It opened today for managers, correct? How are things looking in RMC?
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@kf It’s been mostly 1.5-3%. I’ve only seen 3.5% about twice in the past 10 years. Pathetic as I’ve been doing at least two person job all this time.
@kf yes but usually promotion years, extraordinary performance years, and one year of catch up in the salary range. But generally it’s been somewhere 2-4%. Merit is never anything to get excited about here. My bonuses (outside of super low years) have always been a little more than I was expecting. I’m new to the LTI structure.
For those that have been at the Bank, have merit increases ever been outside the 2-3% range for those meeting expectations? I once had a 4.5% raise because but that was to catch me up because my prior manager in my first year said I didn't qualify for a raise (though I started in the first quarter of the year and definitely qualified). Aside from that, my experience has been 2-2.5%, so that's really all I've come to expect here.
No one in my org has even been promoted after 4 years! Just the top few folks have. But lowly commuting worker bees, are not. Hopefully it’s not bad but struggling to see. Perhaps all this money went into building out offices no one wanted, lunch once a month, and headsets so we continue to collab in person at our hotel spot. Nevermind the office mapping tech, and swipe tech, but is it all really worth it when so many of us were successful from home? Why have the internet now? Oh wait, so we can chat with copilot.
I kept notes for years now on funding. This is definitely the 2nd worst year in my tenure as a manager. Worst was 2020 with covid which did su-k but I get it, but the year after was really good to catch us up. I bet 100% there is no change GK will do next year.
This is the worst year though in terms of culture and pathetic leadership.
With all of the tightening of the belt, doing more with less, teams cut in half or more, layoffs every week, shipping work for American customers to India and Poland, high expectations, higher accountability, treating us like children by not EARNING the commute, big brother monitoring more and more each year, assuming the worst in us...
Do they reward us in February? Not at all.
It's time to face it, corporate leadership in America is getting more sociopathic. The mindsets of the Elons, Zucks, Bezos, Sundar (google), Jassy (Amazon) - they outright hate employees. They are supported by the mega rich sociopaths like Peter Thiel, Bill Ackman, Zuck, and others. They treat us like dog sh-t and more and more parrots like GK are following their lead. They heard the Simon Sineks of the world talk about real leadership, and went the opposite direction. They want more and more of the pie, at our expense. Life is getting more and more miserable for people like us.
Remember, in March is when we get to see how generous GK is getting paid. I bet her bonuses are not 85% of target.
At U.S. Bank "we put people first". (certain people)
Gotta pay for the new acquisition.
@ch What did the NDA email say?
Not a manager. I was meaningful 2 years ago and was extraordinary last year. The difference in merit increase between the years and performance levels was so minimal it hardly feels worth it to shoot for extraordinary. 2025 was a meaningful so my expectations are extremely low.
@cm what org?
Merit and Bonus are similar to last year for my team (actually a tad more). Not too shabby. 🙂
It seems like they’re definitely going for natural attrition. The problem is that they likely made some promises to newer talent we’ve acquired that’s going to backfire tremendously!
Also guessing that’s why the email went out about NDA
It’s looking dire and they haven’t even updated salary ranges for 2026 so it’s even worse. Blood bath.
@b3 Q4 earnings will more than likely being on pace with prior quarter. Prepare to be gaslight by MC and Management in an effort to explain why comp figures are horrible after a record breaking year
I just want to say for everyone who’s commenting and giving real life guidance, THANK YOU for helping the rest of us not have to wait and then be su---r punched!
You are appreciated for the transparency.
I’m seeing 1.75 for remote and 2.25 in person. And changing lti is ridiculous.
I'm looking at LTI funded percentage of 95%.
I am then supposed to only pay out 95% of 95% (not a typo) for people who get meaningful performance (meets expectations).
We put people first. But it is just a select few people at the top.
If exceeds is 3%, that means meaningful is likely around 2% or so (and if remote take off another .5%)? Avg inflation in 2025 (as of Nov '25) was around 2.7%...
I can only speak for my group but this has been the lowest I have seen since I have been here (10/15 years) all things considered. For how “good” of a year we have had this stings.
@bc I am seeing merit increases for people who have exceeds at 3%. Because that's how hard it is to do the math to fidget all the numbers into place.
Lower than normal merit
Barely above 100% for AIP bonus
LTI below 100%
I can understand the hard numbers a few years ago because of covid but this year was supposed to be a decent year based on the numbers so far. And again what's even more demoralizing is the extra push for hard accountability, radical candor, crazy goals, return to office, lots of layoffs, do more with less people, and clueless contractors from india
Can someone clarify, what’s bad? Is it the merit pool, the bonus/LTI funding? Was everything funded less?
In my many years here I’ve seen maybe 3 years where merit was over funded, and conversely maybe 5 years where bonus was way down. So trying to understand which is which this year.
From a business perspective funding merit high sets the bank up for repetitive years of that increase - which is why they try to sell higher bonus. It’s a one time hit. Maybe not the most moralizing but it’s what happens.
Truly the worst year I’ve seen
@b3 what's funding like for your bl?
Let's just put you this way, I've been doing this for between 5 to 10 years, keeping the actual number anonymous.
This is the second worst year I've seen. I think one year recently we had covid hitting the comp cycle really hard. But then the year after we had a really good year.
This year su-ks. There's just no other way to put it. What I don't know is if it's because of the business line I'm in. If the BL leader took more off the top. Or if this is bankwide.
The leadership here is so demoralizing. They push extremely hard for accountability and high standards and radical candor and return to office. But when it comes time to pay us, they penny pinch.
You have to invest in your people if you really want your company to grow. But Mackenzie fresh off the boat leaders are too stupid to realize that.
I wonder if the upcoming Q4 earnings announcement is going to su-k. If it turns out we had a great year, then fu-k GK.
@b1 Even though 100% guideline is to not give 100%
@an ugh this bank su-ks
Sigh
Unconfirmed word is that merit across the board will be low for everyone.
Bonus pool was funded at a little over 100%.
Generally speaking, merit increase for remote employees will be a half of a percent point less than those who are in a hub market. Also, it follows a graduated grade level; the higher grade level, the smaller the percentage increase. I also heard 17+ may not get any raise this year, but cannot confirm that.