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I guess it was just us losers that were capped at 2% for year end raises.
https://www.bizjournals.com/twincities/news/2026/04/22/unitedhealth-group-2025-executive-pay.html?csrc=6398&link_source=ta_first_comment&taid=69e97d495f63f3000182be6e&utm_campaign=trueAnthemTrendingContent&utm_medium=social&utm_source=facebook&fbclid=IwY2xjawRXVSxleHRuA2FlbQIxMQBzcnRjBmFwcF9pZA80MDk5NjI2MjMwODU2MDkAAR7VMghT_BcGjhLthlGc8AjYWRw7zyNzejxKIjj8rRYtyXA5yh3zbMPlvRFnow_aem_YvvcnSs-EcJHF1DpOrIRnA
Ramon cleared $23,903,545 in 2025 while employees were left fighting for a 0.5% raise.
We are supposed to find out in the next week or so but, am not expecting much....
Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.
Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.
Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.
https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html
More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.
Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.
Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.
Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.
https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html
how much does our chro make ? I make $89000and work 60 hours a week. Then get blamed by rvps who make $250000 for taking too much time. what they don't know is iam working late nights many weeks a year to help them out. How are they working late nights to help me ? one way street & smelly sch.it runs downhill onto my fayce.
Anyone who had no meaningful raise (except one year after Covid) for ten years? Please share your salary growth in 10 years, 20 years
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.
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
When they tell you 3% is all they had in the budget for you this year.
Merit pool is horrible this year. A lot of 3's are getting close to nothing and then they expect to score high EXI. Feel bad for gl 26 and below because they were supposed to get consistent raises but now they lose out on RRP and only get 1%.
Does anyone know who determines the raise and bonus amount for GSRs? Is LL6 or LL5 or the company set a guideline each year?
What do developers typically get in yearly increase? What about bonus? I joined as a senior associated in February (US, not NYC). I've heard people say it's $1000. Some say it's 5-15% of your yearly salary.
What have other developers had in salary increase and bonus?
Last year I got a bigger raise compared to this year even though my rating was MUCH MUCH BETTER.
Does anyone know how the raise works here?
What's the point of being a high performer if it doesn't translate to money??
When will Fido realize "recognition email" doesn't pay my bills ....
I got 8% once.
That no 5's are allowed this year and no raises for 30+???
HR did this the first year of Bora Bora and did it again. I'm not sure if this is for all departments but its definitely for mine. My manager showed the direct email from HR because of fear of the teams reactions and blaming him. all year ends were already submitted and HR required each person to be Brought down by one score level so not a single person got a 1 score. Assumingly like last time the yearly raise will be almost nothing.