#compensation

Dell used to have quarterly spifs.
Both LEMC and LDell.

They didn't make a huge difference to earnings but they were fun and something to focus on.

Aren't there short term bonuses available any more to push a new or hot product?

IRA? Credit card debt? Xanax?

Has anyone had their raise talk with their manager yet? What % raise are people getting? I haven't had mine yet.

It feels like SAP layoffs are just a negotiation tactic to keep salaries low at SAP.

The gross median income in Germany is around €52000 per year. And this includes bonuses.

Christian Klein's salary is €800,000 per year and he gets a bonus of €18 million or more.

So Christian Klein makes in a day what an average German makes in a year.

If we didn't have a CEO, we could have had 365 colleagues who could have added a lot more value to the company.

I understand that Christian Klein is a CEO of a large public company and he has responsibilities. I believe his salary is quite inflated and he should not get so much. And it is mind blowing that he gets so much bonus.

If there is less budget for salary and benefits, surely SAP can save money by paying the executives less. So why are they not doing that?

Also, the share buyback calculation seems off. To be able to buy back so many shares, SAP will have to lay off between 10000 and 15000 employees worldwide. For a company where employees are already overworked and underpaid, it doesn't make sense to buy back so much stock.

I’m not sure if this is widely known, but the move to quarterly targets is driven by the One Dell Way tool launching in Q2.

The compensation tool can’t combine targets, so the current approach is to set one target on the existing tool and the next on the new tool.

From Q3, we’ll revert to half-year targets.

That said, it’s difficult not to feel disadvantaged by this decision, which appears to be driven by JC’s eagerness to release the tool earlier than necessary. We could have simply waited until Q3.

This change won’t impact above Director level, who are paid on booked revenue, but it does affect those that do the work who are paid only on shipped revenue.

New Sales plan incentives sales to reach their targets 2x better than previous plans
and panelizes these below much more than previous plan

This is going to let Dell always earn more per share/deal while also a lot of Sales are goign to leave since it be unbearable - these left are ones they delivered over their numbers and with more accounts assigned are expected to do even more

it's similar to what EMC plan was - so not all that negative. Reward big sales that deliver and push out these that don't. Like it or not .

House is always the winner

Hi everyone, interviewing for this role (in Charlotte) later this week. Job announcement had no salary listed, so anyone know a range? New to Wells Fargo, so no clue. Thank you!

unless you have the skills TR deem important i.e AI, we can forget pay increases from now on. Awards are minimal to zero even if achieved. An exceeded might get you a bit more

I'm getting so tired of Gainwell management. They want top-tier results but offer bottom-of-the-barrel raises. It's a recipe for a mediocre, unmotivated staff. Anyone with real talent and options will walk away, leaving us worse off.

So what are feeling the bonus modifier will be? Im thinking 100-105%

Retention bonus for APAC people who are expected to keep things going now that seelscum is gone. Same thing happened when luxoft lost their CFO and ramneth was brought on. If you are not getting a retention bonus you are not needed. But be very aware that they are there and 5-6 figures.

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 basically they want sales reps working for salary only (no commission) up to the first 60% of your quota. Then you only get paid on the portion above 60%. Does MD personally just ignore the first 60% of revenue that comes in to the company? Ridiculous. Got one of the 10 richest men in the world trying to squeeze people who helped him get there. His company; he started it. He can do what he wants. But not sure how he sleeps at night knowing he's sc--wing the people who continue to pad his pockets. And management is spewing the executive BS line saying that none of us are in sales to underachieve and how we should be motivated by the upside. More BS. There will be a lot of people leaving, which is their goal with this plan. Well done MD and schmedium-size t-shirt wearing JC.

What happened to 401k match? It's February and the match is still not in.

Has anything changed?

STI pay off closes the chapter, isn't it. Unless you are on Verizon network.

Still no news of AIP payout quantum? Whats taking them so long to share with the employees?? Hmm.

Is it true that director and higher level executives get paid on demand but front line and managers get paid by shipped?

Does anyone know when we’ll be able to see our bonus payslip in workday? Not until 2/11?

Please look into joining either CWU or Prospect and seek legal clarity on this issue — it has real legal significance.

In the UK, if compensation terms are contractual and are materially changed without employee agreement, there may be legal implications beyond unionisation, including potential claims such as constructive dismissal or unlawful deduction of wages.

Before taking anything public, you should:
• Speak to a union organiser for guidance.
• Review the compensation plan wording carefully to determine whether it gives management discretion to make changes.
• Preserve all written evidence of previous compensation structures and related communications.

This should be approached carefully and with proper advice.

Please join a UK Trade Union and seek legal advise from the Trade Union immediately.

We are currently in the early stages of seeking formal union recognition. In the meantime, we strongly encourage you to protect your employee rights by joining a trade union.

Please do not discuss Union membership on Dell systems. Dell management does not have the right to ask you about your Trade union status.

Please be patient as we get organised. UK law is on our side.

Board approved Mikes request to remove employee engagement results from a compensation calculation for SOC. But enjoy bigger bonuses funded by layoffs

Anyone had comp conversations already?
Why not a single email from Deanne K? Why bonus is a bit later this year? And when is the stock grant?

We shouldn't just roll over and accept this comp plan. If we refuse to sign off en masse, it forces leadership's hand. They can't ignore us if the whole sales unit stands together. It'll corner them into a rethink or frustrate them. We need to get the word out to the rest of the Dell team even the ones who aren't checking the boards. Don't let this new plan breeze in over you all.

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”?

In response to the new compensation plan, we should all walk out and stop working until they review it. Let’s see how that goes for them. They can’t fire us all.

Asking for m friend

Now that we see Crown Castle is going to weasel out on the RSUs for the 20% of people they are laying off tomorrow, it made me wonder about this corporate squeeze-play they are doing with RSUs for those in the perimeter.
I’ve been a project manager long enough to know when a project plan has a massive hole in it. Right now, the company is spinning this "retention incentive" like they’re doing us a favor. But look at the math: they are accelerating what we already earned from last year, while completely cutting us out of the 2026 LTI grant.
There are over half of us moving to Zayo or EQT. That means over half the company just got hit with a massive compensation gap while those remaining get the full bag.
For those of us in the field, those RSUs are a huge part of our total pay. If you take that away, it’s basically a constructive pay cut.
A few things that don’t sit right:

1. The SEC filings say the company has to operate in the "ordinary course of business" until the deal closes. Skipping a standard annual grant for a couple thousand people doesn’t sound like "ordinary course" to me. It sounds like a budget hack to make the books look better for the buyers.
2. Does this trigger "Good Reason" for us having a material reduction in compensation is grounds to walk with full severance.
3. We already saw the Byler v. Crown Castle class action pay out for the California crew. Do they really want 2,000 more of us filing a bad faith suit while they’re trying to close a multi-billion dollar deal?
   Accelerating my old money doesn't make up for stealing my new money. If Zayo isn't putting a "bridge grant" in our offer letters, Crown Castle is leaving us high and dry.
   Time to stop being "Castle Casualties" and start asking questions about our rights, too.

Bonus and scorecard is a history!
Can anyone share what bonus we are getting and how is it going to be fair to everyone? if my boss decides to give more to his favorite person at the team, that’s possible now.

How do they continue to defend and justify the pay discrepancies within the same job roles and functions? Especially with women or POC. 🤔

Jones has a proud legacy…100+ years of being a truly client and associate oriented firm. As an associate of this firm who has also had extensive experience outside of the firm, I can confidently say THESE DAYS ARE OVER, and I highly recommend reconsidering your affiliation with this firm.

What happened? It’s not a unique story to EJ, but the downfall has been swift and it’s rooted in one phrase: Failed Leadership.

Back when Penny was appointed Managing Partner in ‘19, the MP talent bench was already weak to begin with - she and Ken C were the only viable choices the firm had internally and there was no appetite to go outside. If I had to chose from that lineup, I would have taken Penny any day and twice on Sunday - as Ken C has no business leading a function, let alone the entire firm.

On its face, the choice of Penny wasn’t entirely terrible - she is intellectual, well spoken, been an advisor, broad based in the firm’s business - and the first female MP. And she dresses to impress, of course!

But Penny’s weakness was on full display in her track record - picking talent around her. This would be a knockout gap for a CEO candidate in any company, let alone one leading a business transformation.

Over the next 5 years, this gap became amplified in a massive way:

She kept inept legacy leaders in key roles - Ken C, Lisa D and KJ among them - allowing them pull her into their own ineptitude. She promoted truly horrible talent like Andy M, Suzan M who are small time at best. And she hired some outside talent like Hasan and David C that while intellectually strong, were “scratch and dent” leaders in their prior companies - deemed not promotable because of narcissistic or egotistical behavior. And that says a LOT at places like Citi or Goldman.

Bad leadership ki-ls companies. If you are a client, consider the decisions being made affecting you and your money:

• Raising fees you are paying to line the pockets of greedy executives
• Sending your personal information overseas as part of outsourcing projects to drive higher profits
• Treating employees and branch teams who handle your money and services like they are second class citizens - including not paying market wages.
• Technology that doesn’t work half the time and that your branch teams are helpless to fix

If you’re an associate, you feel the impact of this leadership everyday - the visceral disdain ELT members demonstrate for you as associates. You’ve heard it directly from David C’s mouth in town halls - but it’s even more evident in action: Pathetic wages/benefits; targeting firings of anyone who dares to challenge; promotions for toxic but loyal leaders; poor quality front line managers. The disdain is so strong that some say it feels like ELT places the blame for their own failures on the backs of associates. The paradigm is that associates are entitled, overpaid and underworked.

The company is not bankrupt financially, but I can assure you that it is from a leadership perspective. Rest assured one will blend with another over time.

I sincerely hope if you are a client or an employee that you reconsider your affiliation with Edward Jones - for your own good.

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.

How are those bonuses?

If you were displaced in January, do you still get a bonus?

The bonus plan states you must not have resigned or be on notice period on the award payment date, which is defined as:

"Calendar date on which payroll initiates delivery of the non-deferred cash portion of an award or if an award is solely in equity or deferred cash issuance of the award to a participant."

Does anyone know what date payroll initiates delivery?

Paying a non-ceo $15m with the company and stock in this state seems irresponsible, at best.