Steve said that we achieved 100% on the goals for the Annual Incentive Plan and that it would be funded at 100%. and I quote: "it means there's enough money to pay the entire company 100%, but not everybody is going to get 100%. Some people will get less, some people will get more. We've been talking about establishing a high performance culture. I am pushing the management and leadership team to make sure we differentiate. So, if you're a top performer, you should expect more than 100%. That's what our management team has to do. We're not gonna just spread the funds out amongst the whole company. Were going to recognize the top performers."
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Quite shocked really when he said that at the all hands. What a smug, little pr--k. Will that also mean you won't take the rsu buybacks there stevie? You didn't meet your goals either... what was that you said about 500M in cloud rev? Or anything else over the past 5 years? You don't give a sh*t about employees, so stop pretending that you do.
We were instructed to limit the bonus payout to 85% of the pool. That way, the 15% would roll up, and they would decide where it went. Then over the course of 2 weeks, mgnt came to us and said; dole out another 5%... and so on. My team now sees 1 @ 90%, 2 @ 95%, and 1 @105% of their AIP/CIP.
@aq what a pr--k
@ae Well put. It is like being the valedictorian of a school for special kids.
@aq Sure you will. Dream on.
ill be enjoying 200% + a good chunk of RSU's
Is being a "top performer" at a company that's declining in revenue year over year really a flex?
Its like bragging about being the best person on a 60+ kickball team.
Just say you're a low performer, there is no shame in that.
I, personally, expect anywhere between 110% and 125%. I've been an asset to TD and have been rewarded very handsomely year after year.
Downvote all you want, losers.