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Better question. When was the last time you were authorized to give promotions? When was the last time you, or anyone on your team, got a promotion?
@2z1 higher than you will ever be. They call me Icarus.
@2jp how high up are you to speak so confidently?
@2ha some folks fear more the RTO than the actual layoffs. The company will enforce RTOs starting Janaury and this is no different from the other tech companies.
@2h3 well the RTO mandate will be enforced. The RTO mandate is probaby yet another tool to force certain folks to either leave on their own or expedite their retirement plans.
If RTO results in disengagement then PIPs come into play and dismissal with a cause. The 2026 job market will likely su-k for most folks. The company knows this.
If you think that the company owes you something than you will be seen as a liability. A few high potential SMEs have left our team, the company did not try too keep them nor backfiled their roles.
@2eg by whom? Every department I've seen in NA has been adhering to it, more or less. Similarly, has the enforcement. If they are getting poor engagement, then they need to hold managers accountable. That's their literal job. If they think they've seen quiet quitting? Just you wait. If 5x/week happens, get ready for the mass exodus of the ages. It's 2026. If they think the hybrid model is failing, why don't they look at their C-suite execs who are all remote. What will happen to all the virtual fully remote employees? They will probably announce RTO right after the global survey is complete.
The return to office mandate will be enforced starting q2. I can see Fridays being the only wfh days. The 3 days per week, hybrid model, has been heavily abused and poorly enforced.
The company either wants employees to quit on their own so they outsource their roles or they truly believe wfh is unproductive.
@2ae you are a fear monger. No way going to 4 days in the middle of winter.
@232 the 4 days is coming. February. 5 days in fall. And if you are disappointed with the raise, find another job. Now.
3.2, meets, US
Of course the execs and SVP - VP - Director all got their stock bonus triggers with the stock price so they are all happy at the Q4 results, I was fairly disappointed at the small percentage of merit increase especially with the price inflation in the US.. I was glad they didn't sneak in a return to office 4 days a week.. which I am sure is being discussed.
4.5% exceed US
@1yh why would you care about your colleagues’ salaries?
If you think that you arw worth more than currently paid, seek a raise or look elsewhere.
Friendly reminder:
If you’re not getting a raise in line with inflation each year, your company is effectively paying you less for your job each year.
It’s not illegal to share your salary with your coworkers, regardless of what your manager or anyone tells you.
@1kz All that money, and I'm still hotter than you.
@1kz well this kind of reward system will erode the American competitiveness and innovation. Redistribution of wealth?
The American C suite reminds me of Russian oligarchs.
As Senior Vice President, Chief People & Legal Officer & Secretary at ROCKWELL AUTOMATION, INC, I made $2,948,953 in total compensation. Of this total $663,624 was received as a salary, $500,000 was received as a bonus, $660,047 was received in stock options, $2,140,343 was awarded as stock and $84,939 came from other types of compensation.
Engineers are losers!
@1ft "It's nice that they're offering a 5% increase next year" - what do you mean by this
Over the past five years, prices in Poland have risen significantly—around 50% overall inflation, food costs up about 60%, and electricity nearly doubling—while the last raise was only around 3% three years ago. It's nice that they're offering a 5% increase next year, but it's quite modest, especially when the company is celebrating soaring stock prices and record profits—profits that we employees have worked hard to deliver—making it feel like a bit of a slap in the face.
@1a4 sadly true and self evident!
A high performer left our proposal team and no attempt to hold them back. It seems the business and other felt the relief when he left …less chance of future cuts because he has already left
The company is banking on you leaving, especially the high cost US and Canada labour regions.
There are a million of you wotking remotely on the other side of the world who does what you do 10x cheaper and won't complain about a damn thing.
Angry that we get a sub-par increase, after watching the company make these brain-dead acquisitions. Excess company wealth is one thing. But to (pause and presumably) use employee wages to do it? And then expect that we're happy about a measly 2-3%, when we've far fallen behind inflation? The are banking on you leaving, you know that right? There are a million of you on the other side of the world who does what you do 10x cheaper and won't complain about a damn thing.
No wonder RA is in the state it is, 700+ views and only 14 "contributors" to date of which only 4.5 understood the assignment. BTW, the .5 is for the person who provided behind the scenes info. and although it was interesting, it was not what was asked for.
It's time for the looky-loo's to get off the sidelines and start contributing here and the office for anything to change and the complainers should start their own thread instead of hi-ja--ing someone else's.
@10r 1 or 2 or 3% merit increase almost does not make any difference after tax.
The rate of price inflation of staple goods exceeds thr merit increase
@rf The way it works is, your department is given a certain percentage increase. So if it is 3%, then you get enough money to give everyone a 3% raise. However, if you have one or 2 people that get highest achievement, they don't give you the money to reward that. This is where giving different ranges of "meets expectations" comes in. One person may only get 2% of the allotted 3%. The extra 1% would then go to your highest achievers. Also they may have people in their org that "does not meet" expectations. In this case that person does not get an increase, goes on a PIP, and they have their entire pay increase they can then give to others that report to them. So, if you want yo feel sc-mmy, being a manager will get you the feeling.
@r8 "maximize their wealth." show picture of hands
@rf tell me how YOU would do it???
The way it works with RA is HR gives X amount of money to a manager. Then the manager will sit down and calculate upon each person pay some percentage. Most RA managers try to be fair and give each person in the group like a $3k pay increase. So, if one person is making a higher salary they will get a lower percentage than someone making a lower salary will receive a higher percentage. Its a total bs the way RA handles it. USA 2.8 percent.
ROCKWELLS pay is competitive but not great. They peanut butter across large groups. If your vp GM has a brain, he will hold back .1% so he can give the truly great a little extra. That is if your vp/GM is good. And if you don’t like the pay, go find something else. Don’t be a Karen. Most won’t leave and won’t maximize their wealth.
2.8 meets.
Canada
@dp not sure what to tell you, but yes it was. I even got an upwards adjustment to both that and my bonus. Contrary to what 99% of this site is for, if you do good work and your boss isn't a tool, then sometimes you get rewarded (assuming the overall company doesn't shaft you)
@ar exceeds? doubt.
I haven't had the discussion yet, but RA merit has never kept pace with inflation. It is also negated by increased health insurance premiums.
USA, 3.8%, meets
USA, 5%, Exceeds
USA, 3.2%, Meets