laid off, even the ones that haven't vested, right?
@cv Chuck Norris has been promoted to T6. His stock grants vest immediately at 250% valuation.
So this is more or less as it was 5 years ago, T3's never got stock. But this is also an exercise it cost reduction as the AI pitch is failing (its failing for those who are succeeding in the stock market currently) and our product strategy is over complex, BTP su-ks b*lls and is only good at doing clean core extensions and not a generally usable cloud PAAS. Hana is a solution for legacy software and not cloud native. Grow and RISE seem to be a disaster and on top of that we keep having gigantic security failures after having let go of all the experienced and skilled high cost employees.
Basicly we run by a bunch of muppets that have zero clue as to what there doing who have failed forward because of legacy contracts that have kept the ship afloat
My current understanding is that the stock grants for T4 and T5 will also have a very long horizon. Like you may get some money but with a one to three year holding period. So in that case, if anyone gets fired, they don’t get any money regardless.
It looks like the first signs of a big layoff in the horizon but probably with less money for the laid off people...so if they can push some to quit by themselves either by reducing their benefits, variable pay, bonuses and the tool is: bad performance rating
Now I see the full picture !
This is indeed a noteworthy timing from the perspective of the executive board. They are aware that there is a strong desire among employees for greater clarity regarding their bonuses and compensation for March. By ending the MOVE SAP agreement, they are exerting pressure on the Works Council to reach an agreement prior to March 2026. Unfortunately, this is likely to result in an unfavorable deal where employees receive minimal compensation while CK and the board makes more money. Given the poor stock performance, their aim is to reduce the workforce to lower operating expenses. However, achieving this goal is not straightforward, so they are attempting to incentivize employees to resign voluntarily instead. SAP is moving from being a great employer to limiting yearly salary increases and firing 1 to 2 percent employees a year.
@c9 If that is true, Chuck Norris will have a hard look at the board.
That will stop that nonsense.
For lower levels: Market-aligned pay + "Cash-based rewards" - What they don't say is how these rewards can be achieved... Maybe doing more overtime than the current non-paid overtime hours?... Give your 24*7, body and soul to the company and then, maybe, they will you an extra coin -potentially through Appreciate, so you don't really see the money- to do it again?... Are we kids that need to be rewarded after doing weeweee in the toilet independently for the first time? Seriously? This is another movement from our not-so-fantastic board to get rid of people without severance.
Chuck Norris gets stock awards no matter his t-level.
When they say "its not a cost cutting exercise" it is exactly a cost cutting exercise!!
Under T4 - No SAP stock grants but so called compensation rationalization as per market rates.
T4 and above - No money and compensation raises but SAP stock grants but only after they prove that they had a real strategic impact or they are good with licking their superiors @$$e$
Who does it when there is no benefit? There may be something behind this?
I'm reading it as no stock grants for anyone below T4 (cost cutting). How many T4s get targeted for restructuring is another thing...
The catch is in the what's next part I think